Wine Industry Award 2020 (MA000090)

This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Wine Industry Award 2010 package. For further information about this award, refer to Wine Industry Award.

Key Updates to Award

Last Updated: July 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.

 

Work Types

12 Hours By Agreement

Select this work type if time worked in a shift extends to 12 hours by agreement between employer and employee.

Boilers and Flues

Select this work type if employee washes out and chips boilers and/or cleans flues for this shift

Cask Firing

Select this work type if employee engaged in the cask firing as a cooper for this shift

Cellar Door

Use this work type if the employee is working in the cellar door.

Confined Spaces

Select this work type if employee is working in a confined space as a cooper for this shift

Coopers Stream Leading Hand (3-10emp)

Select this work type for a leading hand in charge of coopers stream employees, except an employee engaged in the Grade 5 classification for 3-10 Employees for this shift

Coopers Stream Leading Hand (11-20emp)

Select this work type for a leading hand in charge of coopers stream employees, except an employee engaged in the Grade 5 classification for 11-20 Employees for this shift

Coopers Stream Leading Hand (20+emp)

Select this work type for a leading hand in charge of coopers stream employees, except an employee engaged in the Grade 5 classification for 20+ Employees for this shift

Dirty Work

Select this work type for an employee performing work as a cooper which is of an unusually dirty or offensive nature for this shift

First Aid

Select this work type for 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 for this shift

Leading Hand (10+emp)

Select this work type for a leading hand in charge of 10+ employees, except an employee engaged in the Grade 5 classification for this shift

Leading Hand (1-4emp)

Select this work type for a leading hand in charge of 1-4 employees, except an employee engaged in the Grade 5 classification for this shift

Leading Hand (5-10emp)

Select this work type for a leading hand in charge of 5-10 employees, except an employee engaged in the Grade 5 classification for this shift

Mobile Crane Operation

Select this work type for an employee engaged in operating a mobile crane for this shift

No Meal Break

Select this work type if no break has been taken

Overtime Meal Allowance

Select this work type for a shift that is in excess of 2 hours of overtime, unless employee was notified the day prior about the overtime or when the employer provides an adequate meal.

Pruning or harvesting work during unexpected wet weather

Select this work type if employee is engaged to perform pruning or harvesting work and a weather event not expected at the commencement of the casual employee’s work prevents the completion of four hours’ work

RDO on PH - Accrue AL

Select this work type when an employees RDO falls on a public holiday to accrue annual leave

RDO on PH - Pay Permanent Weekday

Select this work type when an employees RDO falls on a public holiday to pay a day at the ordinary time rate

Time Off In Lieu Of Overtime*

Select this work type for additional hours worked to accrue as Time in Lieu instead of paid as overtime

Wet Work

Select this work type for an employee who on any day works in a wet place for shift

Wine Vat

Select this work type for an employee engaged in burning and/or waxing closed wine vat for this shift

Tags

Boilers and Flues

Select this tag if employee washes out and chips boilers and/or cleans flues on a permanent basis

Cask Firing

Select this tag if employee engaged in the cask firing as a cooper on a permanent basis

Confined Spaces

Select this tag if employee is working in a confined space as a cooper on a permanent basis

Continuous Night Shift

Select this tag if employee remains on night shifts for longer than 4 consecutive weeks on a permanent basis

Coopers Stream L/H (11-20emp)

Select this tag for a leading hand in charge of coopers stream employees, except an employee engaged in the Grade 5 classification for 11-20 Employees on a permanent basis

Coopers Stream L/H (20+emp)

Select this tag for a leading hand in charge of coopers stream employees, except an employee engaged in the Grade 5 classification for 20+ Employees on a permanent basis

Coopers Stream L/H (3-10emp)

Select this tag for a leading hand in charge of coopers stream employees, except an employee engaged in the Grade 5 classification for 3-10 Employees on a permanent basis

Dirty Work

Select this tag for an employee performing work as a cooper which is of an unusually dirty or offensive nature on a permanent basis

First Aid

Select this tag for 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

Leading Hand (10+emp)

Select this tag for a leading hand in charge of 10+ employees, except an employee engaged in the Grade 5 classification on a permanent basis

Leading Hand (1-4emp)

Select this tag for a leading hand in charge of 1-4 employees, except an employee engaged in the Grade 5 classification on a permanent basis

Leading Hand (5-10emp)

Select this tag for a leading hand in charge of 5-10 employees, except an employee engaged in the Grade 5 classification on a permanent basis

Mobile Crane Operation

Select this tag for an employee engaged in operating a mobile crane on a permanent basis

TOIL of Overtime*

Select this tag for an employee who elects for any overtime to accrue as time in lieu on a permanent basis

Vintage period

Select this tag for each employee to represent a vintage period. The spread of hours overtime will adjust accordingly.

Wet Work

Select this tag for an employee who on any day works in a wet place on a permanent basis

Wine Vats

Select this tag for an employee engaged in burning and/or waxing closed wine vat on a permanent basis

 

*Time off instead of payment for overtime leave is accrued at the same rate as the number of overtime hours worked. EXAMPLE: an employee who worked two (2) overtime hours is entitled to two (2) hours’ time off. If time off for overtime is not taken and the time off is to be paid out, it must be paid at the overtime rate applicable to the overtime when worked. This also applies when an employee is terminated and the time off is to be paid out. In order to be paid out correctly, the overtime rate will need to be recorded manually at the same time as the time in lieu accrual is processed. It is suggested that you record the overtime details in the “notes” section of the leave accrual line in the pay run.

If you are required to pay out the time off for overtime either before termination or during termination, you can run a Pay Run Audit Report for the pay runs for the employee when Time in Lieu was accrued to determine the applicable rates (which will detail your notes) and run an Employee Payment History Report to determine if any of the time off for overtime has been taken. You can then determine the correct balance based on the number of hours by taking the equivalent to the overtime payment that would have been made EXAMPLE: an employee who worked two (2) overtime hour at what would have been the rate of time and a half, is then entitled to three (3) hours of time off leave to be accrued. In our above example (the first accrual line of the screen shot) you would take 0.5 hours x 1.5 = 0.75 hours. Therefore, you will need to adjust the time in lieu balance by adding a further 0.25 hours (0.75 hours – 0.5 hours = 0.25 hours). 

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

March 2024

1st

We have updated the Automatic Meal Break and No Meal Break rules in line with Clause 14. for Day Workers and Shift Workers rulesets. It is important to note that if employees work through meal break they will be paid a penalty until the meal break is given as per Clause 14.4, clocking in and out for a meal break is required if the penalty no longer applies.

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

12th

We have updated the award pay conditions to separate Boilers and Flues Allowance from Ordinary hours pay category in line with the Single Touch Payroll Phase 2 employer reporting guidelines.

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.

We have also updated the Community Service Leave category to ensure it pays at base rate.

April 2023

The award has been updated to ensure that the Public Holiday overtime penalty rate will apply correctly for both Permanent and Casual employees.

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. More information on this can be found in this article. Please ensure this update is installed immediately so that employee super rates are calculated correctly from 1 July 2022. 

May 2022

The pay condition rule sets for Permanent Day Workers, Permanent Shift Workers, Casual Day Workers, and Casual Shift Workers have been updated in regards to no meal break penalties, to ensure the employee is paid 150% rate penalty from the time the break was due until the meal break is given.

March 2022

The award has been updated and Sunday Overtime rules were created for "Casual Day Workers" and Saturday & Sunday Hours - Cellar Door rules were created for "Permanent Day Workers". In addition, Public Holiday overtime was created both for permanent and casual day workers.  

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.

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.

1 November 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 November 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 November 2021.

August 2021

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.

May 2021

The award pay rate templates have been updated to ensure that the legislated superannuation guarantee (SG) rate will increase automatically from 9.5% to 10% effective from 1 July 2021. Please ensure you install this update prior to 1 July 2021 for this change to take effect.

What does this mean? Any pay run with a date paid on or from 1 July 2021 will automatically calculate SG at 10% of OTE. Additionally, on the 1st of July, we will update references to 9.5% on all applicable screens. For more information, including any exclusions, check out this article from the ATO.

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.

January 2021

The work type Wine Vats has been updated to ensure that the allowance is paid on a per hour basis when selected.

November 2020

The award has been updated to reflect changes made as part of the Fair Work Decision 4 year review of modern awards. The pay condition rule sets for Permanent Day Workers, Permanent Shift Workers, Casual Day Workers and Casual Shift Workers have been updated to ensure the Boilers and Flues Allowance and the Working through Meal Break penalties are both aid at 150% of the hourly rate applying for the time worked.

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.

June 2020

The award pay rate templates have 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.

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. 

July 2019

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.

April 2019

The Pay Rate Templates for Casual employees were updated to the correct rates due to errors occurring in the pay rates during last update on 3 April 2019.  

The rule set for Permanent Day Workers, Permanent Shift Workers, Casual Day Workers and Casual Shift Workers; Apply Overtime rule has been updated to reflect the correct rates of pay when an employee works overtime on a Public Holiday. 

February 2019

The rule set for Permanent Day Workers, Permanent Shift Workers, Casual Day Workers and Casual Shift Workers; Public Holiday rule has been updated to reflect the correct rates of pay when an employee works ordinary hours and when employee works on a Public Holiday.  

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.

August 2018

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

First Aid Allowance rounding updated in line with pay rate increases effective 1 July 2018.

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.

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.

 

We have created a new rule - Exceeding Ordinary Hours - Part Time.  This rule reflects the following provisions of clause 12.4:

• 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.  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.

 

March 2018

1. Fix any auto meal break rules so that they don't apply to leave requests
2. Updated allowance pay categories configuration.  e.g. changed payment summary classifications.
3. Created Kilometre allowance pay categories - above and below ATO limits

 

16 February 2018

The award has been updated to allow for vintage periods ( clause 28.2(d)(i)) and working on cellar door (clause 28.2(c)), and reflecting the changed spread of hours for which overtime applies under both of these types of shifts. To allow these conditions to apply:

• For vintage periods, apply the new "vintage period" tag to each affected employee.
• For cellar door work, apply the new "cellar door" work type available to all staff by default.

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. The following is a summary of the changes to the award made:

• The minimum payment for casual employees doing pruning or harvesting work during unexpected wet weather has been reduced from 4 hours to 2 hours.

We have updated the "Casual Day Workers" and "Casual Shift Workers" rule sets to reflect this new change. We've also added a new work type available to all employees called 'Pruning or harvesting work during unexpected wet weather'. This has been added to the list below.