This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Registered and Licenced Clubs Award 2020 package. For further information about this award, refer to Registered and Licenced Clubs Award.
NOTE: These pay conditions do not cover casual horticultural and maintenance employees as the Fair Work Ombudsman is currently reviewing the coverage of such casuals under this Award.
Key Updates to Award
Last Updated: November 2023
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 was taken.
Compassionate Leave Choose this work type when compassionate leave was taken.
Unpaid Leave Choose this work type when unpaid leave was taken.
Long Service Leave Choose this work type when long service leave was taken.
TIL of Overtime
Use this work type when an employee elects to receive time off in lieu rather than be paid for any overtime they are entitled to for this shift in accordance with clause 28.5 of the Award.
Rostered Day off Worked
Choose this work type when an employee is required to work on their rostered day off. Such hours attract overtime penalties in accordance with clause 28.2(e) of the Award.
Vehicle Allowance
Use this work type to record the number of kilometres an employee has travelled using their own vehicle in the performance of their duties.
Meal Allowance
Use this work type when (a) an employee is required to work overtime for more than two hours without being notified earlier and have not been supplied with a meal or (b) where a manager is not provided a free meal whilst on duty. This does not apply to any managers receiving a salary in excess of 50% above the minimum annual salary rate for their appropriate classification.
Public Holiday not Worked
Use this work type where an employee does not work on a shift that falls on a gazetted public holiday.
No meal break
Use this work type where an employee working a shift of more than 5 hours does not take a meal break so that a half hour meal break is not deducted from their time.
Public Holiday not Worked - Accrue AL
Use this work type when a full time employee’s rostered day off falls on a public holiday and agreement has been made for additional leave accrual in accordance with clause 34.3(a) of the Award.
Personal/Carer's Leave
Choose this work type when sick leave or carer’s leave was taken.
Tags
7 day shiftworker
Assign this tag if the employee is employed as a seven day shift worker who is regularly rostered to work on Sundays and public holidays for the purpose of accruing an additional 1 week of annual leave.
Bingo Caller
Assign this tag if the casual employee is employed as a bingo caller for the purposes of calculating the minimum shift engagement.
Club Manager Uniform Allowance
Assign this tag if a club manager is required to wear a uniform that is not laundered by the employer.
First Aider
Assign this tag to an employee if they are first aid qualified and are appointed by the employer as a first aid attendant.
Horticultural Employee or Maintenance Employee
Assign the relevant tag to a permanent employee who is engaged under any Ground Maintenance classifications as per Schedule C.9 of the Award.
TIL of OT
Assign this tag if the employee elects to always accrue time in lieu rather than be paid overtime.
Tool Allowance
Assign this tag to an employee engaged as a cook where such cook is required to use their own tools in the performance of their duties.
Key Updates
November 2023
13th
RDO OT No Meal BreakTIL of OvertimeSeptember 2023
15th
laundry allowanceAugust 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 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.
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.
December 2022
We have updated the Registered & Licenced Clubs Permanent ruleset to include the following tags 4/8 - 1/6, 4/9.5, and 5/7.6 to align with clause 15.3 of the award. Thereby, making sure the average hours calculate correctly once the relevant tag is assigned to an employee. To read further information on this, refer to the Tags section of this article.
1 Oct 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 Oct 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 Oct 2022.
July 2022
The rates have been updated for Vehicle Allowance (above and within ATO limit). Further information can be found here.
April 2022
The rulesets Registered & Licensed Clubs Casual and Registered & Licensed Clubs Permanent have been updated to ensure that when an employee works higher duties for more than 2 hours that the higher classification applies to all shifts on the same day.
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.
To identify affected employees and enter the leave accrual see: Calculating Missing Leave Accrual for Unpaid Pandemic Leave 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.
August 2021
Updates have been made to the Unpaid Pandemic Leave allowance Templates so that the balance is displayed in weeks instead of hours in line with the Fair Work Commission's guidelines.
Once the award update is installed, all employee’s Unpaid Pandemic leave balances will be displayed in weeks not hours. This will mean that an employee’s balance may now show as 76 weeks. In order to correct the balance please see How to Fix Unpaid Pandemic Leave Balance Data.
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.
June 2021
The pay condition rule sets Registered & Licensed Clubs Salaried Managers (50%) has been updated to remove the penalties when an employee works on a public holiday. Under clause 18.4(a)(ii), all penalties under clause 24 are excluded from payment for these managers.
May 2021
The pay condition rule sets Registered & Licensed Clubs Salaried Managers (50%) and Registered & Licensed Clubs Salaried Managers (20%) have been updated to include penalties when an employee works on a public holiday.
May 2021
The award has been updated to include employment agreements Salaried Level 6 20% above minimum and Salaried Level 6 - 50% above minimum.
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.
January 2021
The award has been updated to reflect changes made as part of the Fair Work Decision 4 year review of modern awards.
In this update the pay condition rule sets Registered & Licensed Clubs Permanent and Registered & Licensed Clubs Casual have been amended for the Early and Late work penalties to become payable on a pro-rata basis for part of an hour worked. First Aid allowances have also been amended to be paid per hour worked up to the maximum each week. In addition to these changes the pay rate for Tool Allowance has been updated.
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.
June 2020
The Employment Agreement for Casual Level 4 Juniors (employed in the bar or where liquor is sold) has been updated to include the Leave Allowance Template for Victoria
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
Further updates to the The Registered & Licensed Clubs Casual, Registered & Licensed Clubs Permanent and Registered & Licensed Clubs Casual Fitness Instructor pay condition rule sets in relation to clause 28.5 when the minimum break has not been taken; to exclude broken shifts receiving the minimum break penalty on the same day.
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.
January 2020
The Registered & Licensed Clubs Casual, Registered & Licensed Clubs Permanent and Registered & Licensed Clubs Casual Fitness Instructor pay conditions rule sets have been updated to include rules for clause 28.5 when the minimum break has not been taken as well as clause 24.2 with the combination of clause 28.5 minimum break with no meal break.
December 2019
An update Registered & Licensed Clubs Casual pay conditions for clause 10.5(e)(i) Maximum Daily Engagement to ensure that once the maximum hours have been worked in a day the remaining hours are paid as overtime.
September 2019
The Registered & Licensed Clubs Casual Fitness Instructor pay condition rule sets have been updated to reflect the Delayed/No Meal Break penalties associated with clause 24.2 Meal Breaks. When an employee is not given a meal break in line with clause 24.1 of the Award, an extra 50% penalty of the ordinary hourly rate is payable.
The Registered & Licensed Clubs Permanent Top Up rule pay condition for Part-Time employees have been updated to ensure that the top up of hours worked by the employee to their agreed standard hours as per clause 10.4 of the Award, includes any leave taken within the shift period.
The update also included for Registered & Licensed Clubs Casual, Registered & Licensed Clubs Permanent and Registered & Licensed Clubs Casual Fitness Instructor to include TIL of Overtime with the use of tags or work types.
July 2019
Pay Rate Templates amended to include the Weekday Early Morning and Weekday Evening penalty rates.
The Registered & Licensed Clubs Permanent and Registered & Licensed Clubs Casual pay condition rule sets have been updated to reflect the Delayed/No Meal Break penalties associated with clause 24.2 Meal Breaks. When an employee is not given a meal break in line with clause 24.1 of the Award, an extra 50% penalty of the ordinary hourly rate is payable.
30 June 2019
The Award has been updated to reflect the Fair Work Commission’s National Minimum Wage increase of 3% from its Annual Wage Review 2018-19 decision. This also includes updates to expense-related allowances. Information on the Determinations can be found here and here.
These changes come into effect from the first full pay period on or after 1 July 2019. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 July 2019.
December 2018
The setup of the Payroll Tax Exempt field in Payroll Settings>Pay Categories was replicating the PAYG Exempt field rather than creating a unique identity; when installed into the business settings. An audit has been carried out across the system and the issue has now been resolved with this update.
November 2018
Update to rule set pay condition “Registered & Licensed Clubs Permanent”, “Registered & Licensed Clubs Casual” and “Registered & Licensed Clubs Casual Fitness Instructor” in line with Clause 29.4 Late and early work penalty of the Award.
It now allows for the full hour of the penalty payment for pay category Weekday Early Morning and Weekday Evening to be processed when only part of an hour is worked, the rule now allows for rounding of units.
August 2018
Pay Rate update for Casual Introductory 20+years Ordinary Hours in line with effective 1 July 2018 pay rate increase.
31 July 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 day entitlement renews each 12 months of 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:
- 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 Classification settings for Allowance based pay categories have been updated as per Single Touch Payroll (STP) requirements.
April 2018
Added employment agreements (EA) at each level to cater for the award clause below, the new EA's can be selected using higher classifications in the timesheets;
12.1 Junior employees employed in the bar or other places where liquor is sold must be paid at the adult rate of pay in clause 17.2 for the classification of the work being performed.
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 classifications.
- Created Kilometre allowance pay categories - above and below ATO limits
1 January 2018
The award has been updated to reflect changes made as part of the Fair Work Decision 4 year review of modern awards.
Casual employees
The changes are a replacement of Clause 10.5(b) - Casuals and Clause 28 - Overtime to include overtime paid for casuals. This now provides for casual staff to be paid overtime in excess of the following:
- For a maximum of 38 hours per week or, where the casual employee works in accordance with a roster, an average of 38 hours per week over the roster cycle (which may not exceed 4 weeks)
- 12 hours in one day
NB: We have applied the rule using 38 hours worked over a week to remain consistent with the rule set for permanent staff.
Implicitly, this also means overtime can be converted to TIL by using the 'Time off in lieu of Overtime' employee tag, and this has also been reflected in the rules.
These changes are reflected in the "Registered & Licensed Clubs Casual" and "Registered & Licensed Clubs Casual Fitness Instructor" rule set. We've also automatically enabled the work types relating to meal allowances for casual staff. To be paid a meal allowance, the 'Meal Allowance' work type needs to be selected on a separate line of the timesheet and a unit of 1 recorded.
These changes have also meant a set of new pay categories for casual overtime and the pay rate templates for casual employees and fitness instructors have been updated.
Part time employees
Clause 10.4 has been updated for part time employees, and mandates the idea of 'guaranteed hours' reflected as the employee standard hours in the system, and the 'employees availability'. We have interpreted the employees availability as only affecting the hours available to roster the part time employee (use 'unavailability' in rostering to achieve this), so no changes are reflected in the pay condition rule set.
The new changes do mean that an employee can work hours in excess of their guaranteed hours and not attract overtime, until they've worked in excess of 38 hours or an average of 38 hours per roster cycle.
This means we've removed the 'overtime in excess of standard hours' and replaced this with 'overtime in excess of 38 hours per week'.
These changes have been reflected in the 'Registered & Licensed Clubs Permanent' rule set.
Please note that the changes come into effect on the first full pay period on or after 1 January 2018. This means that you should only install these updates once you've completed the last pay period that pays shifts worked during December 2017.