Awards are sets of rules the system follows to cost staff shifts accurately, and can be set to warn about potential rostering and pay issues.
The Ento award interpretation engine is powerful, providing a lot of flexibility, and is able to handle complex scenarios like “Overtime on a public holiday which falls after hours on a Sunday”, however its complexity can therefore take some time to understand. While we recommend becoming familiar with what an awards controls and how it works, for any changes to the awards we recommend getting in touch with our Support team.
To view your award settings, go to Payroll & Leave > Awards and click Edit.
Each leave type can be turned on or off for each award, and can be set for staff to be able to request each leave type themselves, or can be set so a manager would submit that type of request for them.
In general, if the award is for casual staff, all leave types should be turned off. Leave types can be created through Payroll & Leave > Leave types.
Leave accrual rates
The Leave accrual rates are the amount of hours staff will accrue for that type of leave per ‘counted hour that accrues leave’.
For example, to meet Australian minimum leave entitlements as covered by the National Employment Standards (NES) for permanent staff, the rates are commonly defaulted to:
A rule used to identify certain shift scenarios to assign the correct earning rate. From something as simple as “what time of the day and week” to “if it falls on a public holiday” or “how many hours into the shift” it is.
A condition takes any one of these scenarios and defines the variable(s) involved, usually resulting in something like “after 10 hours into the shift’ or ‘over 73 hours in the pay cycle“.
Earning rates are the cost consequences of conditions being met, whether that’s a single condition or many conditions all being triggered at once. An example could be “between 5pm and 11pm on a Saturday” and “over 70 hours into the pay cycle“, conditions which can occur both separately, and at the same time.
These rates are usually a percentage of the staff hourly pay rate, such as 200% or ‘double time’, or 150% which is ‘time and a half’, but can also be fixed dollar amounts, for example, a $3.50 per shift loading may be additional pay for performing supervisor duties.
Rates can also have a limit – the minimum or maximum number of times it can be added within the selected instance, such as per shift, per week or per hours. Most loadings do not have limits, but they can also be used to enforce limitation, for example limit payment of the ordinary hours rate to 38 hours per week for salaried staff who do not receive overtime.
Additional alerts are checks that are run as you roster. They perform like conditions without any attached loading, and can highlight rostering instances that will have higher cost, such as overtime, or warn to assist with award compliance. Number of consecutive days off, maximum days to be worked consecutively, minimum number of hours required between shifts or break requirement for shifts of a certain length are the types of alerts managed here. Alerts can be set as either low or critical, and each manager permission profile can be set to highlight, warn or restrict rostering that violates these alert rules. More on that in the article on Manager Permissions.
These settings determine how TOIL, or Time off in Lieu, works for those on awards that utilise this feature. Here is where the types of hours that can be converted to TOIL are specified, whether staff are required to pre-approve TOIL, etc. Hours can then be converted to TOIL from Time & Attendance > Review Timesheets.