This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Storage Services and Wholesale award package. For further information about the Storage Services and Wholesale Award, refer to: Storage Services and Wholesale Award.
Key Updates to Award
Last Updated: August 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 taken
Choose this work type when annual leave was taken
Call-back
This work type should be selected when an employee has been recalled to work for any reason before or after completing their normal roster or on a day which they did not work. Refer section 24.6 of the Storage Services and Wholesale Award.
Casual Hours Worked
Use this for all ordinary shifts where you are a casual employee
Cold work - less than –23.3°C (–10°F)
Use this allowance if employees are required to work in cold temperatures below 23.3°C
Cold work from –15.6°C (4°F) down to –18.9° C (–2°F)
Use this allowance if employees are required to work in cold temperatures between 15.6°C and 18.9°C
Cold work less than –18.9°C (-2°F) down to –23.3° C (–10°F)
Use this allowance if employees are required to work in cold temperatures between 18.9°C and 123.3°C
Community Service Leave taken
Choose this work type when community service leave was taken
Compassionate Leave taken
Choose this work type when compassionate leave was taken
Leave without pay
Choose this work type when leave without pay was taken
Long Service Leave taken
Choose this work type when long service leave was taken
Permanent Hours Worked
Use this for all ordinary shifts where you are either a Full Time or Part Time Employee
Personal/Carer's Leave taken
Choose this work type when personal/carers leave was taken
Public holiday (not worked)
Choose this work type where employees are not required to work on a gazetted public holiday.
RDO Leave taken
Choose this work type when a rostered day off was taken
TIL Leave taken
Choose this work type when time in lieu leave was taken
Travel time
When an employee is required to work at a place away from their usual place of employment, this work type should be selected to enter the time spent travelling. Refer section 16.3 of the Storage Services and Wholesale Award.
Tags
The following tags are available for application to employees under the Storage Services and Wholesale Award.
TIL*
Assign this tag if the employee elects to always accrue time in lieu rather than be paid overtime.
Saturday is ordinary hours
Assign this tag if the employer and the majority of employees have agreed to include Saturday as ordinary hours. Refer to section 22.1(d) of the Storage Services and Wholesale Award
Sunday is ordinary hours
Assign this tag if the employer and the majority of employees have agreed to include Sunday as ordinary hours. Refer to section 22.1(d) of the Storage Services and Wholesale Award
First Aid
Assign this tag if the employee has an appropriate first aid qualification and will be the designated ongoing first aid officer during every shift they are rostered to work.
RDO
Assign this tag if the employee will accumulate 24 minutes of each shift to RDO to accumulate 7.6 hours after 19 shifts.
10 Hour Day
Choose this if there is an agreement between the employer and the majority of employees to work up to 10 hours a day without overtime. Refer to 22.1(b) of the Storage Services and Wholesale Employees Award.
*Time off instead of payment for overtime leave is accrued at the same rate as the number of overtime hours worked. EXAMPLE: an employee who worked two (2) overtime hours is entitled to two (2) hours’ time off. If time off for overtime is not taken and the time off is to be paid out, it must be paid at the overtime rate applicable to the overtime when worked. This also applies when an employee is terminated and the time off is to be paid out. In order to be paid out correctly, the overtime rate will need to be recorded manually at the same time as the time in lieu accrual is processed. It is suggested that you record the overtime details in the “notes” section of the leave accrual line in the pay run.
If you are required to pay out the time off for overtime either before termination or during termination, you can run a Pay Run Audit Report for the pay runs for the employee when Time in Lieu was accrued to determine the applicable rates (which will detail your notes) and run an Employee Payment History Report to determine if any of the time off for overtime has been taken. You can then determine the correct balance based on the number of hours by taking the equivalent to the overtime payment that would have been made EXAMPLE: an employee who worked two (2) overtime hour at what would have been the rate of time and a half, is then entitled to three (3) hours of time off leave to be accrued. In our above example (the first accrual line of the screen shot) you would take 0.5 hours x 1.5 = 0.75 hours. Therefore, you will need to adjust the time in lieu balance by adding a further 0.25 hours (0.75 hours – 0.5 hours = 0.25 hours).
Key Updates
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 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.
We have also updated the Community Service Leave category to ensure it pays at base rate.
February 2023
9th
We have updated the award to make the Paid Parental Leave pay category payroll tax exempt.
January 2023
31st
We have updated the award to reflect changes made as part of theFair Work Decisionregarding 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 thisarticle.
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.
19 July 2022
The Award has been updated for Permanent Non-Shiftworkers so that clause 24.5 (a)(i) - Saturday penalty applies when an employee with the relevant tag and advanced standard hours set for a Saturday, works a Saturday as part of their ordinary hours.
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.
April 2022
The Award has been updated for both Permanent & Casual Shiftworkers so that clause 20.1(c) - Night shift rates apply when an employee works a shift finishing after midnight and at or before 8.30 am in line with the Fair Work Modern award.
The Award has also been updated for all rulesets to ensure that when an employee takes any type of paid leave that this is paid at the employee's ordinary rate (except for Annual Leave where the employee will be paid the higher of leave loadings or applicable penalties).
February 2022
The Award has been updated so that penalty & overtime rates don't apply when an employee takes leave.
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
December 2021
All rulesets have been updated to ensure that overtime paid due to exceeding period overtime is applied on days where work has been performed, rather than on days where leave has been taken.
The Permanent Non-Shiftworkers rule set has also been updated to ensure the 4 hour minimum engagement requirement for overtime worked on a Sunday is correctly applied.
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 rule set pay conditions for Casual Non-Shiftworkers, Permanent Non-Shiftworkers, Casual Shiftworkers, and Permanent Shiftworkers have been updated to exclude leave taken from the minimum 10 hour break between shifts rules.
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.
May 2021
The award pay rate templates have been updated to ensure that the legislated superannuation guarantee (SG) rate will increase automatically from 9.5% to 10% effective from 1 July 2021. Please ensure you install this update prior to 1 July 2021 for this change to take effect.
What does this mean? Any pay run with a date paid on or from 1 July 2021 will automatically calculate SG at 10% of OTE. Additionally, on the 1st of July, we will update references to 9.5% on all applicable screens in Employment Hero Payroll. 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 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
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.
November 2019
Updates to the rule set pay conditions for Casual Non-Shiftworkers, Permanent Non-Shiftworkers, Casual Shiftworkers, and Permanent Shiftworkers in line with clause 24.4(c) - rest period after overtime; to include a rule in relation to paying overtime at a rate of double time if an employee resumes work or continues work without having had 10 consecutive hours off duty.
Also, the Public Holiday worked overtime pay category has been created and will be paid for all overtime worked on a Public Holiday. The Public Holiday worked for both ordinary hours and overtime hours pay condition rules have been updated to reflect the minimum requirement for four (4) hours to be paid as per clause 24.5(c)(ii) when working on a Public Holiday.
September 2019
Update to the Casual Shiftworkers and Permanent Shiftworkers pay conditions to remove the clause 22.2(a) - Spread of hours for when hours are worked outside of 5:30pm through to 7am as this clause relates to non shift workers only.
July 2019
The Employment Agreement for Storeworker Grade 4 (dayworker) - Casual was updated to ensure that the Storeworker Grade 4 - Casual Pay Rate Template is applied when selecting this Employment Agreement option.
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.
June 2019
Update to the Casual Shiftworkers and Permanent Shiftworkers pay conditions to include the clause 22.2(a) - Spread of hours for when hours are worked outside of 5:30pm through to 7am and no other shift conditions apply these hours will be processed as overtime.
We have also made an update to the rule set pay conditions forCasual Shiftworkers, Casual Non-Shiftworkers, Permanent Shiftworkers and Permanent Non-Shiftworkers to the clause 23.1 Automatic Meal break rule. The unpaid meal break will automatically be applied after five hours of work.
May 2019
Update to the Casual Shiftworkers and Permanent Shiftworkers pay conditions to include the following options for OT clearing.
25.3(b)(ii) 38hrs in a week
25.3(b)(iii) 76hrs in a fortnight
25.3(b)(iv) 114hrs in three weeks
25.3(b)(v) 152hrs in four weeks
May 2019
Update to the Permanent Shiftworkers Rule 16.1 Meal Allowance. The Meal Allowance applies to overtime in excess of one (1) hour following ordinary hours of work only.
April 2019
Amended Early Morning Shift and Call back while on early morning shift rules for shiftworkers to 6.59 am in lieu 7.00 am.
January 2019
Update to afternoon shift end time to 6:01pm as per the award Clause 25.1 which states the afternoon shift is finishing after 6pm and at or before midnight.
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.
December 2018
An update is available to Clause 16.1 - Meal Allowance in the pay condition rule sets to accommodate for Saturday and Sunday worked as ordinary hours or as overtime. The Meal Allowance applies to overtime in excess of one (1) hour following ordinary hours of work only.
September 2018
Casual - QLD Leave Allowance Template updated with removal of Annual Leave and Personal/Carer's Leave accruals.
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:
- The Payment Classification settings for Allowance based pay categories have been updated as per Single Touch Payroll (STP) requirements.
- We have created a new rule - 11.3(f) Apply Overtime - Over Advanced Standard Hours - Part-Time. This rule reflects the following provisions of clause 11.3(f):
- 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:
- 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.
8 December 2017
An update is available which fixes an issue of pay rate templates for casuals using the same default primary pay category as permanent employees. It also removes 'Bonuses' and 'Commissions' from the pay rate template, which are now included as part of the default pay categories provided when creating a new business.
13 August 2017
An update is available which now allows us to consolidate both the progression of pay rates based on both date of birth and anniversary date within the same Employment Agreement. As an end user, this means that once the employment agreement for a level of the award is chosen, it will not need to be changed while the employee remains on that level. The rate of pay will automatically update as needed if the employee has a birthday or accrues another year of service (and the award requires an increased rate).
After applying this update it will be important to follow these steps:
1. Review your employee list and identify employees who are currently assigned as a Storage Level 1 or Wholesale Level 1 (either Day worker or Shiftworker)
2. Go to Employee > Pay run defaults and reassign them a new Employment Agreement. As an example, if the employment agreement was previously called "Wholesale Level 1 on commencement (daywork)" will now simply be called "Level 1 (daywork)"
The award will now look at both the employees age and the length of their service (with reference to their anniversary date) and automatically update their rate of pay as they progress.
If you have any feedback or questions please contact us via support@yourpayroll.com.au
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