Graphic Arts, Printing and Publishing Award 2020 (MA000026)

This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Graphic Arts, Printing and Publishing Award 2010 [MA000026] package. For further information about this Award, refer to: Graphic Arts, Printing and Publishing Award

Key Updates to Award

Last Updated: January 2022

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.

Given the use of work types and tags used in this template, we strongly recommended you review the information below.

Rule Sets

The following rule sets have been created:

• Casual;
• Permanent;
• Casual Shiftworkers;
• Permanent Shiftworkers.

Work Types

Work types are a description of the kind of shift you are working, and are selected 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:

45 Minute Meal Break
An automatic meal break of 30 minutes has been applied and so the employee should use this work type if they have taken a 45 minute break. This will ensure 45 minutes are deducted as opposed to 30 minutes.

60 Minute Meal Break
An automatic meal break of 30 minutes has been applied and so the employee should use this work type if they have taken a 60 minute break. This will ensure 60 minutes are deducted as opposed to 30 minutes.

Alteration to fixed daily hours - emergency - less than 48 hours notice
If an employee’s daily hours have changed and less than 48 hours notice provided to the employee, select this work type in accordance with Clause 30.9(d).

Alteration to fixed daily hours - less than 1 weeks notice
If an employee’s daily hours have changed and less than one week’s notice provided to the employee, select this work type in accordance with Clause 30.9(a).

Annual Leave Taken
Select this work type when annual leave is taken. This will also be used when turning an approved leave request into a timesheet entry through employee self service.

Call Back
Select this work type when an employee is called back to perform work at a time when they would not ordinarily be at work and the employee has not been notified prior to last finishing work that they would be so called back. Refer to Clause 34.1.

Cancelled Call Back (not left residence)
Select this work type when the employee has received a call-back, and prior to commencing work have been informed they are not required and have not left their place of residence. Refer to Clause 34.4(b).

Compassionate Leave Taken
Select this work type when compassionate leave is taken. This will also be used when turning an approved leave request into a timesheet entry through employee self service.

Leave Without Pay Taken
Select this work type when leave without pay is taken. This will also be used when turning an approved leave request into a timesheet entry through employee self service.

Long Service Leave Taken
Select this work type when long service leave is taken. This will also be used when turning an approved leave request into a timesheet entry through employee self service.

Maximum hours 10-12 by agreement
Select this work type if the employee has agreed to work a maximum of up to 12 hours ordinary pay.

Meal Allowance
Select this work type for the employee to receive a meal allowance when overtime has been worked.

No Meal Break
Select this work type if no meal break has been taken.

Paid Community Service Leave Taken
Select this work type when paid community service leave is taken. This will also be used when turning an approved leave request into a timesheet entry through employee self service.

Personal/Carer's Leave Taken
Select this work type when personal or carer's leave is taken. This will also be used when turning an approved leave request into a timesheet entry through employee self service.

Public Holiday not Worked
Select this work type when entering a standard day of hours not worked on a public holiday for permanent employees.

RDO on Public Holiday Sat/Sun (Extra AL)
Select this work type if an employee’s RDO falls on a public holiday to receive an additional allowance of 1 day annual leave.

RDO on Sat/Sun (Ord Pay)
Select this work type if an employee’s RDO falls on a public holiday to receive an additional allowance of 1 days extra pay.

Sat or Sunday Ordinary by agreement
Select this work type if the employee has agreed to work ordinary hours on a weekend.

Spread of hours agreed (1hr)
Select this work type if the employee has agreed to work up to 1 hour outside of normal working hours at ordinary pay.

TIL of OT
Select this work type for a shift where the employee would like to swap any overtime for time in lieu. If this is to be a permanent arrangement, use the employee tag instead and do not use the work type.

Time In Lieu Taken
Select this work type when time in lieu is taken. This will also be used when turning an approved leave request into a timesheet entry through employee self service.

Working an RDO
Select this work type if the employee has agreed to work on a rostered day off.

Employee 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.

The following tags need to be assigned to employees according to their job classifications:

• Cleaners/heat apparatus;

• continuous shiftwork employees other than in a newspaper office;

• Day work employees;

• in a daily newspaper office;

• in a non-daily newspaper office;

• non rotating;

• non-continuous shiftworkers other than in a newspaper office.

Additional tags for pay conditions include:

7 Day Shiftworker
Assign this tag to an employee who is a shiftworker who is to receive an extra week of annual leave and is not working under an agreement to accrue 6.6 weeks of annual leave per year.

First Aid Allowance
Assign this tag to an employee who is the current holder of appropriate first aid qualifications, such as a certificate from the St John Ambulance or similar body and is appointed by the employer to perform first aid duty on a permanent basis.

Inserter working in a non-daily newspaper office
Assign this tag to an employee who working as an inserter in a non-daily newspaper office.

Manual inserting allowance
Assign this tag to employees in a newspaper office engaged in manual inserting work and classified as Level 2. Such employees will be paid a weekly allowance equal to 3% of the standard weekly rate in accordance with Clause 25.1(b).

Night work 5p-8a
Assign this tag to an employee in a non-daily newspaper office when employed on night work. In addition to the day work wage prescribed for the work performed, the employee will be paid an additional 17.5% of a Level 5 employee’s day work wage.

Publishing employee working in a non-daily newspaper office
Assign this tag to an employee who working in publishing in a non-daily newspaper office.

Visual display terminal allowance - newspaper offices
Assign this tag to an employee employed in a non-daily newspaper office or daily newspaper office who operates a visual display terminal. The employee will be paid a weekly allowance of 5% of the standard weekly rate. To qualify for this tag, the employee will be trained and/or have been engaged on a visual display terminal in production on a fully integrated online front end system for advertising and/or editorial input. Apprentices will only be paid the allowance from the commencement of the third year of apprenticeship where the apprentice is engaged in production. Refer to Clause 25.1(a).

Key Updates

 July 2024

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.

All pay condition rule sets have been updated to include a rule for Paid Family Domestic Violence Leave and ensure the "Visual display terminal allowance" is set to all-purpose as per clause 26.2(b) for Casuals. 

August 2023

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.

April 2023

5th

We have updated the Permanent and Permanent -Shiftworkers pay conditions rule set to reflect a new enhancement which will calculate the higher of annual leave loading or penalties based on the entire leave period, aligning with the Fair Work calculation.

January 2023

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.

 

June 2022

Super threshold override has been removed in the pay rate templates in preparation for the removal of the $450 monthly threshold that takes effect from 1 July 2022. Please ensure this update is installed immediately so that employee super rates are calculated correctly from 1 July 2022.

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.

December 2021

The pay condition rule set Casual has been updated to ensure day workers are paid overtime rates on Saturdays and Sundays if the work type "Sat or Sunday Ordinary by agreement" is not selected.

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.

July 1 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 July 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 July 2021.

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.

The pay condition rule sets for Permanent, Permanent - Shiftworkers, Casual, and Casual - Shiftworkers have been updated in line with clause 36 Public Holidays to include the penalty rate for all responsibilities and business scenarios and appropriate minimum engagements. A new tag has been created for inserters and publishing employees working in a non-daily newspaper office. These tags will need to be selected to ensure the correct penalty and minimum engagement hours are applied for these workers.

A new tag for 7 day shiftworkers have also been created for shiftworkers entitled to an extra week of annual leave and not working under clause 36.2 agreement. 

The manual inserting allowance rule has been updated to ensure it is an all-purpose allowance.

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 pay condition rule sets for Permanent, Permanent - Shiftworkers, Casual, and Casual - Shiftworkers have been updated in line with clause 36 Public Holidays to include the penalty rate for all responsibilities and business scenarios and appropriate minimum engagements. A new tag has been created for inserters and publishing employees working in a non-daily newspaper office. These tags will need to be selected to ensure the correct penalty and minimum engagement hours are applied for these workers.

A new tag for 7 day shiftworkers have also been created for shiftworkers entitled to an extra week of annual leave and not working under clause 36.2 agreement. 

The manual inserting allowance rule has been updated to ensure it is an all-purpose allowance.

June 2021

The pay condition rule sets for Permanent, Permanent - Shiftworkers, Casual, and Casual - Shiftworkers have been updated.

Clause 15 Meal Breaks; the automatic meal breaks for 30 minutes, 45 minutes and 60 minutes have been updated to allow for more than 1 break per shift and for breaks to occur after 5 hours of work. Automatic meal breaks will not be activated where there is an associated leave request for the shift or where a meal break is already recorded. 

Clause 13 Maximum Daily Hours and Period Work Cycle; these rules have been updated to ensure that only ordinary hours will be counted towards the maximum daily and period work cycle hours before overtime is applied. Maximum daily hours will also exclude any leave taken work types. 

Clause 26.3(a) Meal Allowance; when an employee is required to be paid a meal allowance as they satisfy the conditions under this clause, then use the work type meal allowance and assign the number of units/meals required to be paid.

May 2021

The pay condition rule set for Permanent - Shiftworkers and Permanent have been updated to ensure the correct rates are paid on a public holiday worked. Updates have also been made to ensure personal, long service and compassionate leave are paid at the employee's base rate of pay when on shiftwork.

 

December 2020

Pay rates for junior employees have been updated to reflect changes made to the award by the Fair Work Commission as of 11 December 2020 . To view the new pay guide please click here

1 November 2020

The Award, as part of Group 2 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 November 2020. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 November 2020.

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.

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.

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. 

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.

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.

1 August 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 days renews each 12 months of their 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

Update to Employment Agreement rule sets.

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. The Payment Summary Classification settings for Allowance based pay categories have been updated as per Single Touch Payroll (STP) requirements.
2. We have created a new rule - 12.3(c) Apply Overtime - Over Advanced Standard Hours - Part-Time. This rule reflects the following provisions of clause 12.3(c):
• 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 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.

13 June 2018

Rules have been included to cater for clause 33.8(a) of the Award, whereby if an employee works more than six consecutive days (or six consecutive shifts if a shiftwork employee) without a clear interval from work of 36 hours after the sixth day or shift, they must be paid double time for all work performed after the sixth day or shift until the employee has had such clear interval of 36 hours.