This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Fitness Industry award package. For further information about this industry award, refer to Fitness 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
Annual Leave
Choose this work type when annual leave is taken as per clause 27 of the Award
Community Service Leave
Choose this work type when community service leave is taken as per clause 29 of the Award
Compassionate Leave
Choose this work type when compassionate leave is taken as per clause 28 of the Award
First Aid
Choose this work type on each day that an employee is required by the employer to be on first aid duty. The employee will be paid a daily allowance in accordance with clause 18.5 of the Award
Leading Hand A
Choose this work type when an employee, classified as Level 4A or below, is in charge of 1 to 5 employees. The employee will be paid a weekly allowance in accordance with clause 18.1 of the Award
Leading Hand B
Choose this work type when an employee, classified as Level 4A or below, is in charge of 6 to 10 employees. The employee will be paid a weekly allowance in accordance with clause 18.1 of the Award
Leading Hand C
Choose this work type when an employee, classified as Level 4A or below, is in charge of more than 10 employees. The employee will be paid a weekly allowance in accordance with clause 18.1 of the Award
Long Service Leave
Choose this work type when long service leave is taken
Meal Allowance
Choose this work type when an employee is required to work more than 1.5 hours of overtime immediately after their ordinary hours of work and are not supplied a meal. Refer to clause 18.2 of the Award
Motor Vehicle Allowance
Use this work type to record the number of kilometres an employee has travelled using their own motor vehicle in the performance of their duties in accordance with clause 18.3 (a) of the Award
Motorcycle Allowance
Use this work type to record the number of kilometres an employee has travelled using their own motorcycle in the performance of their duties in accordance with clause 18.3 (b) of the Award
No Meal Break
Half hour unpaid meal breaks are automatically added for shifts over 5 hours. Use this work type to indicate that no meal break was taken during the shift so that a meal break is not deducted from hours worked. The employee will be paid at the rate of double time if they do not take a meal break in accordance with clause 25.1 of the Award
Personal/Carer's Leave
Choose this work type when personal or carer's leave is taken as per clause 28 of the Award
Public Holiday not Worked
Choose this work type where an employee is 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.
Sleepover
Choose this work type where an employee is required to sleep at the workplace for a continuous period of eight hours and be available to deal with any urgent situation which cannot be dealt with by another employee or be dealt with after the end of the sleepover period. The employee will be paid a sleepover allowance to compensate for the sleepover and for all necessary work of up to two hours duration in accordance with clause 18.8 (d) of the Award
TIL of Overtime*
Choose this work type if the employee elects to accrue time in lieu rather than be paid overtime penalties for a shift in accordance with clause 26.4 of the Award
Time in Lieu Taken
Choose this work type when time in lieu is taken
Unpaid Leave
Choose this work type when unpaid leave is taken
Work during Sleepover
Choose this work type where an employee is required to work in excess of 2 hours during the sleepover period. The employee will be paid at overtime rates in accordance with clause 18.8 (d) of the Award
Tags
Leading Hand A
Assign this tag to an employee, classified as Level 4A or below, who is permanently in charge of 1 to 5 employees. You will then not be required to use the associated work type.
Leading Hand B
Assign this tag to an employee, classified as Level 4A or below, who is permanently in charge of 6 to 10 employees. You will then not be required to use the associated work type.
Leading Hand C
Assign this tag to an employee, classified as Level 4A or below, who is permanently in charge of more than 10 employees. You will then not be required to use the associated work type.
First Aid
Assign this tag to an employee who is permanently required by the employer to be on first aid duty. You will then not be required to use the associated work type.
TIL of OT*
Assign this tag to an employee who has permanently elected to accrue time in lieu rather than be paid overtime penalties. You will then not be required to use the associated work type.
3hr minimum engagement
Assign this tag to a casual employee who is NOT classified as either a Level 2, 3, 3A, 4 or 4A instructor or trainer or as a student undertaking practical work involvement. Casual employees classified outside of those levels must be rostered or alternatively paid for a minimum 3 hour engagement.
*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
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.
April 2024
15th
We have deleted the Public Holiday Minimum Engagement rule from the Fitness Industry Award Casual rule set as clause 26.3 refers only to part time and full time employees.
February 2024
26th
We have updated the penalty loadings for Casual - Less than 10 hour break and Casual - Less than 10 hour break Overtime to align with the rates specified in the Fair Work pay guide.
December 2023
20th
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 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.
January 2023
31st
We have updated the award to reflect changes made as part of the Fair Work Decision regarding Paid Family and Domestic Violence Leave. Further information on what changes have been applied to the platform and what you should be aware of can be found within this article.
We have created the following new categories:
- New Leave Category: Paid Family and Domestic Violence Leave.
- New Pay Category: Paid Family and Domestic Violence Leave.
- New Work Type: Paid Family and Domestic Violence Leave taken.
We have updated the Leave Allowance Templates to disable the existing unpaid Family and Domestic Violence and we have enabled the new Paid Family and Domestic Violence Leave. We also updated any impacted rule conditions.
As part of Fair Work's ruling, an employee must be paid their full pay rate; this includes their base rate plus any incentive-based payments and bonuses, loadings, monetary allowances, overtime or penalty rates, and any other separately identifiable amount.
November 2022
Updates have been made the minimum break between shifts rule in pay condition rule sets Fitness Industry Award Permanent and Fitness Industry Award Casual. A new work type Break between shifts - less than 3 hours at commencement has been created to accommodate Clause 19.3(b), further information can be found under the Work Types section of this article.
July 2022
The Award has been updated to reflect the Fair Work Commission’s National Minimum Wage increase of detailed in the Annual Wage Review 2021-22 decision. This also includes updates to expense-related allowances. Information on the Determinations can be found here and here. These changes come into effect from the first full pay period on or after 1 July 2022. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 July 2022.
Unpaid Pandemic Leave has been disabled as this entitlement has now expired within this award. Additional information can be found on the Fairwork website.
January 2022
The Unpaid Pandemic Leave pay category has been updated and counts as service for entitlements under awards and the National Employment Standards.
If any staff have used this category previously, please adjust their Annual, Personal and Long Service Leave balances for any period of unpaid pandemic leave previously taken.
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.
September 2021
Updates have been made the minimum break between shifts ruling in pay condition rule sets Fitness Industry Award Permanent and Fitness Industry Award Casual.
August 2021
The award name "Fitness Industry Award 2020" has been updated to reflect changes made as part of the Fair Work Decision 4 year review of modern awards
Updates have been made to the Unpaid Pandemic Leave allowance Templates so that the balance is displayed in weeks instead of hours in line with the Fair Work Commission's guidelines.
Once the award update is installed, all employee’s Unpaid Pandemic leave balances will be displayed in weeks not hours. This will mean that an employee’s balance may now show as 76 weeks. In order to correct the balance please see How to Fix Unpaid Pandemic Leave Balance Data.
Updates have also been made to the Leave Category Family & Domestic Violence Leave, so that the balance is displayed in days instead of hours in line with the National Employment Standards.
Once the update is installed, all employee’s FDV leave balances will be displayed in days not hours. This will mean that an employee’s balance may now show as 38 days. In order to correct the balance please see How to Fix Family & Domestic Violence Leave Balance Data.
July 2021
This update is to ensure that any new installs of this award conducted since 1 July are now captured with the SG increase from 9.5% to 10% for all pay categories. If you have installed this award between 1 July 2021 to 8 July 2021 for the first time, please ensure you select "NO" to preserve custom pay categories. If you were using this award prior to 1 July 2021, then you do not need to select "NO." Further information can be found in Incorrect SG rate used in pay runs article here.
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.
March 2021
The pay rates for Broken Shift Allowance, Leading Hand Allowances, and First Aid Allowance have been updated in line with the release of the Fitness Industry Award pay guide dated 8 February 2021. These rates come into effect from the first full pay period on or after 1 February 2021.
1 February 2021
The Award, as part of Group 3 Awards, has been updated to reflect the Fair Work Commission’s National Minimum Wage increase of 1.75% detailed in the Annual Wage Review 2019-20 decision. This also includes updates to expense-related allowances. Information on the Determinations can be found here and here. These changes come into effect from the first full pay period on or after 1 February 2021. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 February 2021.
December 2020
The pay condition rule set Fitness Industry Award Permanent has been updated to ensure overtime penalties are calculated correctly on a Saturday
November 2020
The award name "Fitness Industry Award 2020" has been updated to reflect changes made as part of the Fair Work Decision 4 year review of modern awards
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.
October 2019
Updated the allowance rate for the excess fare from $1.90 to $1.94 as per the pay guide this rate update came into effect from the first full pay period on or after 1 July 2019.
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.
October 2018
The "no meal break" rule pay conditions in the Fitness Industry Award Casual has been updated to reflect the rate of casual rate x 2 plus casual loading, as specified in clause 25.1 Meal Break
August 2018
Allowance rate update for Kilometre Allowance - Car (above and below ATO limit). Further information can be found at ATO.
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:
- The Payment Summary Classification settings for Allowance based pay categories have been updated as per STP requirements.
- We have created a new rule - 12.6 Apply Overtime - Over Advanced Standard Hours - Part-Time. This rule reflects the following provisions of clause 12.2:
- the hours worked each day;
- which days of the week the employee will work;
- the actual starting and finishing times of each day.
Previously we could only assess the number of hours worked per week for overtime purposes using the existing PT Overtime 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:
- Any time worked on Wednesday, Thursday and Saturday will be deemed overtime;
- Any time worked before the start times on Monday, Tuesday, Friday and Sunday will be deemed overtime; and
- 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
- Fix any auto meal break rules so that they don't apply to leave requests
- Updated allowance pay categories configuration. e.g. changed payment summary classifications.
- Created Kilometre allowance pay categories - above and below ATO limits
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