Cleaning Services Award Guide [MA000022]

Cleaning Services Award Guide [MA000022]

Table of content

  1. What is the Cleaning Services Award?
  2. Who is entitled to the Cleaning Services Award?
  3. How is the shiftwork arranged in the Cleaning Services Award?
  4. How are wages and allowances calculated in the Cleaning Services Award?
  5. How is the leave managed in the Cleaning Services Award?
  6. How to keep in compliance with the Cleaning Services Award?
  7. How can Workstem assist you?

This article provides guidelines on the Australian Cleaning Services Award package. For more information on this award, please refer to the Cleaning Services Award Guide [MA000022].

What is the Cleaning Services Award?

The Cleaning Services Award is a set of legal minimum employment standards and conditions for those employed in the cleaning services industry in Australia.

It sets out the minimum wage rates, working hours, leave entitlements, and other conditions for cleaners, trolley collectors, and employees of contract cleaning services businesses, specialist cleaning businesses, and labour hire businesses in the cleaning services industry in Australia.

The Cleaning Services Award aims to ensure that cleaning services workers and their assistants are treated fairly and receive reasonable pay and conditions for their work.k.

Who is entitled to the Cleaning Services Award?

Coverage

The Cleaning Award covers employers in the contract cleaning services industry and their employees who fit within the classifications of the award.

The contract cleaning services industry means providing cleaning services under a contract. Cleaning services also includes:

  • event cleaning (ie. cleaning at sporting, cultural, scientific, technological, agricultural or entertainment events or exhibitions)
  • trolley collection
  • hygiene and pollution control
  • minor property maintenance incidental to cleaning.

Examples of employers and employees covered by the Cleaning Award include:

  • office cleaners employed by a contract cleaning business
  • shopping centre cleaners employed by a contract cleaning business
  • house and apartment cleaners employed by a contract cleaning business
  • specialist cleaning businesses (for example, gutter cleaning, cleaning and restoration, damaged property cleaning, bus shelter cleaning businesses)
  • trolley collectors working for a contract trolley business.

The Cleaning Award also covers labour hire businesses and their employees who are placed with an organisation in the contract cleaning services industry.

Types of employment

This award covers the following employee categories:

  • A full-time employee is an ongoing employee engaged to work an average of 38 ordinary hours per week.
  •  A part-time employee is an employee who is engaged to work for fewer than an average of 38 ordinary hours per week and whose hours of work are reasonably predictable.
  • A casual employee may only be engaged to perform work on an intermittent or irregular basis, to work uncertain hours, or to replace a full-time or part-time employee who is rostered off or absent.

The Award does not generally cover

The following employers and employees are not covered by the Cleaning Award:

  • trolley collectors employed by a retail business
  • cleaners employed by a business that is not a contracting cleaning business (for example, employed directly by a retail shop or hotel)
  • car washers/detailers
  • laundry and dry-cleaning
  • cleaning at civil construction premises.

The Cleaning Award doesn’t cover employers and employees when they are covered by one of the following awards:

  • Hospitality Award
  • Retail Award.

Source reference: Cleaning Services Award [MA000022] clauses 2, 4 and schedule A

How is the shiftwork arranged in the Cleaning Services Award?

Hours of Work

Full-time employees

Part-time and casual employees

Ordinary hours of work and roster cycles

  • working 5 days of 7.6 hours each per week; or
  • The employee works 152 hours over a 4-week cycle in a workplace where employees work on a rostered day off basis in accordance with clause 13.2; or
  • working 19 days of 8 hours each per month; or
  • Flexible working hours can be arranged between employers and the majority of employees, allowing up to 10 hours of work per day and enabling more frequent weekday time off.
  • A part-time or casual employee may work their ordinary hours by working periods of duty of up to 7.6 ordinary hours per day on up to 5 days per week.
  •  Ordinary hours may be worked on any day of the week.

Breaks

Paid meal break

  • An employee who works a shift that attracts a shift penalty under clause 20—Penalty rates is entitled to a paid meal break per shift of not less than 20 minutes.
  • The meal break must be taken not earlier than 4 hours, and not later than 5 hours, after the start of the shift.

   Paid rest break

  • A full-time shiftworker working a straight shift is entitled to one further 10 minute paid rest break per shift.
  • A paid meal break and paid rest break provided for in clause 14.1 counts as time worked for the employee

How are wages and allowances calculated in the Cleaning Services Award?

Minimum rates

  •   Adult rates

Cleaning Services Employee classification

Minimum weekly rate  (full-time employee) Minimum hourly rate

$

$

Level 1 914.70

24.07

Level 2

945.00

24.87

Level 3 995.00

26.18

  • Junior rates(employees of shopping trolley collection contractors)

Age

Minimum % of minimum adult rate

Under 16 years of age

45

16 years of age

50
17 years of age

60

18 years of age

70

19 years of age

80

20 years of age

90

*NOTE: Schedule B—Summary of Hourly Rates of Pay sets out the hourly rates of pay including overtime rates and penalty rates.

Overtime rates

The overtime rate payable to an employee depends on the time at which the overtime is worked:

Overtime worked on

Full-time and part-time employees Casual employees (includes casual loading)

% of minimum hourly rate

Monday to Saturday—first 2 hours

150% 175%

Monday to Saturday—after 2 hours

200% 225%
Sunday all day 200%

225%

Public holiday all day 250%

275%

Penalty rates

When an employee works ordinary hours on the following days, they are entitled to the following penalty rates.

Full-time adult employees

Part-time adult employees

% of minimum hourly rate

Day

100%

115%

Early morning, afternoon and non-permanent night shift 115% 130%

Permanent night

130% 130%
Saturday 150%

165%

Sunday 200%

215%

Public holiday 250%

265%

Allowance

Description

Clause

Amount

Allowance

Broken shift allowance

17.2(b) $4.19 per day

17.2(c)

$20.95 per week
Cold work allowance 17.3(a)

$0.61 per hour

Hot work allowance—46°C to 54°C 17.4(a)

$0.61 per hour

Hot work allowance—over 54°C

17.4(b) $0.74 per hour
Height allowance—up to and including 22nd floor 17.5(b)(i)

$0.99per hour or part thereof

Height allowance—above 22nd floor

17.5(b)(ii) $2.02per hour or part thereof

First aid allowance

17.6(b)

$15.00 per week

Leading hand in charge of—1 to 10 employees 17.7(b)

$54.88 per week

Leading hand in charge of—11 to 20 employees

17.7(b) $70.61 per week

Leading hand in charge of—more than 20 employees

17.7(b) $86.35 per week

Refuse collection allowance

17.8(b)

$4.17 per shift

Toilet cleaning allowance—per shift; or 17.9

$3.28 per shift

Toilet cleaning allowance—per week

17.9 $16.15 per week

Expense-related allowances

Meal allowance

17.10

$15.40 per occasion

Vehicle allowance—Motor vehicle 17.11(a)

$0.96 per km

Vehicle allowance—Motorcycle 17.11(b)

$0.32 per km

How is the leave managed in the Cleaning Services Award?

In the Cleaning Services Award, leave entitlements for employees are determined by the National Employment Standards (NES) and the classification of the employee.

Annual Leave

Annual leave is provided for in the NES. It does not apply to casual employees.

  • An employee who is not a shiftworker is entitled to 5 weeks of paid annual leave for each year of service with their employer.
  • An employee who is a shiftworker is entitled to 6 weeks of paid annual leave for each year of service with their employer. (To be considered a shiftworker, an employee must be regularly rostered over 7 days of the week and regularly work on weekends.)

During a period of paid annual leave, an employer must pay an employee an additional payment for the employee’s ordinary hours of work. The additional payment is payable on leave accrued.

For an employee who would have worked on day work only or worked on shiftwork had they not been on leave, the additional payment is the greater of:

  • An employee (other than a shiftworker) will be paid an annual leave loading of 17.5% of their ordinary pay on a maximum of 152 hours/4 weeks’ annual leave per annum
  • Shiftworkers will be paid the higher of an annual leave loading of 17.5% of ordinary pay or the weekend and shift penalties they would have received had they not been on leave during the relevant period.

Personal Leave

Casual employees are entitled to be absent from work to care for a person who requires care or support because of:

  • illness or an injury;or
  • an emergency

but they’re not entitled to be paid for time away from work.

Public holidays

An employer must pay an employee who works on a public holiday or on a day that is substituted for a public holiday at the public holiday penalty rate set out in penalty rates.

  • For a full-time and part-time employee, 200% of the minimum hourly rate applicable to their classification and pay point.
  • For a casual employee, 200% of the casual hourly rate.

How to keep in compliance with the Cleaning Services Award?

To comply with the Cleaning Services Award in Australia, businesses in the contract cleaning services industry can follow:

Minimum wage

Employers must pay their employees at least the minimum wage set by the Fair Work Commission.

Superannuation

Employers are obligated to make superannuation contributions on behalf of their eligible employees, which includes calculating and paying the correct amount on time.
Taxation

Businesses must accurately calculate and withhold income tax from employee wages, regularly passing the amount to the ATO.

Record-keeping 

Employers are required to maintain comprehensive records relating to employee pay, taxes, superannuation and entitlements

How can Workstem assist you?

Workstem is a one-stop payroll & HR platform with an award interpretation module and customised attendance formulas that ensure Cleaning Services employers stay compliant with Fair Work regulations. The platform simplifies HR processes, reduces administrative burdens, and offers a user-friendly interface for small businesses and large enterprises alike.

Sign up now for a 14-day free trial and experience the benefits of Workstem for yourself!

Improve your work efficiency
(The contents and information of this article are for reference only. The accuracy and reliability of the information is subject to the latest government regulations and we do not represent any legal advice. If you wish to repost an article or content, please contact us first or include a link to this article and indicate the source of repost.)

相關文章

Why Should Award Interpretation Software Take the Spotlight?
Why Should Award Interpretation Software Take the Spotlight?
Award interpretation software is revolutionising workforce compliance in Australia by simplifying complex regulations enforced by the Fair Work Omb...
Read More
Understanding Overtime Pay
Understanding Overtime Pay
What is overtime pay? Overtime pay, often referred to as penalty rates, is the additional compensation that employees receive when they work beyon...
Read More
A Comprehensive Guide to Community Service Leave(CSL)
A Comprehensive Guide to Community Service Leave(CSL)
Community Service Leave (CSL) is a vital provision that empowers employees to make a positive difference in their communities. In Australia, CSL is...
Read More

Leave a Reply

Your email address will not be published. Required fields are marked *