The article provides guidelines about when to use the different work types and tags we include as part of the pre-built Aged Care Award 2020 [MA000018] package. To read further information about the Aged Care Award 2020, refer to Aged Care Award.
Key updates
Select the current financial year tab to see award updates for the 2024/25 financial year, while all previous updates before this time you can find in the historical financial years tab.
1st
We have updated the award to reflect the Fair Work Commission's National Minimum Wage increase detailed in the Annual Wage Review 2023-24 decision and also includes updates to expense-related allowances. You can find more information on the Determinations here and here.
These changes come into effect from the first full pay period on or after the 1st July 2024. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2024.
We have also updated the "Community Service Leave Taken" pay category, where it does not accrue super.
The Day worker rule set has been updated to include a rule for Paid Family Domestic Violence Leave.
22nd
Per clause 22.4(b), we have created the following to accommodate this arrangement:
- New linked pay category "Less than 8 hours break between shifts"
NB: For employees with overridden rates, the award update will not automatically apply these employee's rates for this new pay category. These employees' rates of pay will remain untouched. You will need to manually update and save the pay rates page in the employee's profile to trigger the rates for this new pay category. - New work type "8 Hours Break Between Shifts Agreement". Employees will need to use this work type when submitting timesheets to receive the entitlement.
- New tag "8 Hours Break Between Shifts Agreement". Alternatively, employees receiving this entitlement on a permanent agreement can be assigned the tag.
The rule sets have been updated where employees using the work type or assigned the tag would be entitled to 8 hours break between shifts by agreement.
We have also updated the Shiftworker rule set, where employees on a night shift (for all employment types) would receive overtime if they worked more than 10 hours per day per clause 22.1(c).
1st
From 1 August, all employees are entitled to 10 days of paid family and domestic violence leave each year. The (Unpaid) Family and Domestic Violence Leave configuration settings under awards have been updated - the leave category is disabled from award leave allowance templates, and the work type is not enabled automatically for all employees. Please ensure that employees no longer use the unpaid leave category or work type.
1st
We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase detailed in the Annual Wage Review 2022-23 decision and includes updates to expense-related allowances. You can find information on the Determinations here and here. These changes come into effect from the first full pay period on or after the 1st July 2023.
Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st of July 2023. It includes Fair Work Commission's recent change to increase minimum wages by 15% for some employees working in aged care.
In line with the change, we have created new Aged Care Employee Direct Care and Aged Care Employee General Most Senior Food Services, pay rate templates, and employment agreements. Existing pay rate templates and employment agreements pertain to aged care employees in general. You can find further information on what you should be aware of here.
31st
We have updated the award to reflect changes made as part of the Fair Work Decision regarding Paid Family and Domestic Violence Leave. You can find further information on what changes we applied to the platform and what you should be aware of within this article. We have created the following new categories:
- New Leave Category: Paid Family and Domestic Violence Leave.
- New Pay Category: Paid Family and Domestic Violence Leave.
- New Work Type: Paid Family and Domestic Violence Leave taken.
We have updated the Leave Allowance Templates to disable the existing unpaid Family and Domestic Violence and we have enabled the new Paid Family and Domestic Violence Leave. We also updated any impacted rule conditions.
As part of Fair Work's ruling, an employee must be paid their full pay rate; this includes their base rate plus any incentive-based payments and bonuses, loadings, monetary allowances, overtime or penalty rates, and any other separately identifiable amount.
We have re-instated the Unpaid Pandemic Leave category within this award and is available for eligible employees from 15th July 2022 until the 31st December 2022. Additional information can be found on the Fairwork website.
We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase detailed in the Annual Wage Review 2021-22 decision and also includes updates to expense-related allowances. You can find information on the Determinations here and here.
These changes come into effect from the first full pay period on or after the 1st July 2022. Please instal these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2022.
We have updated the Shiftworker pay conditions rule set to make sure we correctly apply the provisions of clause 22.9, Lesser of sleepover and non-emergency work for casual employees.
We have updated the award in line with the Australian Tax Office (ATO) requirements for Single Touch Payroll (STP) Phase Two reporting. We now disaggregate the reporting of gross earnings into distinguishable categories. We have updated the Pay Category payment classifications in line with the ATO Specification Categories.
We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase of 2.5% detailed in the Annual Wage Review 2020-21 decision and also includes updates to expense-related allowances. You can find information on the Determinations here and here.
These changes come into effect from the first full pay period on or after the 1st July 2021. Please instal these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2021.
We have also made updates to the Family & Domestic Violence leave categories, so that the balance is displayed in days instead of hours in line with the National Employment Standards. Once you install the update, all employees' FDV leave balances will display in days, not hours, and this will mean that an employee’s balance may now show as 38 days.
We have made sure that any new instals of he award conducted since the 1st July now capture the SG increase from 9.5% to 10% for all pay categories. If you have installed this award between the 1st July 2021 to the 8th July 2021 for the first time, please make sure you select the No option in the Preserve Custom pay categories. If you were using this award before the 1st July 2021, then you do not need to select the No option.
We updated the award to reflect the High Court's decision on the accrual of personal/carer's leave, which overturns the decision made by the Full Federal Court of Australia, with personal/carer's leave calculated on working days, not hours. We can find information on the decision here.
As such, we have removed the Personal/Carer's (10 days) Leave Allowance Templates and updated associated Employment Agreements. The update will not remove any of the above from a business where you installed the award before the 25th August 2020. However, any new award installs from the 25th August 2020 will not display personal/carer's (10 days) leave details.
We have updated the award to reflect changes made as part of the Fair Work Decision around flexibility during coronavirus. The new schedule Y allows employees to take up to two weeks of paid pandemic leave. We have created a new pay category, Paid Pandemic Leave Taken, leave category and work type Paid Pandemic Leave. Also, we updated the rule sets, where necessary, to include/exclude the work type and leave category to some pay conditions.
Under this new schedule, you will need to pay full time employees their base pay rate for ordinary hours. The rate for part-time staff will be the higher of either their agreed ordinary hours of work or an average of their weekly ordinary hours for the previous six weeks.
Casual employees who take paid pandemic leave will need to pay an amount based on an average of their weekly pay over the previous six weeks. If you have employed them for less than six weeks, the pay needs to be based on an average of their weekly pay for the time you have employed these casuals. You will need to manually adjust the pay rates for casual staff in each pay run for the period of leave.
We have updated the award, as part of Group One Awards, to reflect the Fair Work Commission’s National Minimum Wage increase of 1.75% detailed in the Annual Wage Review 2019-20 decision and also includes updates to expense-related allowances. You can find information on the Determinations here and here.
Included in the updates are also increases to the penalty rates for casual employees working on Saturday, Sunday or Public Holidays as part of Fair Work's four-yearly modern award reviews. You can find information on the determination here.
These changes come into effect from the first full pay period on or after the 1st July 2020. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2020.
We have updated the award to reflect changes made as part of the Fair Work Decision around flexibility during coronavirus. The new schedule allows employees to take up to two weeks of unpaid pandemic leave. We have created a new pay category Unpaid Pandemic Leave Taken, leave category and work type Unpaid Pandemic Leave.
Also, we have updated the rule sets where necessary, to include/exclude the work type and leave category to some pay conditions. Further, we have updated the Leave Allowance Templates to make sure this new leave category is enabled and is now accessible for employees to take this leave when required.
Further, under this new schedule employees can take up to twice as much annual leave at a proportionally reduced rate if their employer agrees. You will need to manually adjust an employee's pay rate and leave balance to half in each pay run for the period of leave.
We have updated the Award to reflect the Fair Work Commission's decision to vary the minimum engagement for broken shifts. Part-time and Casual employees must get a minimum of two hours of payment for each portion of a broken shift. There was a new clause inserted; Clause 22.8(f). We have updated the pay conditions rule sets for Day Workers and Shift workers to reflect these changes. The changes apply from the first full pay period on or after the 25th October 2019.
We have also updated both rule sets to reflect part-time and casual overtime when working more than 38 hours per week or 76 hours per fortnight. As well as applying part-time overtime when working outside agreed advanced standard hours. We also updated the rule set pay conditions for shiftworkers to make sure when annual leave is taken that the platform will calculate which is higher with the annual leave loading or the shift penalties and pay accordingly.
We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase of 3% from its Annual Wage Review 2018-19 decision and also includes updates to expense-related allowances. You can find information on the Determinations here and here.
These changes come into effect from the first full pay period on or after the 1st July 2019. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2019.
We have updated the award to reflect changes made as part of the Fair Work Decision four-year review of modern awards. You can find information on the Determination here. Family and Domestic Violence leave applies from the first full pay period on or after the 1st August 2018. Further information can be found at the Fair Work website.
Employees, including part-time and casual employees, are entitled to five days of unpaid family and domestic violence leave each year of their employment. The five days renew every 12 months of their employment, but it will not accumulate if they do not use the leave balance.
We have created a new leave category called Family and Domestic Violence Leave and a new Work Type called Family and Domestic Violence Leave Taken. We have also updated the Leave Allowance Templates and any impacted rule conditions.
We have updated the Award to reflect the Fair Work Commission’s national minimum wage increase of 3.5% from its Annual Wage Review 2017-18 decision and includes updates to expense-related allowances.
These changes come into effect from the first full pay period on or after 1st July 2018. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 1st July 2018.
Installing the pre-built award package
To read details on how to install and configure this Pre-built Award Template, please review the following article. Before relying on the award information, users should carefully evaluate its accuracy, currency, completeness, and relevance for their purposes. You should also obtain appropriate professional advice.
Coverage
The industry award covers employers throughout Australia in the aged care industry and their employees. The aged care industry means the provision of accommodation and care services for aged persons in:
- A hostel.
- A nursing home.
- An aged care independent living units.
- An aged care serviced apartments.
- A garden settlement.
- A retirement village.
- Any other residential accommodation facility.
See Section four of the Award to read further information on the coverage and any exclusions.
Special notes on this award
Processing Personal/Carer's Leave
You should first process all leave paid using this award template as a leave request and then the approved leave request applied as a timesheet in the Create Timesheet page using the self-service portal or the Create Timesheet page for manager and platform admins.
Doing this will make sure the rules correctly identify if personal / carers leave extends beyond a 21-day period. If you create a timesheet with the work type but no leave request, each shift will receive the uniform allowance regardless if the leave period exceeds 21 days.
Work types
Work types are a description of the kind of shift you are working, and you select them when you record a timesheet. The following is a list of work types employees can select on their timesheet, and the meaning of each item.
ADO Taken | Choose this shift condition when an Accumulated Day Off is taken. |
Annual Leave Taken | Choose this shift condition when an annual leave is taken. |
Compassionate Leave Taken | Choose this shift condition when compassionate leave is taken. |
Handling Unsealed Nauseous Linen | Choose this shift condition if engaged in handling linen of a nauseous nature other than linen sealed in airtight containers and/or for work which is of an unusually dirty or offensive nature. |
Hours Worked | Choose this shift condition to represent ordinary hours, unless another shift condition is more specific. |
Kilometres Travelled | Enter the number of units travelled for business purposes. One unit is equivalent to one kilometre. |
Leave Without Pay Taken | Choose this shift condition when leave without pay is taken. |
Long Service Leave Taken | Choose this shift condition when long service leave is taken. |
Non-Emergency Work at Start/End of Sleepover | Choose this shift condition if you are on a sleepover and are required to perform non-emergency work at the start or end of your sleepover shift. |
Non-Emergency Work in Middle of Sleepover | Choose this shift condition if you are on a sleepover and are required to perform non-emergency work in the middle of your sleepover shift. |
On Duty During Meal Break | Choose this shift condition if you are meant to receive a meal break after five hours of continuous work but are required to work or be on duty. Only choose this shift condition up to your eventual meal break. |
Paid Community Service Leave Taken | Choose this shift condition when paid community service leave is taken. |
Personal/Carer's Leave Taken | Choose this shift condition when personal / carer's leave is taken. |
Public Holiday Not Worked | For permanent employees only. Choose this shift condition for a day, or part of a day, where you were not working due to being on a public holiday. |
Recalled to Work Overtime | Choose this shift condition if you have left and are required to come back to work overtime. |
Sleepover | Choose this shift condition if you are on a sleepover but are not working. |
Time In Lieu Taken | Choose this shift condition when time in lieu is taken. |
Unusually Dirty or Offensive Work | Choose this shift condition when you are required to perform unusually dirty or offensive work not associated with your role. |
Work During a Sleepover (Emergency) | Choose this shift condition if you are on a sleepover and are required to perform emergency work. |
Shift conditions
Shift Conditions are further details you can add to a shift where more than one condition applies to your shift. Shift conditions are selected when you edit a timesheet record, or when clocking on using the ClockMeIn Time and Attendance or Swag apps. The following is a list of Shift Conditions employees can select on their timesheet, and the meaning of each item.
In Charge of 2-5 Employees | Select this shift condition for any shift where the employee is in charge of 2-5 employees. |
In Charge of 6-10 Employees | Select this shift condition for any shift where the employee is in charge of 6-10 or more employees. |
In Charge of 11-15 Employees | Select this shift condition for any shift where the employee is in charge of 11-15 employees. |
In Charge of 16 or More Employees | Select this shift condition for any shift where the employee is in charge of 16 or more employees. |
Less Than 8 Hour Break Since Sleepover | Choose this shift condition for a shift where you have not had an eight hour break since your last sleepover shift ended and you have started your new shift. |
Variation to Agreed Hours in Writing | For part time employees only. Choose this shift condition if you and your employer have agreed in writing to temporarily adjust your hours so as to not attract overtime. |
Work During Sleepover Exceeding Full Time Employees | For part time employees only. Choose this shift condition for the part of the sleepover shift where you worked longer than full time staff on a sleepover. |
Tags
Employee Tags are specific conditions typically related to the employee’s agreement. These are often conditions negotiated and agreed between the employer and the employee, or unique characteristics of the employee’s role. Payment of these provisions is usually of a recurring and ongoing nature.
ADO | Select this tag if the employee will receive an accumulated day off every 20th day worked. |
Chefs or Cooks Providing Own Tools | Select this tag if the employee is a chef or cook and is required to provide their own tools. |
Laundry Allowance | Select this tag if the employee is required to launder their uniform. |
Leading Hand 2-5 employees | Select this tag if the employee is in charge of 2-5 employees. |
Leading Hand 6-10 Employees | Select this tag if the employee is in charge of 6-10 employees. |
Leading Hand 11-15 Employees | Select this tag if the employee is in charge of 11-15 employees. |
Leading Hand 16 or More Employees | Select this tag if the employee is in charge of more than 16 employees. |
Public Holiday Penalty as Annual Leave | Select this tag if the employee forfeits the public holiday penalty rate and instead receives a public holiday at their flat rate and accrues an hour of time in lieu for each hour worked. |
TIL of OT | Select this tag if the employee is to receive time off in lieu of overtime payments. |
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