Registered and Licensed Clubs Award Guide [MA000058]

Registered and Licensed Clubs Award Guide [MA000058]

Table of content

  1. What is the Registered and Licensed Clubs Award?
  2. Who is entitled to the Registered and Licensed Clubs Award?
  3. How are the working hours arranged in the Registered and Licensed Clubs Award ?
  4. How are wages and allowances calculated in the Registered and Licensed Clubs Award?
  5. How is the leave managed in the Registered and Licensed Clubs Award?
  6. How can Workstem assist you?

This article provides guidelines on the registered and licensed clubs award package. For more information on this award, please refer to registered and licensed clubs award.

What is the Registered and Licensed Clubs Award?

The Registered and Licensed Clubs Award, is a set of legal minimum employment standards and conditions that apply to employees working in the club industry in Australia.

The award sets out the minimum wage rates, working hours, overtime, annual leave, sick leave, and other entitlements for employees working in various roles within the club industry, such as bar attendants, front desk staff, security officers,club managers and golf professionals. The award is designed to ensure that employees in the club industry are treated fairly and receive reasonable pay and conditions for their work.

Who is entitled to the Registered and Licensed Clubs Award?

Coverage

A registered club includes a club that is on:

  • football grounds
  • cricket grounds
  • golf courses
  • bowling greens
  • other sports grounds.

Examples of employees covered by the Registered Clubs Award include:

  • bar attendants
  • front desk staff
  • kitchen staff including cooks
  • guest services staff (including housekeeping)
  • security officers
  • grounds maintenance staff
  • club managers
  • handypersons
  • child care workers
  • administration staff
  • golf professionals
  • golf trainees.

In addition, the Registered Clubs Award also covers the following types of employees at a bowling green, golf course or golf facility:

  • greenskeepers
  • ground attendants
  • gardeners
  • lawn mowers
  • motor roller drivers.
  • The Registered Clubs Award covers employers and employees who operate in the premises of a club. For example, the Registered Clubs Award covers employees of a catering business that run the restaurant of a club.

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

  • Amusement Award
  • Hospitality Award
  • Cleaning Award
  • Racing Ground Maintenance Award
  • Security Award.

Types of employment

An employee covered by this award must be one of the following:

  • A full-time employee who is engaged to work an average of 38 ordinary hours per week over a period of no more than 4 weeks.
  • A part-time employee who is engaged to work less than 38 ordinary hours per week and has predictable hours. A part-time employee must receive a minimum payment of 4 hours for each day they are engaged.
  • A casual employee who is engaged to work may be no more than 38 ordinary hours per week; or if they work according to a roster, their ordinary hours may be averaged over the roster cycle to be no more than 38 hours per week. For each ordinary hour worked, a casual employee must be paid the ordinary hourly rate; and a loading of 25% of the ordinary hourly rate,

How are the working hours arranged in the Registered and Licensed Clubs Award ?

Ordinary hours of work

The ordinary hours of work of a full-time employee are an average of 38 hours per week. Each full-time employee is entitled to 2 full days off per week as normal rostered days off.

The average of 38 hours per week is to be worked in one of the following ways:

  • a 19 day month of 8 hours per day; provided that the ordinary daily hours (exclusive of meal breaks) will not exceed 8 per day or shift, worked within a spread of 11 hours per day;
  • 4 days of 8 hours and one of 6 hours; provided that the ordinary daily hours (exclusive of meal breaks) will not exceed 8 per day, worked within a spread of 11 hours per day, except that the daily maximum will be 6 hours worked within a spread of 8 hours for one day in 5 under this method;
  • 4 days of 9.5 hours per day worked (exclusive of meal breaks) within a spread of 12 hours;
  • 5 days of 7 hours 36 minutes per day worked (exclusive of meal breaks) within a spread of 10.5 hours;
  • 152 hours per each 4 week period with a minimum of 8 normal rostered days off per each 4 week period (subject to clause 15.5); or
  • any combination of the above.

Special provisions for maintenance and horticultural employees:

  • 6.00 am and 6.00 pm Monday to Friday; and
  • 6.00 am and 12.00 noon on Saturday

Breaks

Meal breaks

  • If an employee, including a casual employee, is required to work more than 5 hours in a day the employee must be given an unpaid meal break of at least 30 minutes. The break must be given between 1.5 and 5 hours of the employee starting work.
  •    An employee rostered for a 5 hour shift may elect to take an unpaid 30 minute meal break during the shift and the employer shall not unreasonably refuse.
  •   If an employee is not given a meal break , the employer must pay the employee 150% of the ordinary hourly rate from the end of 5 hours until either the meal break is given or the shift ends.
  • If an employee is required to work more than 5 hours after the employee is given the unpaid meal break, the employee must be given an additional 20 minute paid break.

Paid breaks – maintenance and horticultural employees

  • A maintenance and horticultural employee is entitled to 2 tea breaks of 10 minutes’ duration each, to be counted as time worked, in the morning and afternoon at a time to be arranged by the employer. Alternatively, the employer and employee may agree to combine the breaks into one break of 20 minutes’ duration.
  •    A maintenance and horticultural employee working overtime will be allowed a crib break of 20 minutes’ duration without loss of pay after each 4 hours of overtime worked if the employee continues work after such a break.
  • Where a maintenance and horticultural employee is to work a period of overtime of more than 1.5 hours, the employee will be allowed a meal break of 20 minutes’ duration after ordinary hours before starting overtime. The meal break will be paid for at the ordinary hourly rate.ns.

How are wages and allowances calculated in the Registered and Licensed Clubs Award?

Overtime

% of the ordinary hourly rate

Monday to Friday

First 2 hours 150%

After 2 hours

200%
Between midnight Friday and midnight Saturday First 2 hours

175%

After 2 hours

200%

Between midnight Saturday and midnight Sunday

200%
Public holiday

250%

Rostered day off

200%

Penalty rates

  • An employee other than a maintenance and horticultural employee

Full-time and part-time employees

Casual employees (inclusive of the 25% casual loading)

% of ordinary hourly rate

Monday to Friday

100% 125%

Saturday

150% 250%
Sunday 175%

175%

Public holiday 250%

250%

  • A maintenance and horticultural employee

Full-time and part-time employees

Casual employees (inclusive of the 25% casual loading)

% of ordinary hourly rate

Monday to Friday and Saturday before 12 noon

100% 125%

Saturday after 12 noon

150% for the first 2 hours then 200% 150% for the first 2 hours then 200%
Sunday 200%

200%

Public holiday 250%

250%

Allowance

  • Wage-related allowances

First aid allowance

$11.94 per week
Broken periods of work allowance

$3.98 per day

  • Expense-related allowances

Meal allowance

club employees other than club managers

  • $15.30 if work overtime for more than 2 hours without being notified on the previous day or earlier of the requirement to work
  • $15.30 for the extra meal if an employee, having been given notice of a requirement to work overtime, has provided a meal for themselves and is not required to work overtime or is required to work less than the amount advised
club managers

$15.30 per meal

Clothing, equipment and tools

$1.98 per day or part thereof up to a maximum of $9.72 per week
Uniforms club managers

$10.00 per week

Vehicle allowance

$0.96 each kilometre of authorised travel
Working late

pay the cost of transport for the employee to get home

Working early

pay the cost of transport for the employee to get to work

Working away from usual place of work

pay the employee an amount equal to the cost of fares reasonably spent by the employee in travelling from the employee’s usual place of work to the new place of work (more than 80 kilometres from usual place of work)
Expenses club managers

reimburse

Maintenance and horticultural employees training allowance

reimburse

How is the leave managed in the Registered and Licensed Clubs Award?

In the registered and licensed clubs award, leave entitlements for employees are determined by the National Employment Standards (NES) and the classification of the employee.

Annual leave

All annual leave is per the National Employment Standards NES. Employees are entitled to 4 weeks paid leave per year, plus an additional week for some shift workers.

  • Annual leave is provided for in the NES. It does not apply to casual employees.
  • For the purpose of the additional week of leave provided by the NES, a shiftworker means a 7 day shiftworker who is regularly rostered to work on Sundays and public holidays, and includes a club manager.
  • The NES prescribes the basis for payment for annual leave, including payment for untaken leave upon the termination of employment.
  • In addition to the payment provided for in the NES, an employer is required to pay an additional leave loading of 17.5% of that payment

Professional development leave—club managers

In order to facilitate progression through the classification structure, a club manager is entitled to 5 days’ paid professional development leave in each calendar year.

Family and domestic violence leave

Information provided to employers concerning an employee’s experience of family and domestic violence is sensitive and if mishandled can have adverse consequences for the employee. Employers are subject to confidentiality requirements regarding the handling of this information

Public holidays

The National Employment Standards (NES) provide entitlements for public holidays.

Substitution of certain public holidays by agreement at the enterprise

  • An employer and employee may agree to substitute another day for a day that would otherwise be a public holiday under the NES.
  • An employer and employee may agree to substitute another part-day for a part-day that would otherwise be a part-day public holiday under the NES.
  • A full-time employee who works on a public holiday which is subject to substitution as provided for by the NES will be entitled to the benefit of the substitute day or part-day

How can Workstem assist you?

Workstem is a one-stop payroll & HR platform with an award interpretation module and customised attendance formulas that ensure aged cared 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.

Experience the benefits of Workstem for yourself!

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