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Joinery and Building Trades Award 2020 (MA000029)

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Amy Morrison
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This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Joinery and Building Trades award package. For further information about this industry award, refer to Joinery and Building Trades 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

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. 
 
Annual Leave
Choose this work type when annual leave is taken as per clause 32 of the Award.
 
Compassionate Leave
Choose this work type when annual leave is taken as per clause 33 of the Award.
 
Unpaid Leave
Choose this work type when unpaid leave is taken.
 
Long Service Leave
Choose this work type when long service leave is taken.
 
Personal/Carer's Leave
Choose this work type when personal or carer's leave is taken as per clause 33 of the Award.
 
Community Service Leave
Choose this work type when community service leave is taken as per clause 34 of the Award.
 
Vehicle Allowance
Where an employee, engaged in glass or glazing work, is required and authorised to use their own motor vehicle in the course of their duties, this work type should be used. The kilometres travelled should be entered into the 'units' field. 
 
Asbestos Allowance
Where an employee is required to use materials containing asbestos or is working in close proximity to an employee using such materials, this work type should be used. The employee will then be paid an allowance per hour worked in accordance with clause 24.3 (a) of the Award.
 
Bagging Allowance
Where an employee is engaged in bagging brick or concrete structures, this work type should be used. The employee will then be paid an allowance per hour worked in accordance with clause 24.3 (b) of the Award.
 
Cold Work Allowance
Where an employee is required to work for more than one hour in a place where the temperature is reduced by artificial means below zero degrees celsius, this work type should be used. The employee will then be paid an allowance per hour worked in such conditions in accordance with clause 24.3 (c) of the Award.
 
Money Collection (glass & glazing work) 
Where an employee, engaged in glass and glazing work, is authorised and collects monies on behalf of the employer as part of their duties, this work type should be used. The employee will then be paid a weekly allowance in accordance with clause 24.3 (u) of the Award.
 
Computing Quantities Allowance
Where an employee is regularly required to compute or estimate quantities of materials in respect to the work performed by other employees, this work type should be used. The employee will then be paid a daily allowance in accordance with clause 24.3 (d) of the Award.
 
Confined Space
Where an employee is required to work in a confined space, this work type should be used. The employee will then be paid an allowance per hour worked in such conditions in accordance with clause 24.3 (e) of the Award.
 
Dirty Work Allowance
Where an employee is required to work in unusually dirty work, this work type should be used. The employee will then be paid an allowance per hour worked in such conditions in accordance with clause 24.3 (f) of the Award.
 
First Aid
Where an employee, trained and qualified in first aid, is appointed by the employer to perform first aid duty, this work type should be used. The employee will then be paid a weekly allowance in accordance with clause 24.2 (a) of the Award.
 
Explosive Powered Tools Allowance
Where an employee is required to operate explosive powered tools, this work type should be used for each day such a tool is used. The employee will then be paid a daily allowance in accordance with clause 24.3 (g) of the Award.
 
Grindstone Allowance
Where an employee engaged as a carpenter and/or joiner has not been made available a grindstone or wheel by the employer,  this work type should be used. The employee will then be paid a weekly allowance in accordance with clause 24.3 (g) of the Award.
 
Insulation Allowance
Where an employee is required to handle charcoal, pumice, granulated cork, silicate of cotton, insulwool, slag wool or any other recognised insulating material of a like nature or is required to work in the immediate vicinity so as to be affected by the use of such substance, this work type should be used. The employee will then be paid an allowance per hour worked in accordance with clause 24.3 (l) of the Award.
 
Heavy Blocks Allowance (A)
Where an employee is handling, lifting and placing heavy blocks that weigh over 5.5kg and under 9kg, this work type should be used. The employee will then be paid an allowance per hour worked in accordance with clause 24.3 (i) of the Award.
 
Heavy Blocks Allowance (B)
Where an employee is handling, lifting and placing heavy blocks that weigh between 9kg and up to 18kg, this work type should be used. The employee will then be paid an allowance per hour worked in accordance with clause 24.3 (i) of the Award.
 
Heavy Blocks Allowance (C)
Where an employee is handling, lifting and placing heavy blocks that weigh over 18kg, this work type should be used. The employee will then be paid an allowance per hour worked in accordance with clause 24.3 (i) of the Award.
 
Hot Bitumen Allowance
Where an employee is handling hot bitumen or asphalt or dipping materials in creosote, this work type should be used. The employee will then be paid an allowance per hour worked in accordance with clause 24.3 (j) of the Award.
 
Hot Places Allowance (46 to 54 degrees)
Where an employee is required to work for more than one hour in the shade in places where the temperature is raised by artificial means to between 46 and 54 degrees celsius, this work type should be used. The employee will then be paid an allowance per hour worked in accordance with clause 24.3 (k) of the Award.
 
Hot Places Allowance (over 54 degrees)
Where an employee is required to work for more than one hour in the shade in places where the temperature is raised by artificial means to over 54 degrees celsius, this work type should be used. The employee will then be paid an allowance per hour worked in accordance with clause 24.3 (k) of the Award.
 
Living Away From Home Allowance
Where an employee is directed by the employer to proceed to a distant job and reasonable board and lodging is not provided as well as 3 adequate meals by the employer, this work type should be used per day where such occasion arises. The employee will then be paid a daily allowance in accordance with clause 24.5 (a)(ii) of the Award.
 
Overtime Meal Allowance
Where an employee is required to work overtime for at least 1.5 hours after working ordinary hours and is not provided a meal by the employer, this work type should be used in accordance with clause 24.2 (b) of the Award.
 
LAFHA - Meal Allowance
Where an employee is directed by the employer to proceed to a distant job the employee should receive a meal allowance for any meals incurred whilst travelling on either the forward or return journey. Select this work type to compensate so the employee is paid the allowance in accordance with clause 24.5 (a)(iii) of the Award.
 
LAFHA - Weekend Return
Where an employee is directed by the employer to proceed to a distant job and and the employee returns to their usual residence on the weekend, this work type should be used per occasion. The employee will be paid the appropriate allowance in accordance with clause 24.5 (a)(xii) of the Award.
 
LAFHA - Distant Job Return Journey
Where an employee is directed by the employer to proceed to a distant job and and the employee returns to their residence from the main public transport terminal should be paid this allowance to cover expenses in accordance with clause 24.5 (a)(iii) of the Award.
 
Roof Repairs Allowance
Where an employee is engaged to repair roofs, this work type should be used. The employee will then be paid an allowance per hour worked repairing roofs in accordance with clause 24.3 (o) of the Award.
 
Scaffolding Allowance
Where a trades qualified employee, holding a scaffolding or rigging certificate, is required to act on that certificate during the course of their duties, this work type should be used. The employee will then be paid an allowance per hour worked undertaking such duties in accordance with clause 24.3 (p) of the Award.
 
Second Hand Timber Allowance
Where an employee's tools are damaged by nails, dumps or other foreign matter on second hand timber, this work type should be used for each day such instance occurs. The employee will then be paid a daily allowance in accordance with clause 24.3 (q) of the Award.
 
Spray Application Allowance
Where an employee is engaged on all spray applications carried out in other than a properly constructed booth approved by the relevant authority, this work type should be used. The employee will then be paid an allowance per hour worked undertaking such work in accordance with clause 24.3 (r) of the Award.
 
Stonemasonry Tools & Equipment Allowance
Where an employee is required to use their own stonemasonry cutting tools, this work type should be used. The employee will then be paid an allowance per hour worked using such tools in accordance with clause 24.1 (d) of the Award.
 
Swing Scaffold Allowance
Where an employee is employed on any type of swing scaffold or any scaffold suspended by rope, cable, bosun's chair or on a suspended scaffold requiring the use of steel or iron hooks or angle irons at a height of six metres or more, this work type should be used. The employee will then be paid an allowance per hour worked on such scaffold in accordance with clause 24.3 (s) of the Award.
 
Wet Work Allowance (non stonemasonry work)
Where an employee is required to work in any place where water is continually dripping on the employee so that clothing and boots become wet or where there is water underfoot, this work type should be used. The employee will then be paid an allowance per hour worked in such conditions in accordance with clause 24.3 (m)(i) of the Award.
 
Wet Work Allowance (stonemasonry work)
Where an employee is engaged in stonemasonry work in a cemetery under unusually muddy or sloppy conditions, this work type should be used. The employee will then be paid an allowance per hour worked in such conditions in accordance with clause 24.3 (m)(ii) of the Award.
 
Toxic Substances (close proximity)
Where an employee is working in close proximity to an employee engaged to use toxic substances or materials of a like nature, this work type should be used. The employee will then be paid an allowance per hour worked in such conditions in accordance with clause 24.3 (t)(i) of the Award.
 
Using Toxic Substances
Where an employee is engaged to use toxic substances or materials of a like nature, this work type should be used. The employee will then be paid an allowance per hour worked in such conditions in accordance with clause 24.3 (t)(i) of the Award.
 
Tower Allowance - up to 30 metres
Where an employee is required to work on a chimney stack, spire radio, radio or television mast or tower, air shaft (other than above ground in a multistorey building), cooling tower, water tower or silo where the construction exceeds 15 metres and up to 30 metres in height, this work type should be used. The employee will then be paid an allowance per hour worked in such conditions in accordance with clause 24.3 (n) of the Award.
 
Tower Allowance - up to 45 metres
Where an employee is required to work on a chimney stack, spire radio, radio or television mast or tower, air shaft (other than above ground in a multistorey building), cooling tower, water tower or silo where the construction exceeds 30 metres and up to 45 metres in height, this work type should be used. The employee will then be paid an allowance per hour worked in such conditions in accordance with clause 24.3 (n) of the Award.
 
Tower Allowance - up to 60 metres
Where an employee is required to work on a chimney stack, spire radio, radio or television mast or tower, air shaft (other than above ground in a multistorey building), cooling tower, water tower or silo where the construction exceeds 45 metres and up to 60 metres in height, this work type should be used. The employee will then be paid an allowance per hour worked in such conditions in accordance with clause 24.3 (n) of the Award.
 
Tower Allowance - up to 75 metres
Where an employee is required to work on a chimney stack, spire radio, radio or television mast or tower, air shaft (other than above ground in a multistorey building), cooling tower, water tower or silo where the construction exceeds 60 metres and up to 75 metres in height, this work type should be used. The employee will then be paid an allowance per hour worked in such conditions in accordance with clause 24.3 (n) of the Award.
 
No Meal Break
Half hour unpaid meal breaks are automatically added for shifts over 6 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 double time if no meal break is taken.
 
Rostered Day Off Taken
Choose this work type when an employee, who has an RDO entitlement, takes a rostered day off in accordance with clause 28.2 of the Award.
 
Rostered Day Off Worked
Choose this work type when an employee, who has an RDO entitlement, works on their rostered day off. The employee will be paid in accordance with clause 28.2 (g) of the Award.
 

TAGS

 
Asbestos Allowance
Assign this tag to an employee if they are regularly engaged to use materials containing asbestos or is working in close proximity to an employee using such materials. You will then not be required to use the associated work type. 
 
Bagging Allowance
Assign this tag to an employee if they are regularly working in close proximity to is engaged in bagging brick or concrete structures.  You will then not be required to use the associated work type.
 
Close Proximity of Toxic Substances
Assign this tag to an employee if they are regularly working in close proximity to an employee engaged to use toxic substances or materials of a like nature. You will then not be required to use the associated work type.
 
Cold Work Allowance
Assign this tag to an employee if they are regularly working for more than one hour in a place where the temperature is reduced by artificial means below zero degrees celsius. You will then not be required to use the associated work type.
 
Confined Spaces
Assign this tag to an employee if they are regularly working in a confined space. You will then not be required to use the associated work type.
 
Dirty Work Allowance
Assign this tag to an employee if they are regularly working in unusually dirty work. You will then not be required to use the associated work type.
 
First Aider
Assign this tag to an employee who has been trained to render first aid and who is the current holder of appropriate first aid qualifications and is appointed in writing to perform first aid duty on a regular ongoing basis. You will then not be required to use the associated work type.
 
Heavy Blocks A
Assign this tag to an employee if they are regularly engaged in handling, lifting and placing heavy blocks that weigh over 5.5kg and under 9kg. You will then not be required to use the associated work type.
 
Heavy Blocks B
Assign this tag to an employee if they are regularly engaged in handling, lifting and placing heavy blocks that weigh between 9kg and up to 18 kg. You will then not be required to use the associated work type.
 
Heavy Blocks C
Assign this tag to an employee if they are regularly engaged in handling, lifting and placing heavy blocks that weigh over 18 kg. You will then not be required to use the associated work type.
 
Hot Bitumen Allowance
Assign this tag to an employee if they are regularly engaged in handling hot bitumen or asphalt or dipping materials in creosote. You will then not be required to use the associated work type.
 
Hot Places A
Assign this tag to an employee if they are regularly engaged to work for more than one hour in the shade in places where the temperature is raised by artificial means to between 46 and 54 degrees celsius. You will then not be required to use the associated work type.
 
Hot Places B
Assign this tag to an employee if they are regularly engaged to work for more than one hour in the shade in places where the temperature is raised by artificial means to over 54 degrees celsius. You will then not be required to use the associated work type.
 
Insulation Allowance
Assign this tag to an employee if they are regularly engaged to handle charcoal, pumice, granulated cork, silicate of cotton, insulwool, slag wool or any other recognised insulating material of a like nature or is required to work in the immediate vicinity so as to be affected by the use of such substance. You will then not be required to use the associated work type.
 
RDO Entitlement
Assign this tag to an employee whose ordinary hours will be 8 per day with 0.4 hour each day accruing as a paid rostered day off in accordance with clause 28.2 (a) of the Award.
 
Roof Repairs
Assign this tag to an employee if they are regularly engaged to repair roofs. You will then not be required to use the associated work type.
 
Spray Applicator
Assign this tag to an employee if they are regularly engaged on all spray applications carried out in other than a properly constructed booth approved by the relevant authority. You will then not be required to use the associated work type.
 
Stonemason Shiftworker
Assign this tag to an employee who undertakes stonemasonry duties on a shiftwork basis in accordance with clause 28.3 (c) of the Award.
 
Stonemason Tools & Equipment Allowance
Assign this tag to an employee if they are regularly required to use their own stonemasonry cutting tools. You will then not be required to use the associated work type.
 
Swing Scaffolder
Assign this tag to an employee if they are regularly employed on any type of swing scaffold or any scaffold suspended by rope, cable, bosun's chair or on a suspended scaffold requiring the use of steel or iron hooks or angle irons at a height of six metres or more. You will then not be required to use the associated work type.
 
Tower Allowance - 30 metres
Assign this tag to an employee if they are regularly required to work on a chimney stack, spire radio, radio or television mast or tower, air shaft (other than above ground in a multistorey building), cooling tower, water tower or silo where the construction exceeds 15 metres and up to 30 metres in height. You will then not be required to use the associated work type.
 
Tower Allowance - up to 45 metres
Assign this tag to an employee if they are regularly required to work on a chimney stack, spire radio, radio or television mast or tower, air shaft (other than above ground in a multistorey building), cooling tower, water tower or silo where the construction exceeds 30 metres and up to 45 metres in height. You will then not be required to use the associated work type.
 
Tower Allowance - up to 60 metres
Assign this tag to an employee if they are regularly required to work on a chimney stack, spire radio, radio or television mast or tower, air shaft (other than above ground in a multistorey building), cooling tower, water tower or silo where the construction exceeds 45 metres and up to 60 metres in height. You will then not be required to use the associated work type.
 
Tower Allowance - up to 75 metres
Assign this tag to an employee if they are regularly required to work on a chimney stack, spire radio, radio or television mast or tower, air shaft (other than above ground in a multistorey building), cooling tower, water tower or silo where the construction exceeds 60 metres and up to 75 metres in height. You will then not be required to use the associated work type.
 
Tradesperson Scaffolder
Assign this tag to a trades qualified employee, holding a scaffolding or rigging certificate, who is regularly required to act on that certificate during the course of their duties. You will then not be required to use the associated work type.
 
Using Toxic Substances
Assign this tag to an employee regularly engaged to use toxic substances or materials of a like nature. You will then not be required to use the associated work type.
 
Wet Work Allowance - Non Stonemasonry Work
Assign this tag to an employee regularly required to work in any place where water is continually dripping on the employee so that clothing and boots become wet or where there is water underfoot. You will then not be required to use the associated work type.
 
Wet Work Allowance - Stonemasonry Work
Assign this tag to an employee engaged in stonemasonry work in a cemetery who is regularly required to work under unusually muddy or sloppy conditions. You will then not be required to use the associated work type.
 
 

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. 

The Casual shiftwork pay condition rule set 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

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.

Please be advised that the annual wage increase will only reflect ‌the newly created pay rate templates and employment agreements as per the 5th of June. Please reassign your employees to the new pay rate templates and employment agreements, then assign the appropriate tags.

June 2023

5th

We have updated the Joinery and Building Trades Award in line with the Single Touch Payroll Phase 2 employer reporting guidelines to separately report all-purpose allowances against the relevant allowance classification. Below are the changes made to the award:

  • Created new pay categories, tags, and rules for the following allowances:

    • Tool Allowance as per clause 21.4(a)(i).

    • Industry Allowance as per clause 21.3(b).

    • Leading hand allowance as per clause 21.3(a)

When assigning tags, please make sure that you only assign the relevant tag(s) for the allowances to avoid multiple payments for the same category.

  • Added new Pay Rate Templates and Employment Agreements for each classification level, which splits the all-purpose allowances from the base rates.

  • Updated the rule for Stonemasonry tools and equipment allowance to make sure that it will apply as an all-purpose allowance as per clause 21.4(b).

  • Created new rules for Scaffolding allowance to make sure the Industry allowance will apply correctly when an employee has one of the following tags as per clauses 21.6 and 21.7:

    • Glaziers other than on factory glazing.

    • Joinery/shopfitting/stonemasonry or outside work.

April 2023

The pay condition rule sets Joinery & Building Trade Permanent Day Worker and Joinery & Building Trade Permanent Shift Worker have been updated to reflect a new enhancement which will calculate the higher of annual leave loading or penalties based on the entire leave period, aligning with Fair Works calculation.

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.

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.

August 2021

The award name has been updated to "Joinery and Building Trades Award 2020 (MA000029)" to reflect changes made as part of the Fair Work Decision 4 year review of modern awards.

Updates have also 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 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.

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June 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.

1 November 2020

The Award, as part of Group 2 Awards, has been updated to reflect the Fair Work Commission’s National Minimum Wage increase of 1.75% detailed in the Annual Wage Review 2019-20 decision. This also includes updates to expense-related allowances. Information on the Determinations can be found here and here.

These changes come into effect from the first full pay period on or after 1 November 2020. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 November 2020.

August 2020

The Scaffolding Allowance rates have been updated to reflect changes made in the pay guide

The award has also 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.

30 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.

Also the award has been updated to reflect changes made as part of the Fair Work Decision 4 year review of modern awards. New rules reflecting clause 30.9 time in lieu of overtime have been created, including a TIL of OT work type and tag.

March 2020

Due to recent changes to the interpretation of personal/carer's leave accrual under the National Employment Standards, updates have been made to the setup of the Award. Further information can be found here.

A new Leave Category called Personal/Carer's (10 days) Leave has been created. Also, new Leave Allowance Templates (LATs) have been created specific to 10 days accrual per year for each state and the LATs have been attached to the current Employment Agreements for selection options for an employee's LAT in their Employee Default Pay Run screen. Any rules impacted by Personal/Carer's Leave have also been updated with the new leave category. 

Instructions on converting the accruals to the 10 day method can be found here. 

30 June 2019

The Award has been updated to reflect the Fair Work Commission’s National Minimum Wage increase of 3% from its Annual Wage Review 2018-19 decision. This also includes updates to expense-related allowances. Information on the Determinations can be found here and here.

These changes come into effect from the first full pay period on or after 1 July 2019. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 July 2019.

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.

June 2018

The Award has been updated to reflect the Fair Work Commission’s national minimum wage increase of 3.5% from its Annual Wage Review 2017-18 decision. This also includes updates to expense-related allowances.

These changes come into effect from the first full pay period on or after 1 July 2018. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 July 2018.

Additionally, the following changes have been made as part of this update:

  1. The Payment Summary Classification settings for Allowance based pay categories have been updated as per Single Touch Payroll (STP) requirements.
  2. We have created a new rule - 11.8 Apply Overtime - Over Advanced Standard Hours - Part-Time. This rule reflects the following provisions of clause 11.8:
    • the hours worked each day;
    • which days of the week the employee will work;
    • the actual starting and finishing times of each day.

Previously we could only assess the number of hours worked per week for overtime purposes using the existing Apply Overtime - Over Standard Hours - Part Time rule. Now, however, we can assess the Advanced Standard Work Hours as set up within the employee's Pay Run Defaults screen.

For example, if an employee's Advanced Standard Work Hours were as follows:

The rule will assess hours as follows:

  1. Any time worked on Wednesday, Thursday and Saturday will be deemed overtime;
  2. Any time worked before the start times on Monday, Tuesday, Friday and Sunday will be deemed overtime; and
  3. Any time worked after the end times on Monday, Tuesday, Friday and Sunday will be deemed overtime.

N.B:

(a) This rule only works where Advanced Standard Work Hours have been set up using start and finish times, NOT hours only;

(b) If no Advanced Standard Work Hours have been set up for a part time employee, then all hours will be deemed overtime.

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
 
 
This Award provides for All Purpose Allowances that must be applied in addition to an employee's base rate of pay for the purposes of paying penalties and overtime. As such, we have separated the Awards into 2 categories: 

1. Joinery and Building Trades Award 2010 (incorporating All Purpose Industry Allowance and All Purpose Leading Hand Allowance or All Purpose Tool Allowance) 
This Award is suitable for employees who are assigned as Leading Hands OR for employees who are required to receive an all purpose tool allowance in accordance with clause 24.1 (c)(i) of the Award. 

The relevant classifications for Leading Hands are defined as follows:

Leading Hand A = employees in charge of 1 employee
Leading Hand B = employees in charge of 2 to 5 employees
Leading Hand C =  employees in charge of 6 to 10 employees
Leading Hand D = employees in charge of 11 or more employees

Additionally, Leading Hands must be paid at the minimum rate applicable to the highest classification of the employee/s they are supervising or their own minimum rate, whichever is higher.

2. Joinery and Building Trades Award 2010 (incorporating All Purpose Industry Allowance only)
This Award is suitable for employees who are NOT assigned as Leading Hands OR are NOT required to receive an all purpose tool allowance.

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