Amusement, Events and Recreation Award 2020 (MA000080)

This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Amusement, Events and Recreation Award 2010 [MA000080] package. For further information about the Amusement, Events and Recreation Award 2010, refer to: Amusement, Events and Recreation 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.

Coverage

This industry award covers employers throughout Australia in the amusement, events and recreation industry. This includes as an example

• leisure and recreation facilities and centres;

• sporting, exhibition, convention and amusement complexes;

• theme parks;

• heritage, tourism and cultural centres;

• museums and galleries;

• zoos, animal parks and aquariums;

• agricultural and horticultural shows;

• carnivals and amusement parks;

• ten pin bowling venues;

• go-kart racing venues; and

• amusement arcades, including video game and pinball parlours.

See Section 4 of the Award for more information and exclusions.

Work Types

The following is a list of work types employees can select on their timesheet, and the meaning of each item.

Annual leave taken

Choose this work type when annual leave is taken

Cancelled shift

Enter 1 unit where you came to work but the shift had been cancelled.

Compassionate leave taken

Choose this work type when compassionate leave is taken

Hours worked

Use this work type to represent ordinary hours, unless another work type is more specific.

Hours worked (with no meal break)

Use this work type to represent ordinary hours which does not include a meal break. The automatic meal break will not apply when this is chosen.

Kilometres travelled

Enter the number of units travelled for business purposes. 1 unit is equivalent to 1 kilometre.

Leave without pay

Choose this work type when leave without pay is taken

Long service leave taken

Choose this work type when long service leave is taken

On-call during meal break

Use this work type during a meal break where the staff member was required to be on call. This will be treated as a paid break.

Paid community service leave taken

Choose this work type when paid community service leave is taken

Personal/Carer's leave taken

Choose this work type when personal or carer’s leave is taken

Public holiday (day off)

For permanent employees only. Use this work type for a day, or part of a day, where you were not working due to being on a public holiday.

Time in lieu leave taken

Choose this work type when time in lieu leave is taken

First Aid Allowance

Choose this work type if the employee holds and appropriate first aid qualification and is required to perform first aid duties

Tags

The following tags are available for application to employees under the Professional Employees Award 2010.

First Aid

Choose this tag if the employee holds and appropriate first aid qualification and is required to perform first aid duties

In charge of golf links

Choose this tag if the employee is in charge of an establishment covered by this award which has an 18 hole golf course.

In charge of bowling greens

Choose this tag if the employee is in charge of an establishment covered by this award which has a bowling green.

In charge of tennis courts

Choose this tag if the employee is in charge of an establishment covered by this award which has a tennis court.

Laundry

Choose this tag if an employee is required to launder any garments that are part of a uniform

Provides own tools (carpenter)

Choose this tag if the employee is a carpenter and is required to provide their own tools

Provides own tools (other than carpenter)

Choose this tag if the employee is a tradesperson other than a carpenter and is required to provide their own tools

In charge of tractor plant

Choose this tag if the employee is in charge of tractor plant.

TIL*

Choose this tag if the employee and the employer have agreed to accrue leave instead of paying overtime.

TIL on public holiday

Choose this tag if the employee and the employer have agreed to accrue leave and play a base rate on a public holiday, rather than paying the penalty rate. This applies to exhibition employees only.

Agreed 12 hour work day

Choose this tag if the employee has agreed to work a standard 12 hour work day.

 

*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 in line with the ATO specification categories.

Furthermore, The Non-exhibition rule set has been updated to include a rule for Paid Family Domestic Violence Leave.

May 2024

6th

November 2023

20th

3rd

We have updated the Non-exhibition employees rule set where the minimum break between shifts would not trigger when work type "Kilometers travelled" is chosen. 

August 2023

9th

We have updated the Non-exhibition - Grade 8 Full time and Part time Employment Agreements to ensure that the correct pay rate template for 20 years and older would apply. 

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

5th

We have updated the Exhibition employees pay conditions rule set in line with the Single Touch Payroll Phase Two employer reporting guidelines to separately report all-purpose allowances against the relevant allowance classification.

Once you update the award, please make sure that you assign the newly created tags for employees to receive the all-purpose allowances accordingly. Below are the additional changes made to the award:

• Created new pay categories, tags, and rules for the following allowances as per clause 18.2(b):
  • Flexible loading
  • Supervisory loading
•  Updated the following Pay Rate Templates to split the all-purpose allowances from the base rates:
  • Permanent - Grade 2 - General hand
  • Permanent - Grade 4 - Exhibition technician
  • Permanent - Grade 5 - Supervisory exhibition technician
  • Adult Apprentice - Started after 1st Jan 2014- Exhibition employees
  • Apprentice - Started after 1st Jan 2014 - Completed year 12 - Exhibition employees
  • Apprentice - Started after 1st Jan 2014 - Did not complete year 12 - Exhibition employees
  • Apprentice - Started before 1st Jan 2014 - Exhibition employees
•  Created a new Overtime and Public Holiday exhibition pay categories to link under Permanent Ordinary Hours and updated the rules with the new pay categories. It will make sure that the all-purpose allowances calculate the correct penalty rates.

January 2023

November 2022
Pay Condition Rule Set Non-exhibition employees has been updated to exclude leave work types from 23.2 Minimum break between shifts (FT/PT) & (Cas) rules.

1 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.

 

November 2022
Pay Condition Rule Set Non-exhibition employees has been updated to exclude leave work types from 23.2 Minimum break between shifts (FT/PT) & (Cas) rules.

 

1 July 2022

The Award has been updated to reflect the Fair Work Commission’s National Minimum Wage increase of detailed in theAnnual Wage Review 2021-22 decision.This also includes updates to expense-related allowances. Information on the Determinations can be foundhereandhere. 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.

November 2021

A new rule, 15.2 Paid rest breaks - casual employees, has been added to the Non-exhibition employees' rule set to ensure that all breaks entered for casual employees are treated as paid breaks in line with clause 15.2 in the award.

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.

The award name has been updated to "Amusement, Events and Recreation Award 2020 (MA000080)" to reflect changes made as part of the Fair Work Decision 4 year review of modern awards.

July 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.

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.

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 award has been updated to reflect changes made as part of the Fair Work Decision. In this update the overtime rates for casuals have been amended as per the new pay guide published 23rd December.

September 2020

The pay rates for Exhibition employees for overtime and Sunday entitlements have been updated to reflect the changes made to the Fair Work Pay Guide on 4 September, effective from 18 June 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.

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.

June 2020

The Award has been updated to reflect changes made as part of the Fair Work Decision 4 year review of modern awards. The determination can be found here. In this update golf industry related updates have been applied including the creation of new pay rate templates and employment agreements for grade 10 non-exhibition permanent and casual employees.

The changes come into effect from the first full pay period on or after 1 June 2020. Further information can be found at Fair Work.

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.

March 2020

Refresh to Award to capture all previous updates. 

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.

Pay Condition Rule Sets Non-exhibition employees and Exhibition employees, clause 23.3(c) Minimum 4 hour engagement for Sundays and 23.3(c) Minimum 4 hour engagement for Public Holidays has been amended to ensure when shift spans midnight, minimum shift requirements are met.

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.

November 2018

Update to the Rule 15.6(b) Uniform allowance for Rule Set Pay Conditions for Non-exhibition employees to include Laundry Allowance - above ATO threshold.

November 2018

Update to the Rule 15.5 First aid allowance - Tag to also include 15.5 First aid allowance - Work Type for Rule Set Pay Conditions for Non-exhibition employees and Exhibition employees.

October 2018

Update to 10.3(e) Part-Time Minimum Engagement rule of the Rule Set Pay Conditions for Non-Exhibition Employees to exclude any Public Holiday. Rule 23.3(c) applies to the minimum engagement for working on a Public Holiday.

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.