Children's Services Award 2010 (MA000120)

This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Children's Services award packages. For further information about the children's services award, refer to Children Services 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

8hr break between shifts

Choose this work type when, by agreement between an employer and an employee, the break between shifts was between 8 and 10 hours (rather than the usual minimum of 10 hours). Refer section 22.3(c) of the Children's Services Award.

10hr shift (approved by employee)

Choose this work type when, by agreement between an employer and a full time employee, the employee is rostered for up to 10 hours (rather than the usual 8 hours). Refer section 21.2 of the Children's Services Award.

Excess Fares Allowance

Choose this work type where an employee is directed to work away from their normal place of work on any day and free transport was not provided. Refer section 15.3 of the Children's Services Award

First Aid Allowance

Choose this work type if the employee classified below level 3 with appropriate first aid qualifications was required by the employer to administer first aid to children within the employee's care. Refer section 15.4 of the Children's Services Award

First Aid Allowance (out of school hours care)

Choose this work type if the employee classified below level 3 with appropriate first aid qualifications was required by the employer to administer first aid to children within the employee's care and the employee is employed in out-of-school hours care. Refer section 15.4 of the Children's Services 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.

Non Term-Time

Choose this work type for shifts during non-term time so that the term-time employee continues to accrue leave.

Overtime

Choose this work type for any work that is classified as overtime. Refer section 23.1 of the Children's Services Award for information about overtime entitlement.

Overtime meal allowance

An employee that was required to work more than 2 hour of overtime without being notified on the previous day or earlier and has not been supplied a meal by the employer should add 1 unit of this allowance. Refer section 15.5 of the Children's Services Award.

Public Holiday not worked

An employee should choose this work type where they are not required to work on a shift falling on a gazetted public holiday that the employee would have otherwise worked had it not been a public holiday.

Rostered Day Off PH (AL)

A full time employee should choose this work type if their rostered day off falls on a public holiday and they wish to accrue an additional day of annual leave. Refer section 27.3 (a)(iii) of the Children's Services Award.

Rostered Day Off PH (TIL)

A full time employee should choose this work type if their rostered day off falls on a public holiday and they wish to accrue time in lieu to be taken within 28 days. Refer section 27.3 (a)(ii) of the Children's Services Award.

Rostered Day Off PH

An employee should choose this work type if their rostered day off falls on a public holiday and they are to be paid an extra day's pay. Refer section 27.3 (a)(i) of the Children's Services Award.

Vehicle Allowance - Car

Where an employer requests an employee to use their own motor car in the performance of their duties, this work type should be used. The number of kilometres should be entered in the units field. Refer section 15.7 of the Children's Services Award.

Vehicle Allowance - Motorcycle

Where an employer requests an employee to use their own motor cycle in the performance of their duties, this work type should be used. The number of kilometres should be entered in the units field. Refer section 15.7 of the Children's Services Award.

Annual Leave

Choose this work type when annual 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

Personal/Carer's leave

Choose this work type when personal/carer's 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 Children's Services 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. Refer section 24.2 of the Children's Services Award for the definition of a shift worker.

First Aid Officer

Assign this tag if the employee is allocated as a first aid officer for all shifts worked.

First Aid Officer (out-of-school hours care)

Assign this tag if the employee is allocated as a first aid officer for all shifts worked and the employee is employed in out-of-school hours care

Permanent night shift worker

Assign this tag if the employee is rostered on a a non-rotating night shift. Refer section 23.3 (d)(iv) of the Children's Services Award.

Term-time employee

Assign this tag if the employee is a term-time employee. This means they will be paid for public holidays that are not worked at the ordinary rate of pay.

TIL of OT*

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

Uniform

Assign this tag if the employee is required to launder any special clothing or articles of clothing and the uniform requires ironing.

Uniform - no ironing

Assign this tag if the employee is required to launder any special clothing or articles of clothing and the uniform does not require ironing.

*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 but accrues leave. The payment classification has also been updated in line with the ATO specification categories.

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

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

11th 

We have updated the rate for Educational leader allowance. 

1st

We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase detailed in the Annual Wage Review 2022-23 decision and includes updates to expense-related allowances. You can find information on the Determinations here and here. These changes come into effect from the first full pay period on or after the 1st July 2023.

Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st of July 2023.We have also updated the Community Service Leave category to make sure it pays at base rate.

 

June 2023

2nd

We have updated the award to make sure that Qualifications Allowance as per clause 15.6 will apply correctly when you assign the Qualifications Allowance tag to an employee.

January 2023

 

December 2022

The award has been updated to reflect the changes to the Educational Leader Allowance which is to be paid per day as per clause 19.4 in the award. This can be paid through a Work Type or Tag. There is currently a system limitation when an employee is on leave for the first part of a shift, the allowance will not trigger, this will need to be manually applied in the pay run.

November 2022

The award has been updated to reflect the recent Fair Work Commission Determination to add Educational Leader Allowance effective from the first full pay period starting on or after 1 November 2022.

NewEducational Leader Allowancetag and work type have been added to the platform, further information can be found above under the Work Types & Tags section.

All rulesets (Children's Services Permanent (Non-shiftworkers), Children's Services Casual (Non-shiftworkers), Children's Services Permanent (Shiftworkers) & Children's Services Casual (Shiftworkers) ) have been updated to reflect this change.

 

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.

March 2022

All rulesets have been updated to ensure the two Vehicle Allowance pay categories (for both up to and above ATO limit) apply when the work type Vehicle Allowance - Car is used.

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.

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.

July 2021

The pay rate for Broken Shift Allowance has been updated as per the Fair Work pay guide from July 1 2021.

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.

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 pay condition rule sets for Children's Services Permanent (Non-shiftworkers), Children's Services Casual (Non-shiftworkers), Children's Services Permanent (Shiftworkers), and Children's Services Casual (Shiftworkers) has been updated in line with the Broken Shift Allowance clause 15.1, which will exclude leave shifts from being paid the allowance.

March 2021

The Work Type Time in Lieu of Overtime has been updated to ensure that any time allocated this this work type is excluded from payment of ordinary hours.

 

November 2020

The Pay condition rule sets for Permanent Shiftworker and Non-shiftworker have been amended to exclude leave taken from the part time minimum engagement of 2 hours. 

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 pay rates for Children’s Services Employees level 2.1 on commencement 19+ years have been updated

1 July 2020

The Award, as part of Group 1 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 July 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 July 2020.

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.

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.

October 2018

Permanent and Casual Shiftworker and Non-shiftworker CSE 19 yrs and 20+ yrs pay rate templates were updated to reflect correct pay rates from July 2018

September 2018

Rounding update of Trainee Wages for 3yr (year 12).

August 2018

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

Support Worker Casual loading pay rate rounding updated to reflect pay increase 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.

18 July 2018

Pay rate templates were updated 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.

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 Payment Summary Classification settings for Allowance based pay categories have been updated as per STP requirements.

 

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