This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Hospitality Industry award package. For further information about the hospitality industry award, refer http://www.fwc.gov.au/documents/modern_awards/award/ma000009/default.htm
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.
8 hr break between shifts
Choose this work type in the case where there is a changeover of rosters and there was only 8 hours break between shifts. Refer section 30.1(b) of the Hospitality Industry award.
First Aid Officer
Choose this work type if the employee is the holder of a current recognised first aid qualification and is appointed by the employer to perform first aid duty.
Overtime Meal Allowance
When required to work overtime for more than 2 hours without being notified on the previous day or earlier, choose this work type and enter a unit amount of 1.
Public Holiday not worked
Choose this work type where employees are not required to work on a gazetted public holiday.
Rostered Day Off Worked
Choose this work type when an employee is required to work on their rostered day off. Refer section 33.3(a)(iii) of the Hospitality Industry Award.
Where required to use their own tools, an employee should choose this work type and enter a unit amount of 1.
Managerial staff who are required to use their own vehicle should choose this work type and enter the kilometres travelled in the 'units' field.
Choose this work type when annual leave was taken
Choose this work type when carer’s leave was taken
Choose this work type when compassionate leave was taken
Long Service Leave
Choose this work type when long service leave was taken
Choose this work type when sick leave was taken
Choose this work type when unpaid leave was taken
The following tags are available for application to employees under the General Retail Industry Award.
7 day shiftworker
Assign this tag if the employee is employed as a shift worker who is regularly rostered to work on Sundays and public holidays. As per the national employment standards, a 7 day shiftworker is entitled to an extra 1 week of annual leave per year. Refer section 34.1 of the Hospitality Industry award
First Aid Officer
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.
Food & Beverage Attendant Grade 2
Assign this tag if the employee has the Food and Beverage Attendant grade 2 classification. Such employees are exempt from being paid higher duties in accordance with section 25.1 of the Hospitality Industry award.
Food & Beverage Attendant Grade 3
Assign this tag if the employee has the Food and Beverage Attendant grade 3 classification. Such employees are exempt from being paid higher duties in accordance with section 25.1 of the Hospitality Industry award.
Assign this tag if the employee has a recognised fork-lift license and is engaged solely on the basis of driving a fork-lift vehicle. Refer section 21.2(a) of the Hospitality Industry Award.
4/8 - 1/6
Assign this tag to a full time employee whose 38 hour week are based on 4 days at 8 hours and 1 day at 6 hours rather than the default overtime arrangements which are based on hours over 11.5 in a day and hours over 152 in a 4 week period.
"We have referred to clause 32.3(a), which states: 'Monday–Friday—7.00 pm to midnight: 10% of the standard hourly rate per hour or any part of an hour for such time worked within the said hours ...' It is the Fair Work Ombudsman's view that if an employee works part of an hour between 7pm and midnight Mondays to Fridays, they are entitled to be paid the full 10% penalty for that part hour, not a percentage for how much of the hour they worked. We consulted with stakeholders in 2013 to establish this view, including the Australian Hotels Association. We note that divisions of the AHA at that time held differing views - some divisions also held this view and other divisions did not. The actual definition of how it is to be paid can only be determined by a judge. If a Court or tribunal were asked to consider this issue, they may come to a different conclusion to the Fair Work Ombudsman's. To avoid doubt, we recommend paying the full 10% penalty rate."