General Retail Industry Award 2020 (MA000004)

This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Retail award packages. For further information about the general retail industry award, refer to General Retail Industry Award

Key Updates to Award

Last Updated: June 2023

Key_Updates

Installing and Configuring the Pre-Built Award Package

For details on how to install and configure this Pre-built Award Template, please review the detailed help article here.

While every effort is made to provide a high-quality service, YourPayroll does not accept responsibility for, guarantee or warrant the accuracy, completeness or up-to-date nature of the service. Before relying on the information, users should carefully evaluate its accuracy, currency, completeness and relevance for their purposes, and should obtain any appropriate professional advice relevant to their particular circumstances.

General Retail Industry Award - Age 20 First 6 Month Employment Agreements

When an employee is first employed, if aged 20, they are paid a varied rate than an employee who is 20 after the first 6 months of employment.

As our system can be either, age or anniversary date (not both), new employment agreements have been added for these employees to be placed on.

Once the employee has completed the first 6 months of employment they will need to have their employment agreement updated as this will not be an automatic update.

Work Types

10hr break between shifts

Choose this work type when, by agreement between an employer and an employee, the break between shifts was between 10 and 12 hours (rather than the usual minimum of 12 hours). Refer section 31.2 of the General Retail Industry Award.

11hr shift (approved by employee)

Once per week, an employee may agree to be rostered to work for 11 hours as part of their ordinary hours. This work type should be selected on that day. Refer section 27.3 of the General Retail Industry Award.

Casual 1.5 minimum engagement

Choose this for casual employees that can be engaged for a minimum of 1.5 hours rather than a minimum engagement of 3 hours based on the criteria referred to in section 13.4 of the General Retail Industry Award.

Cold Work (above 0 degrees)

Employees principally employed on a particular shift to enter cold chambers and/or to stock and refill refrigerated storages should choose this work type. Refer section 20.8(a) of the General Retail Industry Award.

Cold Work (below 0 degrees)

Choose this work type if the employee was required to in a cold chamber where the temperature is below 0 degrees. Refer section 20.8(b) of the General Retail Industry Award.

First Aid Officer

Choose this work type if the employee with appropriate first aid qualification was appointed to perform first aid duty for the shift. Refer section 20.9 of the General Retail Industry Award.

Kilometre Allowance

Where an employer requests an employee to use their own motor vehicle in the performance of their duties, this work type should be used. The kilometres traveled should be entered into the ‘units’ field. Refer section 20.6 of the General Retail Industry Award.

No meal break

Normally, meal breaks are automatically added for shifts over 5h30m. Use this work type to indicate that no meal break was taken during the shift.

OT Meal allowance

An employee that was required to work more than 1 hour of overtime with less than 24 hours’ notice and not provided with a meal should add 1 unit of this allowance to their shift. Refer section 20.1(a) of the General Retail Industry Award.

OT meal allowance (>4 OT hrs worked)

An employee that was required to work more than 4 hour of overtime with less than 24 hours’ notice and not provided with a meal should add 1 unit of this allowance to their shift. This is in addition to adding 1 unit of ‘OT meal allowance’. Refer section 20.1(a) of the General Retail Industry Award.

Public Holiday not worked

Choose this work type where employees are not required to work on a gazetted public holiday.

Recalled to work

This work type should be selected when an employee has been recalled to work for any reason before or after completing their normal roster or on a day which they did not work. Refer section 20.10 of the General Retail Industry award.

Travelling time

When an employee is required to work at a place away from their usual place of employment, this work type should be selected to enter the time spent travelling. Refer section 20.4 of the General Retail Industry Award.

Annual Leave

Choose this work type when annual leave was taken

Carer’s leave

Choose this work type when carer’s leave was taken

Compassionate Leave

Choose this work type when compassionate leave was taken

Long Service Leave

Choose this work type when long service leave was taken

Sick leave

Choose this work type when sick leave was taken

Time in Lieu taken

Choose this work type when time in lieu was taken

Time off in Lieu of Overtime

Choose this work type if the employee elects to accrue time in lieu rather than be paid for any overtime for this shift.

Unpaid Leave

Choose this work type when unpaid leave was taken

Tags

The following tags are available for application to employees under the General Retail Industry Award.

7 day shiftworker

Assign this tag if the employee is employed as a shift worker who is regularly rostered to work on Sundays and public holidays. As per the national employment standards, a 7 day shiftworker is entitled to an extra 1 week of annual leave per year. Refer section 30 of the General Retail Industry Award for the definition of a shift worker.

First Aid Officer

Assign this tag if the employee has an appropriate first aid qualification and will be the designated ongoing first aid officer during every shift they are rostered to work.

TIL of OT

Assign this tag if the employee elects to always accrue time in lieu rather than be paid overtime.

 

Key Updates

September 2024

11th

In reference to clause 10.5 of the award, the guaranteed hours mentioned refers to the ordinary hours required to be agreed in writing (which includes through an exchange of emails, text messages or by other electronic means). The clause itself does not state that part-time employees are required to be paid the minimum of these guaranteed hours.

As such, we have removed the "Top Up of Standard Hours - Part Time" rule from the following rule sets to align with clause 10.5.

• General Retail Permanent Non-Shift Workers
• General Permanent Shiftworkers
• Extended Hours Retail Permanent Non-Shift Workers
• Retail (Newagencies) Permanent Non-Shift Workers
• Baking Production Permanent Workers

This would mean part time employees should be rostered according to their regular pattern and to their guaranteed hours. However, in instances where employees work shifts less than their guaranteed hours, there would be no rules to automatically ensure employees would receive a minimum payment of hours.

August 2024

8th

We have updated the "19.10 First Aid Allowance" rule across all rule sets to comply with clause 19.10, which stipulates that part-time and casual employees are entitled to a full weekly first aid allowance.

Additionally, we have marked the "First Aid Allowance (PT & CAS)" with an asterisk (*) and disabled it in all pay rate templates.

July 2024

22nd

We have updated the following pay rate templates to reflect the minimum rate in the pay guide:

Baking Trade Adult Apprentice Thereafter (post 1/1/14)

General Retail (extended hours) Trade Adult Apprentice Thereafter (post 1/1/14)

General Retail Trade Adult Apprentice Thereafter (post 1/1/14)

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 Casual pay condition rule sets have been updated to include a rule for Paid Family Domestic Violence Leave.

May 2024

13th

We have updated the award to reflect the penalty change in clause 16.6 Breaks between work periods particularly clause 16.6(b) as per Fair Work Commission’s Variation of modern award to remove ambiguity or uncertainty or correct error. You can find information on the Determination here.

These changes come into effect from the first full pay period on or after 14th May 2024. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 14th of May 2024.

6th

• We have updated the clause numbers in the rule set to align with the Fair Work award.
• We have updated the pay category "Casual Shiftworker - Base" (used in the Baking Production Casual Workers & General Casual Shiftworkers rule sets) to accrue leave. 

April 2024

15th

We've made the following changes across all rule sets:

Per clause 19.3, a new tag "Laundry Allowance" has been added to the Uniform Laundering Allowance rule. Assign this tag to an employee responsible for laundering any special clothing that is required to be worn by them.

Per clause 10.9 and 11.2, a new work type and shift condition "No minimum engagement" has been added to the Minimum Engagement rules for Part Time and Casual employees respectively. Employees need to use this work type on timesheets where the 3 hour minimum engagement does not apply.

We've also made the following change across all Permanent rule sets: 

Per clause 21.2, the Exceeding 152 hours, 114 hours, 76 hours and 38 hours rules have been updated to ensure that the overtime will apply correctly. 

November 2023

20th

1. Rules for ordinary hours worked, weekend worked, public holiday worked, recalled to work and travelling time has been updated with shift condition "time worked in a shift" in the Casual Non-Shift-Workers and Permanent Non-Shift-Workers rule set.
2. We have added a new rule Stop processing allowance to ensure the correct interpretation when work type "Kilometre Allowance" is used. The following rule sets have been updated:
   • Retail (Newagencies) Casual Non-Shift Workers
   • Extended Hrs Retail Casual Non-Shift Workers
   • Retail (Newagencies) Permanent Non-Shift Workers
3. A new rule 7th Day OT has been added to allow employees to receive overtime when working more than 6 consecutive days per clause 15.7(e). This rule needs to be used with work type "7th Day OT" where specific rostering conditions are met. This rule is only applicable to full time employees. (Note: System will count the number of shifts in a week instead of days.) The following rule sets have been updated:
   • General Permanent Shiftworkers
   • General Retail Permanent Non-Shift Workers
   • Extended Hrs Retail Permanent Non-Shift Workers
   • Baking Production Permanent Workers
   • Retail (Newagencies) Permanent Non-Shift Workers

August

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.

July 2023

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 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 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 July 2023.

June 2023

1st

We have updated the settings for the Casual - Travelling Time (Mon-Sat) pay category so Pay as You Go (PAYG) calculates ‌using these hours. 

 

May 2023

18th

We have updated the Retail (General - Extended Hours) Industry Award 2020 [MA000004]to include Pay Rate Templates for each level, these additional pay rate templates will display as follows: General Retail (extended hours). We undertook this work to correct a known issue when you install both the Extended Hours and Retail General Award.

22nd

The following Employment Agreement, per clause 16.6, when an employee receives penalty rates for working without minimum breaks, the penalty was not calculating on the casual loading. We have therefore updated the No Minimum Breaks pay categories for casuals. We also updated General Retail Casual L1 21yrs and over- no minimum breaks rates and Shiftworker Casual L1 21 yrs and over- no minimum breaks rates to reflect the correct pay rate.

April 2023

5th

The pay condition rule set Baking Production Permanent Workers, Extended Hrs Retail Permanent Non-Shift Workers, General Permanent Shiftworkers, General Retail Permanent Non-Shift Workers and  Retail (Newsagencies) Permanent Non-Shift Workers has been updated to reflect a new enhancement which will calculate the higher of annual leave loading or penalties based on the entire leave period, aligning with Fair Works calculation.

February 2023

9th

We have udpated the rulesets for General Permanent Shiftworkers & General Retail Permanent Non-Shift Workers  to make sure that the correct daily and Public Holiday overtime pay categories apply.

January 2023

 

December 2022

The rulesets General Retail Permanent Non-Shift Workers & General Retail Casual Non-Shift Workers has been updated to exclude Kilometre Allowance from the minimum break between shift rules.

November 2022
The ruleset Baking Production Permanent Workers has been updated to ensure that overtime is applied correctly when work is performed on a public holiday.

 

October 2022

All permanent rulesets (General Retail Permanent Non-Shift Workers, Retail (Newagencies) Permanent Non-Shift Workers, Baking Production Permanent Workers, Extended Hrs Retail Permanent Non-Shift Workers &General Permanent Shiftworkers) have been updated to ensure that overtime is applied correctly when a public holiday falls on the last work day of a period.

September 2022

The rulesets General Permanent Shiftworkers, Extended Hrs Retail Permanent Non-Shift Workers, Baking Production Permanent Workers, Retail (Newsagencies) Permanent Non-Shift Workers and General Retail Permanent Non-Shift Workers have been updated to ensure Uniform Laundering Allowance for Part Time employees is applied on partial leave days. 

August 2022

The Award has been updated to ensure when the Time in Lieu of Overtime work type is used that Time in Lieu is accruing as per the award.

July 2022

The Award has been updated to reflect the Fair Work Commission’s National Minimum Wage increase of detailed in the Annual Wage Review 2021-22 decision. This also includes updates to expense-related allowances. Information on the Determinations can be found here and here. These changes come into effect from the first full pay period on or after 1 July 2022. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 July 2022.

Unpaid Pandemic Leave has been disabled as this entitlement has now expired within this award. Additional information can be found on the Fairwork website.

January 2022

The Unpaid Pandemic Leave pay category has been updated and counts as service for entitlements under awards and the National Employment Standards.

If any staff have used this category previously, please adjust their Annual, Personal and Long Service Leave balances for any period of unpaid pandemic leave previously taken.

To identify affected employees and enter the leave accrual see: Calculating Missing Leave Accrual for Unpaid Pandemic Leave Taken

December 2021

All casual rule sets (General Retail Casual Non-Shift-Workers, Baking Production Casual Workers, Extended Hrs Retail Casual Non-Shift Workers, General Casual Shiftworkers and Retail (Newagencies) Casual Non-Shift Workers) have been updated to reflect the recent changes to casual minimum engagement in the award. Minimum engagement is now calculated on a daily basis rather than per each occasion the employee is rostered to attend work. More information can be found here.

November 2021

The Award has been updated in line with the ATO's requirements for STP Phase 2 reporting. The reporting of gross earnings are now being disaggregated into distinguishable categories. The Pay Category payment classifications have been updated in line with the ATO specification categories found here. For further information please see our STP support article.

August 2021

The Award has been updated to reflect the Fair Work Commission’s National Minimum Wage increase of 2.5% detailed in the Annual Wage Review 2020-21 decision. This also includes updates to expense-related allowances. Information on the Determinations can be found here and here. These changes come into effect from the first full pay period on or after 1 September 2021. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 September 2021.

The award name has been updated to "General Retail Industry Award 2020 (MA000004)" to reflect changes made as part of the Fair Work Decision 4 year review of modern awards.

Updates have been made to the Unpaid Pandemic Leave allowance Templates so that the balance is displayed in weeks instead of hours in line with the Fair Work Commission's guidelines.
Once the award update is installed, all employee’s Unpaid Pandemic leave balances will be displayed in weeks not hours. This will mean that an employee’s balance may now show as 76 weeks. In order to correct the balance please see How to Fix Unpaid Pandemic Leave Balance Data.

Updates have also been made to the Leave Category Family & Domestic Violence Leave, so that the balance is displayed in days instead of hours in line with the National Employment Standards.

Once the update is installed, all employee’s FDV leave balances will be displayed in days not hours. This will mean that an employee’s balance may now show as 38 days. In order to correct the balance please see How to Fix Family & Domestic Violence Leave Balance Data.

 

July 2021

This update is to ensure that any new installs of this award conducted since 1 July are now captured with the SG increase from 9.5% to 10% for all pay categories. If you have installed this award between 1 July 2021 to 8 July 2021 for the first time, please ensure you select "NO" to preserve custom pay categories. If you were using this award prior to 1 July 2021, then you do not need to select "NO." Further information can be found in Incorrect SG rate used in pay runs article here.

June 2021

The award update on May 26th 2021 caused an error and prevented leave from accruing correctly on the pay category named 'Permanent Ordinary Hours'. If the award update was installed between 26 May and 2 June, then please check any pay runs processed during this period to ensure leave was accrued for permanent employees. Please ensure the update on June 2nd 2021 has been installed as this update contains the amendment in the award

 

May 2021

The Award has been updated to ensure no leave is accrued during travelling time. 

1 May 2021

The Award has been updated to reflect changes made as part of the Fair Work Decision's 4 year review of modern awards. In this update junior pay rates for Levels 4 – 8 have been removed. Please note these changes come into effect from the first full pay period after 1 May 2021. You find the determination here.

March 2021

The Award has been updated to reflect changes made as part of the Fair Work Decision 4 year review of modern awards - Penalty Rates.

The changes affect penalty rates for casual non-shiftworker employees working on weekday evenings. Further information can be found at Fair Work.

Casual non-shiftworker Weekday Evening penalty rates have been updated with an increase to 50%.

The changes apply from the first full pay period on or after 1 March 2021.

February 2021

Rounding of $0.01 for some linked pay categories has been updated in line with the new pay rate changes effective as of 1 February 2021. If you have not updated the new pay rates yet, do not install this update until you have finalised your last pay run prior to the first full pay period commencing on or after 1 February 2021.

1 February 2021

The Award, as part of Group 3 Awards, has been updated to reflect the Fair Work Commission’s National Minimum Wage increase of 1.75% detailed in the Annual Wage Review 2019-20 decision. This also includes updates to expense-related allowances. Information on the Determinations can be found here and here. These changes come into effect from the first full pay period on or after 1 February 2021. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 February 2021.

December 2020

The pay conditions rule sets for Baking Production Permanent Workers and General Permanent Shiftworkers have been updated to ensure that the correct shiftworker overtime pay categories apply.

November 2020

The TIL of overtime rules under the pay condition rule set for Baking Production Permanent Workers has been amended to ensure time in lieu calculations are correct for hours exceeding 38 in a week.

The pay condition rule sets for General Retail Permanent Non-Shift Workers, Retail (Newagencies) Permanent Non-Shift Workers, Baking Production Permanent Workers, Extended Hrs Retail Permanent Non-Shift Workers, and General Permanent Shiftworkers have been updated in line with clause 21.2(e) to ensure that Public Holiday overtime is paid at 250% for permanent employees for all overtime worked on a Public Holiday.

October 2020

The pay conditions rule sets for Baking Production Permanent Workers, Baking Production Casual Workers, General Permanent Shiftworkers and General Casual Shiftworkers have been updated to ensure that all breaks are paid time under clause 26.

The Award has been updated to reflect changes made as part of the Fair Work Decision 4 year review of modern awards - Penalty Rates. The penalty rate changes apply according to clause 22.1(b) and Table 11 Penalty Rates; in the Award. 

The changes effect penalty rates for casual non-shiftworker employees working on weekday evenings. Further information can be found at Fair Work.

The casual non-shiftworker Weekday Evening pay category penalty rate has been updated with an increase to 45%. 

The changes apply from 1 October 2020.

A new rule for the Broken Hill Allowance, clause 19.13 has also been added to the rule set pay conditions for General Retail Casual Non-Shift-Workers, General Retail Permanent Non-Shift Workers, Retail (Newagencies) Casual Non-Shift Workers, Retail (Newagencies) Permanent Non-Shift Workers, Baking Production Permanent Workers, Baking Production Casual Workers, Extended Hrs Retail Casual Non-Shift Workers, Extended Hrs Retail Permanent Non-Shift Workers, General Permanent Shiftworkers and General Casual Shiftworkers. If an employee is to receive the Broken Hill Allowance then you will need to assign the tag Broken Hill Allowance to them.

September 2020

The Sunday penalty rate for permanent shiftworkers has been updated to reflect the changes made as part of the Fair Work Decision 4 year review of modern awards - Penalty Rates. The penalty rate changes apply according to clauses 29.4(e)(iv) in the Award. 

Update to the rule set pay conditions for General Retail Casual Non-Shift-Workers, General Retail Permanent Non-Shift Workers, Retail (Newagencies) Casual Non-Shift Workers, Retail (Newagencies) Permanent Non-Shift Workers, Baking Production Permanent Workers, Baking Production Casual Workers, Extended Hrs Retail Casual Non-Shift Workers, Extended Hrs Retail Permanent Non-Shift Workers, General Permanent Shiftworkers and General Casual Shiftworkers to ensure the First Aid Allowance is prorated based on hours worked for Casual and Part Time employees.

August 2020

The award has been updated 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 being calculated on working days not hours. Information on the decision can be found here. As such, we have removed the Personal/Carer's (10 days) Leave Allowance Templates and updated associated Employment Agreements. Please note, this update will not remove any of the above from a business where the award was already installed prior to 25 August 2020. However, any new award installs from 25 August 2020 will not display personal/carer's (10 days) leave details.

For further information on migrating from daily personal/carers leave accruals to hourly please refer here.

July 2020

The Award has been updated to reflect changes made as part of the Fair Work Decision 4 year review of modern awards - Penalty Rates. The penalty rate changes apply according to clauses 29.4(e)(iv) in the Award. 

The award pay rate templates have also been updated to reflect the Australian Taxation Office's decision to increase the cents per kilometre rate for work-related car expense deductions to 72 cents per kilometre. The new rate applies from the first paid date in the 2020-21 financial year.

June 2020

Update to the rule set pay conditions for General Retail Casual Non-Shift-Workers, General Retail Permanent Non-Shift Workers to ensure no automatic break is deducted when work type is 'No meal break'

April 2020

The award has been updated 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 (2) weeks unpaid pandemic leave. A new pay category (Unpaid Pandemic Leave Taken), leave category and work type (Unpaid Pandemic Leave) have been created. Also, the rule sets have been updated, where necessary, to include/exclude the work type and leave category to some pay conditions.  Further, the Leave Allowance Templates have been updated to ensure 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. The employee's pay rate and leave balance will need to be manually adjusted to half in each pay run for the period of leave.

1 March 2020

The Award has been updated to reflect changes made as part of the Fair Work Decision 4 year review of modern awards - Penalty Rates. The penalty rate changes apply according to clauses 29.4(b)(iii) and 29.4(d)(iii) in the Award. 

The changes affect penalty rates for casual non-shiftworker employees working on weekday evenings and Saturdays. Further information can be found at Fair Work.

Casual non-shiftworker Weekday Evening and Saturday pay category penalty rates have been updated with an increase to 40% and 50% respectively. 

The changes apply from the first full pay period on or after 1 March 2020.

February 2020

Due to recent changes to the interpretation of personal/carer's leave accrual under the National Employment Standards, updates have been made to the setup of the Award. Further information can be found here.

A new Leave Category called Personal/Carer's (10 days) Leave has been created. Also, new Leave Allowance Templates (LATs) have been created specific to 10 days accrual per year for each state and the LATs have been attached to the current Employment Agreements for selection options for an employee's LAT in their Employee Default Pay Run screen. Any rules impacted by Personal/Carer's Leave have also been updated with the new leave category. 

Instructions on converting the accruals to the 10 day method can be found here. 

December 2019

The minimum break between shift pay categories for ordinary hours and overtime for permanent employees has been updated to reflect advice given by the Fair Work Ombudsman that the rate of payment is double the base rate for working any day or time of the week.

The Fair Work Commission is currently reviewing the interpretation of clause 31.2 of the General Retail Industry Award for any changes on their interpretation of this clause. These rates are detailed in the pay guide and PACT on the Fair Work Ombudsman website. Once a decision is made, the Commission will issue a statement and we will make any necessary updates required. 

October 2019

Update to the rule set pay conditions for General Casual Shiftworkers to clause 30.4 Weekday we have reconfigured the rule to ensure that Ordinary hours with 155% loading is applied when a shiftworker works Monday to Friday this is for non baking production employees only.

September 2019

The Award has been updated to reflect changes made as part of the Fair Work Decision 4 year review of modern awards. The determination for the new clauses in the Award are specific to penalty rates. 

The changes affect penalty rates for casual non-shiftworker employees working on Saturdays and weekday evenings. Further information can be found at Fair Work.

Casual non-shiftworker Saturday and Weekday Evening pay category penalty rates have been updated with an increase of 5%. 

The changes apply from the first full pay period on or after 1 October 2019.

The minimum break between shift pay category penalty rates for Casuals have also been updated to reflect advice given by the Fair Work Ombudsman that the rate is double the base rate plus the casual loading rate for working any day or time of the week.

Update to the rule set pay conditions for General Retail Casual Non-Shift-Workers, General Retail Permanent Non-Shift Workers, Retail (Newagencies) Casual Non-Shift Workers, Retail (Newagencies) Permanent Non-Shift Workers, Baking Production Permanent Workers, Baking Production Casual Workers, Extended Hrs Retail Casual Non-Shift Workers, Extended Hrs Retail Permanent Non-Shift Workers, General Permanent Shiftworkers and General Casual Shiftworkers to ensure two meal breaks are recorded under clause 31.1(a) of the Award.

July 2019

Update to the rule set pay conditions for General Retail Casual Non-Shift-Workers, General Retail Permanent Non-Shift Workers, Retail (Newagencies) Casual Non-Shift Workers, Retail (Newagencies) Permanent Non-Shift Workers, Baking Production Permanent Workers, Baking Production Casual Workers, Extended Hrs Retail Casual Non-Shift Workers, Extended Hrs Retail Permanent Non-Shift Workers, General Permanent Shiftworkers and General Casual Shiftworkers to ensure no overtime will be paid when leave is taken.

Rounding update for Casual Pay Rate Templates.

30 June 2019

The Award has been updated to reflect the Fair Work Commission’s National Minimum Wage increase of 3% from its Annual Wage Review 2018-19 decision. This also includes updates to expense-related allowances. Information on the Determinations can be found here and here.

These changes come into effect from the first full pay period on or after 1 July 2019. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 July 2019.

May 2019

Update to the rule set pay conditions for General Retail Casual Non-Shift-Workers, General Retail Permanent Non-Shift Workers, Retail (Newagencies) Casual Non-Shift Workers, Retail (Newagencies) Permanent Non-Shift Workers, Baking Production Permanent Workers, Baking Production Casual Workers, Extended Hrs Retail Casual Non-Shift Workers, Extended Hrs Retail Permanent Non-Shift Workers, General Permanent Shiftworkers and General Casual Shiftworkers to ensure no overtime will be paid when leave is taken however includes them in the period total when overtime is payable.

The Top Up rule pay condition for Part-Time employees have been updated to ensure that the top up of hours worked by the employee to their agreed standard hours as per clause 12.2 of the Award, includes any leave taken within the shift period. 

April 2019

New Permanent rule pay condition has been created for Public Holidays not worked. Where an employee does not actually work, no overtime will be paid.

Employment Agreements for Trade Apprentices under the General Retail Industry Award were inadvertently removed from the installed Award. This has now been rectified and these Employment Agreements are now available for use.  

December 2018

The setup of the Payroll Tax Exempt field in Payroll Settings>Pay Categories was replicating the PAYG Exempt field rather than creating a unique identity; when installed into the business settings. An audit has been carried out across the system and the issue has now been resolved with this update.

November 2018

New casual rule pay conditions have been created for minimum break between shifts as stipulated in clause 31.2(a) & 30.3(c) of the Award, to allow for all scenarios of days and times a casual worker may require their rate to be paid at double the rate they would be entitled to.

1 November 2018

The award has been updated to reflect changes made as part of the Fair Work Decision 4 year review of modern awards. The determination for the new clauses in the award are specific to penalty rates and can be found here.

The changes affect penalty rates for casual employees working on Saturdays and weekday evenings, and permanent and casual shiftworkers on Sundays. Further information can be found at Fair Work.

Casual non-shiftworker Saturday pay category penalty rates have been updated and a new pay category Casual - Weekday Evening has been created. Permanent and casual shiftworker Sunday penalty rates have also been updated to reflect these changes. Further, a new rule 29.4(b) Evening Work for casual non-shiftworkers has also been created to reflect the rate changes of casual evening work after 6pm. 

The changes apply from the first full pay period on or after 1 November 2018. 

October 2018

Update to rule 29.2(b) Apply Overtime - Over Advanced Standard Hours - Part Time and 29.2(b) Apply Overtime - Over Standard Hours - Part Time of the Permanent Rule set. This rule now excludes annual and personal/carer's leave work types from the shift period in line with clause 32.1 and 33.1 of the Award which specifies that both annual leave and personal/carer's leave are provided for in the NES and excludes overtime from any of these leave calculations.

August 2018

Allowance rate update for Kilometre Allowance - Car (above and below ATO limit). Further information can be found at ATO.

Casual minimum break between shifts rule pay condition has been updated to reflect the rate of casual rate x 2 plus casual loading, as specified in clause 31.2 - Breaks between work periods.

31 July 2018

The award has been updated to reflect changes made as part of the Fair Work Decision 4 year review of modern awards. The determination for the new clause in the modern award allowing employees to take unpaid leave to deal with family and domestic violence can be found here. Family and Domestic Violence leave applies from the first full pay period on or after 1 August 2018. Further information can be found at Fair Work.

Employees, including part-time and casual employees are entitled to 5 days unpaid family and domestic violence leave each year of their employment. The 5 day entitlement renews each 12 months of employment but does not accumulate if the leave is not used.

A new leave category has been created - “Family and Domestic Violence Leave” and a new Work Type - “Family and Domestic Violence Leave taken”.  The Leave Allowance Templates and any impacted rule conditions have also been updated.

July 2018

Changes made to the following rules:

• Pay condition rule set update for clause 20.4 travelling time.
• Pay category for Casual Shiftworker updated for clause 30.4 Ordinary Hours.
• Pay condition rule set update to clause 28.1(d) for exceeding overtime; does not include current overtime clearing for non-shiftworkers.

28 June 2018

The Award has been updated to reflect the Fair Work Commission’s national minimum wage increase of 3.5% from its Annual Wage Review 2017-18 decision. This also includes updates to expense-related allowances.

These changes come into effect from the first full pay period on or after 1 July 2018. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 July 2018.

Additionally, the following changes have been made as part of this update:

1. New laundry allowance pay categories and rule conditions were created to reflect the ATO threshold maximum limits for claiming of laundry (not dry cleaning) for deductible clothing under the Award. Further information can be found in the “Cleaning of Work Clothing” section of this ATO article.
2. The Sunday penalty for permanent non-shiftworkers has reduced from 95% to 80%.
3. The Sunday penalty for casual non-shiftworkers has reduced from 95% to 85% (inclusive of casual loading).
4. The Payment Classification settings for Allowance based pay categories have been updated as per STP requirements.

 

25 May 2018

We have created a new rule - 29.2(b) Apply Overtime - Over Advanced Standard Hours - Part Time. This rule reflects the following provisions of clause 12.2:

• the hours worked each day;
• which days of the week the employee will work;
• the actual starting and finishing times of each day.

Previously we could only assess the number of hours worked per week for overtime purposes using the existing 29.2(b) Apply Overtime - Over Standard Hours - Part Time rule. Now, however, we can assess the Advanced Standard Work Hours as set up within the employee's Pay Run Defaults screen.

For example, if an employee's Advanced Standard Work Hours were as follows:

The rule will assess hours as follows:

1. Any time worked on Wednesday, Thursday and Saturday will be deemed overtime;
2. Any time worked before the start times on Monday, Tuesday, Friday and Sunday will be deemed overtime; and
3. Any time worked after the end times on Monday, Tuesday, Friday and Sunday will be deemed overtime.

N.B:

(a) This rule only works where Advanced Standard Work Hours have been set up using start and finish times, NOT hours only;

(b) If no Advanced Standard Work Hours have been set up for a part time employee, then all hours will be deemed overtime.

 

27 April 2018

Updated pay rate templates - changed clothing allowance super rate (PT and Cas) to 0%

 

1 January 2018

The award has been updated to reflect changes made as part of the Fair Work Decision 4 year review of modern awards. Please note that these changes affect the following Managed Award templates:

• Retail (Baking) Industry Award 2010 [MA000004]
• Retail (General - Extended Hours) Industry Award 2010 [MA000004]
• Retail (General - Shiftworker) Industry Award 2010 [MA000004]
• Retail (General) Industry Award 2010 [MA000004]
• Retail (Newsagent) Industry Award 2010 [MA000004]

Casual employees

The changes are a replacement of Clause 29.2 - Overtime to include overtime paid for casuals. This now provides for casual staff to be paid overtime in excess of the following:

• For a maximum of 38 hours per week or, where the casual employee works in accordance with a roster, an average of 38 hours per week over the roster cycle (which may not exceed 4 weeks)
• 11 hours in one day for one day of the week and 9 hours for the remainder
• Exceeding the prescribed set of hours (with the exception of bakers and shiftworkers)

NB: We have applied the rule using 152 hours worked over a four week period to remain consistent with the rule set for permanent staff.

Implicitly, this also means overtime can be converted to TIL by using the 'TIL of OT' employee tag, and this has also been reflected in the rules.

These changes are reflected in the following rule sets:

• General Retail Casual Non-Shift-Workers
• Retail (Newagencies) Casual Non-Shift Workers
• Baking Production Casual Workers
• Extended Hrs Retail Casual Non-Shift Workers
• General Casual Shiftworkers

We've also automatically enabled the work types relating to meal allowances for casual staff. To be paid a meal allowance, the 'OT Meal allowance' or 'OT meal allowance (>4 OT hrs worked)' work types needs to be selected on a separate line of the timesheet and a unit of 1 recorded.

These changes have also meant a set of new pay categories for casual overtime and the pay rate templates for casual employees have been updated.

 

August 2017

An update is available which now allows us to consolidate the 20 year old pay rates (first 6 months and after 6 months) within the one Employment Agreement. This means that once the employment agreement for a level of the award is chosen, it will not need to be changed while the employee remains on that level. The rate of pay will automatically update as needed and when the employee turns 20 the correct rate of pay will be applied based on whether the employee has been employed for less than 6 months or more than 6 months.

After applying this award update it is important to follow these steps:

1. Review your employee list and identify employees who are currently assigned on any employment agreements containing the title "Age 20 First 6 Months";
2. Go to Employee > Pay Run Defaults and reassign them to the employment agreement relating to their classification level and employment type;
3. You can also delete all employment agreements containing the title "Age 20 First 6 Months" to remove them from your list. 

 

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