Building and Construction General On-site Award (MA000020) - Civil Sector Update

22 January 2025

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We will be releasing an update to the Building and Construction General On-site Award (MA000020) - Civil Sector on Wednesday, 22 January 2025. This update will provide greater alignment between the platform’s pay condition rule sets and the Award’s clauses. 

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Here’s the summary of the key changes.

1. We've introduced the Lift Industry Allowance to all rule sets as per clause 42.2. New Pay Category “Lift industry allowance” and New Tag “Lift industry allowance” has been created.

2. Minimum Break Between Shifts. Due to system limitation identifying if the previous shift is an overtime or not, a work type is introduced. Use the below work type if the employee does not receive a minimum 10-hour break after working overtime in the previous shift.some text
   • New Work Type: No rest period after overtime.
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For all rulesets:

1. The Stop processing unpaid leave rule has been removed because “Leave Without Pay (LWOP)” is considered part of working hours. It functions similarly to paid leave, with the key difference being unpaid.
2. Automatic Meal break rule has been adjusted to exclude “Public Holiday not worked” and leave work types.
3. The allowance rules below have been deleted. These allowances are triggered directly through selecting these work type on timesheets.some text
   1. 25.6(e) Weekend return home
   2. 25.6(b) Cost of transport and transporting tools
   3. 25.6(a) Travelling meal
4. Minimum Shift Engagement rules have been adjusted to exclude “Recalled to work overtime” work type.
5. The Inclement weather rule has been adjusted to remove the “Time worked without a break is greater than 5 hours” condition to ensure Inclement weather is paid accordingly. 
6. Merged current RDO accrual rules into a single rule.
7. “Maximum Daily hour” rules updated to exclude the leave work types in preferred matches condition.
8. Maximum hour over period rules updated to exclude the leave work types in preferred matches condition.
9. Minimum Break Between Shifts OT rules updated to pay at 200% of the ordinary hourly rate for all overtime hours under this condition.
10. Apply Work during meal breaks Overtime: updated to pay at 200% of the ordinary hourly rate for all overtime hours, instead of applying the standard overtime penalty
11. “Apply Overtime - PH not worked” rule updated to remove unnecessary pay categories.
12. “TIL Accrual” rule updated to remove unnecessary pay categories.
13. Industry Allowance rules updated to ensure this allowance applied to the minimum unit per shift including Public Holiday and Recalled to work overtime scenarios.
14. “Follow the job loading” rules updated to ensure this loading applied to the minimum unit per shift.
15. Higher of Earnings - PFDVL: removed as it is no longer necessary.

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For Casual rulesets (Civil Sector Shiftworker - Casual & Civil Sector Day Worker - Casual):

1. “Air-conditioning industry and refrigeration allowance” rule is updated to remove the “Daily hire” tag. It is now triggered by “Air-conditioning industry and refrigeration industry allowance” tag
2. “In charge of plant allowance" rule is updated to remove the “Daily hire” tag. It is now triggered by “In charge of plants” tag
3. “Public Holiday” rule is updated to remove the “Public Holiday not worked” work type.

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For Shift worker rulesets (Civil Sector Shiftworker - Permanent & Civil Sector Shiftworker - Casual):

1. “Recalled to work overtime” rule is updated to apply normal OT instead of 100% OT
2. The “29.8(d) Minimum Break Between Shifts” rule has been removed because the provisions of clause 29.8 now apply to shift workers, setting the minimum break as 8 hours when overtime is worked.

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For Day worker rulesets (Civil Sector Day Worker - Permanent & Civil Sector Day Worker - Casual):

1. The “29.8(d) Minimum Break Between Shifts - 8 hours” rule has been removed because the provisions of clause 29.8 will now apply to day workers, treating the minimum break as 10 hours when overtime is worked.

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Please note: While we have endeavoured to interpret the award clause accurately, it is your responsibility to ensure that your employees receive accurate remuneration. The employer bears the sole responsibility for ensuring correct payment to employees.

For detailed information on the changes, please refer to our guide here.