This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Meat Industry Award 2010 [MA000059] package. For further information about the Meat Industry Award, refer to: Meat 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.
Given the use of shift conditions and work types used in this template, it is recommended that you review the list of work types. They will all be automatically applied to employees by default but if any are ever going to be relevant to your organisation then consider removing the 'auto enable' feature.
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 award covers employers throughout Australia of employees in the Meat Industry Award, including meat processing, manufacturing and retail establishments. For further details and any exclusions, please see clause 4 of the award.
Work Types
Work types are a description of the kind of shift you are working, and are selected when you record a timesheet. The following is a list of work types employees can select on their timesheet, and the meaning of each item.
| Work type name | Description |
| RDO taken | Select this work type when an RDO is taken . This will also be used when turning an approved leave request into a timesheet entry through employee self service. |
| Annual leave taken | Select this work type when an RDO is taken . This will also be used when turning an approved leave request into a timesheet entry through employee self service. |
| Compassionate leave taken | Select this work type when an RDO is taken . This will also be used when turning an approved leave request into a timesheet entry through employee self service. |
| Getting plant ready for processing work | Select this work type if you are beginning your shift and getting the plant ready for the shift |
| Hours worked | Select this work type for all hours worked, unless another work type is more specific |
| Leave without pay | Select this work type when leave without pay is taken . This will also be used when turning an approved leave request into a timesheet entry through employee self service. |
| Long service leave taken | Select this work type when long service leave is taken . This will also be used when turning an approved leave request into a timesheet entry through employee self service. |
| Make-up time | Select this work type when performing make-up time |
| Paid community service leave taken | Select this work type when paid community service leave is taken . This will also be used when turning an approved leave request into a timesheet entry through employee self service. |
| Personal / carer's leave taken | Select this work type when personal / carer's leave is taken . This will also be used when turning an approved leave request into a timesheet entry through employee self service. |
| Public holiday not worked | Select this work type if you're a permanent employee who has had a day or part of a day off because it is a public holiday |
| Shift changeover | Select this work type when you are regularly changing shift e.g. shift work to day work |
| TIL taken | Select this work type when an TIL is taken . This will also be used when turning an approved leave request into a timesheet entry through employee self service. |
| Work during a rest break | Select this work type when work needs to be performed during a rest break. Only record the part of the shift you should have been resting using this work type |
Shift Conditions
Shift Conditions are further detail you can add to a shift where perhaps more than one condition applies to your shift. Shift conditions are selected when you edit a timesheet record, or when clocking on using the ClockMeIn Time and Attendance app. The following is a list of Shift Conditions employees can select on their timesheet, and the meaning of each item.
| Shift condition name | Description |
| Cold work below 0°C but not below -16°C | Select this shift condition for a shift where temperature is between 0°C and -16°C |
| Cold work below -16°C but not below -18°C | Select this shift condition for a shift where temperature is between -16°C and -18°C |
| Cold work below -18°C but not below -21°C | Select this shift condition for a shift where temperature is between -18°C and -21°C |
| Cold work below -21°C | Select this shift condition for a shift where temperature is below -21°C |
| First aid officer | Select this shift condition if the employee is a first aid officer for this shift only |
| Supervising 10 or more employees | Select this shift condition when the employee is supervising 10 or more employees for the shift |
| Supervising 3-9 employees | Select this shift condition when the employee is supervising 3 to 9 employees for the shift |
| Working in load out area | Select this shift condition if the employee is working in a load out area. This might also be assigned to a separate location by default representing the load-out area |
Employee Tags
Employee Tags are specific conditions typically related to the employees agreement. These are often conditions negotiated and agreed between the employer and the employee, or unique characteristics of the employees role.
| Name | Description |
| 12 hour shift arrangement | Choose this employee tag when ordinary hours can be worked in a 12 hour shift as agreed between the employer and employee |
| Agreed Saturday is ordinary hours | Choose this employee tag when ordinary hours can be worked on a Saturday as agreed between the employer and employee |
| Agreed Sunday is ordinary hours | Choose this employee tag when ordinary hours can be worked on a Sunday as agreed between the employer and employee |
| Bookkeeper | Choose this tag when the employee is engaged as a bookkeeper |
| Cleaner | Choose this tag when the employee is engaged as a cleaner |
| Daily hire employee | Choose this tag if the employee is a daily hire employee |
| First aid officer | Choose this tag if the employee is always engaged to perform first aid duties |
| Fixed night shift | Choose this tag if the employee is permanently on night shift |
| Leading hand in charge of 3-10 employees | Choose this tag when the employee is permanently supervisiong 3-9 employees |
| Leading hand in charge of more than 10 employees | Choose this tag when the employee is permanently supervisiong 10 or more employees |
| Processing employees launder own clothes | Choose this tag when the employee works for a processing establishment and is required to launder their own clothes |
| Shiftworker | Choose this tag if the employee is principally employed as a shiftworker |
| TIL of OT | Choose this tag if the employee will swap overtime penalties for time in lieu |
| TIL of Public Holidays | Choose this tag if the employee will swap public holiday penalties for time in lieu |
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.
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.
5 April 2023
The pay condition rule sets Meat Retail Establishment, Meat Manufacturing Establishment and Meat Processing Establishment 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.
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 rulesets Meat Processing Establishment and Meat Manufacturing Establishment have been updated to ensure the correct Public Holiday pay categories for Christmas Day, Anzac Day and Good Friday are applied in accordance with clause 31.3 of the award.
September 2021
The pay condition rule set Meat Manufacturing Establishment has been updated to ensure that overtime is paid for hours outside the spread of hours on Saturday (6pm - 6am) and for all hours worked on Sunday as part of Clause 14.1(f) and 14.4.
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.
February 2021
Updates have been made to the rule set pay conditions for Meat Processing Establishment, Meat Manufacturing Establishment and Meat Retail Establishment to ensure a meal allowance is paid when an employee works more than 1.5 hours overtime in a day.
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 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.
May 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 Public Holiday penalty rates have been amended for casual employees and Saturday and Sunday penalty rates have been amended for casual meat processing employees.
The changes come into effect from the first full pay period on or after 4 May 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.
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
Update to the rule set pay conditions for Meat Processing Establishment, Meat Manufacturing Establishment and Meat Retail Establishment to ensure no Overtime will be paid when leave is taken.
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.
May 2018
Update to the rule set pay conditions for Meat Processing Establishment, Meat Manufacturing Establishment and Meat Retail Establishment to ensure no Overtime will be paid when leave is taken.
December 2018
Updates to overtime rates for daily hire and part-time daily hire employees in meat processing establishments have been amended according to the Fair Work changes issued. Employees working under these pay conditions will need to be assigned a tag Daily hire employee in order for the correct rates of pay to apply.
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.
September 2018
Update to rule sets in relation to the payment of annual leave for non-shiftworkers, based on Clause 37.5, where the base rate of pay plus loading should apply for all hours worked.
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:
- 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.
- The Payment Summary Classification settings for Allowance based pay categories have been updated as per STP requirements.
We have created a new rule - 13.6 Apply Overtime - Overtime Advanced Standard Hours - Part-Time. This rule reflects the following provisions of clause 13.6:
- the hours worked each day;
- which days of the week the employee will work;
- the actual starting and finishing times of each day.
Previously we could only assess the number of hours worked per week for overtime purposes. Now however, we can assess the Advanced Standard Work Hours as set up within the employee's Pay Run Defaults screen.
For example, if an employee's Advanced Standard Work Hours were as follows:
The rule will assess hours as follows:
- 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.
11 April 2018
- Correction for the Good Friday Rules - Changed from "first 4 hours" to "after 4 hours".
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