This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Graphic Arts, Printing and Publishing Award 2020 [MA000026] package. For further information about this Award, refer to: Graphic Arts, Printing and Publishing Award
Key updates
Select the current financial year tab to see award updates for the 2022/23 financial year, while all previous updates before this time you can find in the historical financial years tab.
Current financial year
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 20231st
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.
Historical financial years
April 2023
5th
We have updated the Permanent and Permanent -Shiftworkers pay conditions rule set to reflect a new enhancement which will calculate the higher of annual leave loading or penalties based on the entire leave period, aligning with the Fair Work calculation.
January 202331st
We have updated the award to reflect changes made as part of the Fair Work Decision regarding Paid Family and Domestic Violence Leave. You can find further information on what changes we applied to the platform and what you should be aware of 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 2022We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase detailed in the Annual Wage Review 2021-22 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 1st July 2022. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 1st July 2022. We have also disabled Unpaid Pandemic Leave as this entitlement has now expired within this award. Additional information can be found on the Fairwork website.
June 2022We have removed the super threshold override in the pay rate templates in preparation for the removal of the $450 monthly threshold that takes effect from the 1st July 2022. Please make sure you install this update immediately so that the platform calculates the employee super rates correctly from the 1st July 2022.
January 2022
We have updated the Unpaid Pandemic Leave pay category and now 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.
December 2021
We have updated the Casual pay conditions rule sets to make sure day workers recieve paid overtime rates on Saturdays and Sundays if you do not select Saturday or Sunday Ordinary by agreement work type.
November 2021
We have updated the award in line with the Australian Tax Office (ATO) requirements for Single Touch Payroll (STP) Phase Two reporting. We are now disaggregating the reporting of gross earnings into distinguishable categories. We have also updated the pay category payment classifications in line with the ATO specification categories found here.
July 2021
We updated the award to reflect the Fair Work Commission’s National Minimum Wage increase of 2.5% detailed in the Annual Wage Review 2020-21 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 2021. 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 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 you install the update, all employees' FDV leave balances will display in days, not hours, and this will mean that an employee’s balance may now show as 38 days.
We have updated the Permanent, Permanent - Shiftworkers, Casual, and Casual - Shiftworkers pay conditions rule sets in line with clause 36 Public Holidays, to include the penalty rate for all responsibilities and business scenarios and appropriate minimum engagements. We have created a new tag for inserters and publishing employees working in a non-daily newspaper office. These tags will need selectin to make sure the correct penalty and minimum engagement hours apply for these workers.
We have also created a new tag for seven-day shiftworkers for shiftworkers entitled to an extra week of annual leave and not working under clause 36.2 agreement. The manual inserting allowance rule has been updated to make sure it is an all-purpose allowance. The update is to make sure that any new installs of this award conducted since the 1st July are now captured with the SG increase from 9.5% to 10% for all pay categories.
If you have installed this award between the 1st July 2021 to the 8th July 2021 for the first time, please make sure you select the No option when answering the Preserve Custom Pay Categories question. If you were using this award before the 1st July 2021, then you do not need to select the No option. We have also reinstated unpaid pandemic leave to apply from the 23rd July 2021 to the 31st December 2021.
June 2021We have updated the Permanent, Permanent - Shiftworkers, Casual, and Casual - Shiftworkers pay condition rule sets. We also updated clause 15 Meal Breaks; the automatic meal breaks for 30 minutes, 45 minutes and 60 minutes, to allow for more than one break per shift and for breaks to occur after five hours of work.
We will not activate automatic meal breaks where there is an associated leave request for the shift or where a meal break is already recorded. We have also updated Clause 13, Maximum Daily Hours and Period Work Cycle; to make sure that only ordinary hours will be counted towards the maximum daily and period work cycle hours before overtime is applied.
Maximum daily hours will also exclude any leave taken for work types. Clause 26.3(a) Meal Allowance; when an employee is required to be paid a meal allowance as they satisfy the conditions under this clause, then use the work type meal allowance and assign the number of units/meals required to be paid.
May 2021
We have updated the Permanent - Shiftworkers and Permanent pay conditions rule set to make sure the correct rates are paid on a public holiday worked. We have made updates to make sure personal, long service, and compassionate leave are paid at the employee's base rate of pay when on shift work.
December 2020
We have updated the pay rates for junior employees to reflect changes made to the award by the Fair Work Commission as of the 11th December 2020.
November 2020
We have updated the award, as part of Group Two Awards, to reflect the Fair Work Commission’s National Minimum Wage increase of 1.75% detailed in the Annual Wage Review 2019-20 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 November 2020. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st November 2020.
August 2020
We have updated the award 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 the associated Employment Agreements. Please note, this update will not remove any of the above from a business where you installed the award before the 25th August 2020. However, any new award installs from the 25th August 2020 will not display personal/carer's (10 days) leave details.
April 2020We have updated the award 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 of unpaid pandemic leave.
We have created a new Unpaid Pandemic Leave Taken pay category, leave category, and Unpaid Pandemic Leave work type. Also, we have updated the rule sets, where necessary, to include/exclude the work type and leave category to some pay conditions. Further, we updated the Leave Allowance Templates to make sure we enabled the new leave category and is now accessible for employees to take this leave when required.
Further, under the 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 2020We have made updates due to recent changes to the interpretation of personal/carer's leave accrual under the National Employment Standards, to the setup of the Award. We also created a new Leave Category called Personal/Carer's (10 days) Leave.
Also, we added a new Leave Allowance Templates (LATs) specific to 10 days accrual per year for each state, and we have attached the LATs to the current Employment Agreements for selecting an Employee's LAT option on the Employee Default Pay Run page. We also updated any rules impacted by Personal/Carer's Leave with the new leave category.
June 2019We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase of 3% from its Annual Wage Review 2018-19 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 2019. 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 2019.
December 2018
We found that the Payroll Tax Exempt field on the Payroll Settings Pay Categories page duplicated the PAYG Exempt field rather than creating a unique identity; when installed into the business settings. We carried out an audit across the platform and we have now resolved the issue with this update.
August 2018
We have updated the award to reflect changes made as part of the Fair Work Decision four-year review of modern awards. You can read information on the Determination here. Family and Domestic Violence leave applies from the first full pay period on or after 1st August 2018. Further information can be found at Fair Work Onbudsman website.
Employees, including part-time and casual employees, are entitled to 5 days of unpaid family and domestic violence leave each year of employment. The five days renew each 12 months of employment, but does not accumulate if you do not use the full leave balance.
We have created a new Family and Domestic Violence Leave leave category and a new Family and Domestic Violence Leave taken work type. We have also updated the Leave Allowance Templates and any impacted rule conditions.
July 2018
Update to Employment Agreement rule sets.
June 2018
We have updated the award to reflect the Fair Work Commission’s national minimum wage increase of 3.5% from its Annual Wage Review 2017-18 decision and also includes updates to expense-related allowances.
These changes come into effect from the first full pay period on or after 1st July 2018. 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 2018.
Additionally, we have updated the Payment Summary Classification settings for Allowance-based pay categories d as per Single Touch Payroll (STP) requirements. We have created a new rule - 12.3(c) Apply Overtime - Over Advanced Standard Hours - Part-Time. The rule reflects the following provisions of clause 12.3(c):
- Thee 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. The rule only works where Advanced Standard Work Hours have been set up using start and finish times, not hours only.
Installing the pre-built award package
To read details on how to install and configure this Pre-built Award Template, please review the detailed help article. While we try to provide a high-quality service, we do not guarantee, warrant, or accept responsibility for 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. Given using work types and tags used in this template, we strongly recommend you review the information below.
Rule Sets
The platform will create the following rule sets:
- Casual.
- Permanent.
- Casual Shift workers.
- Permanent Shiftworkers.
Work types
Work types are a description of the kind of shift you are working on 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:
45-Minute Meal BreakAn automatic meal break of 30 minutes has been applied and so the employee should use this work type if they have taken a 45 minute break and will make sure 45 minutes are deducted as opposed to 30 minutes.
60-Minute Meal Break
An automatic meal break of 30 minutes has been applied and so the employee should use this work type if they have taken a 60 minute break and will make sure 60 minutes are deducted as opposed to 30 minutes.
Alteration to Fixed Daily Hours - Emergency - Less Than 48 Hours Notice
If an employee’s daily hours have changed and less than 48 hours notice has been provided to the employee, select this work type in accordance with Clause 30.9(d).
Alteration to Fixed Daily Hours - Less Than 1 Weeks Notice
If an employee’s daily hours have changed and less than one week’s notice has been provided to the employee, select this work type in accordance with Clause 30.9(a).
Annual Leave Taken
Select this work type when annual leave is taken and will also be used when turning an approved leave request into a timesheet entry through employee self-service.
Call Back
Select this work type when an employee is called back to perform work at a time when they would not ordinarily be at work, and the employee has not been notified before last finishing work that they would be so called back. Refer to Clause 34.1.
Cancelled Call Back (Not Left Residence) Select this work type when the employee has received a call-back, and before beginning work has been informed they are not required and have not left their place of residence. Refer to Clause 34.4(b).
Compassionate Leave Taken
Select this work type when compassionate leave is taken and will also be used when turning an approved leave request into a timesheet entry through employee self-service.
Leave Without Pay Taken
Select this work type when leave without pay is taken and 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 and will also be used when turning an approved leave request into a timesheet entry through employee self-service.
Maximum Hours 10-12 by Agreement
Select this work type if the employee has agreed to work, a maximum of up to 12 hours of ordinary pay.
Meal Allowance
Select this work type for the employee to receive a meal allowance when overtime has been worked.
No Meal Break
Select this work type if no meal break has been taken.
Paid Community Service Leave Taken
Select this work type when paid community service leave is taken and 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 or careers' leave is taken and 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 when entering a standard day of hours not worked on a public holiday for permanent employees.
RDO on Public Holiday Sat/Sun (Extra AL)
Select this work type if an employee’s RDO falls on a public holiday to receive an additional allowance of 1 day annual leave.
RDO on Sat/Sun (Ordinary Pay)
Select this work type if an employee’s RDO falls on a public holiday to receive an additional allowance of 1 days extra pay.
Saturday or Sunday Ordinary by Agreement
Select this work type if the employee has agreed to work ordinary hours on a weekend.
Spread of Hours Agreed (1hr)
Select this work type if the employee has agreed to work up to 1 hour outside normal working hours at ordinary pay.
TIL of OT
Select this work type for a shift where the employee would like to swap any overtime for time in lieu. If this is to be a permanent arrangement, use the employee tag instead and do not use the work type.
Time In Lieu Taken
Select this work type when time in lieu is taken and will also be used when turning an approved leave request into a timesheet entry through employee self-service.
Working an RDO
Select this work type if the employee has agreed to work on a rostered day off.
Employee tags
Employee Tags are specific conditions typically related to the employee's agreement. These are often conditions negotiated and agreed between the employer and the employee, or unique characteristics of the employee's role. The following tags need assigning to employees according to their job classifications:
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Cleaners/heat apparatus.
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Continuous shiftwork employees other than in a newspaper office.
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Day work employees.
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In a daily newspaper office.
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In a non-daily newspaper office.
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Non-rotating.
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Non-continuous shift workers other than in a newspaper office.
Additional tags for pay conditions include:
7-Day ShiftworkerAssign this tag to an employee who is a shiftworker who is to receive an extra week of annual leave and is not working under an agreement to accrue 6.6 weeks of annual leave per year.
First Aid Allowance Assign this tag to an employee who is the current holder of appropriate first aid qualifications, such as a certificate from the St John Ambulance or similar body, and is appointed by the employer to perform first aid duty on a permanent basis.
Inserter Working in a Non-Daily Newspaper Office
Assign this tag to an employee working as an inserter in a non-daily newspaper office.
Manual Inserting Allowance
Assign this tag to employees in a newspaper office engaged in manual inserting work and classified as Level 2. Such employees will be paid a weekly allowance equal to 3% of the standard weekly rate in accordance with Clause 25.1(b).
Night work 5pm-8am
Assign this tag to an employee in a non-daily newspaper office when employed on night work. In addition to the day work wage prescribed for the work performed, the employee will be paid an additional 17.5% of a Level 5 employee’s day work wage.
Publishing Employee Working in a Non-Daily Newspaper Office
Assign this tag to an employee working in publishing in a non-daily newspaper office.
Visual Display Terminal Allowance - Newspaper Offices
Assign this tag to an employee employed in a non-daily newspaper office or daily newspaper office who operates a visual display terminal. The employee will be paid a weekly allowance of 5% of the standard weekly rate.
To qualify for this tag, the employee must be trained and/or have been engaged on a visual display terminal in production on a fully integrated online front end platform for advertising and/or editorial input. Apprentices will only be paid the allowance from the commencement of the third year of apprenticeship, where the apprentice is engaged in production. Refer to Clause 25.1(a).