School Caretakers', Cleaners' and Canteen Staff Collective Agreement

This document provides the terms and conditions of employment for school caretakers, cleaners and canteen workers in state and state-integrated schools in New Zealand.

The term of this collective agreement is 8 May 2017 to 7 June 2019.

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Variation to this document:

On 26 April 2018, the parties agreed to a variation to take into account the changes to the Minimum Wage Rate that increased to $16.50 from 1 April 2018. These changes have been incorporated into this webpage. The affected pay scales relate to cleaners and canteen workers (clause 2.2.1(b)), and supervisor cleaners (clause 4.1A). There have been consequential changes to the scale for supervisor grade 1 and grade 2 caretakers (clause 4.1B) but these have not affected the rates payable.

Licensing Criteria Cover

Appendix D: Agreed Rules for Translation to New Pay Scales

School Caretakers', Cleaners' and Canteen Staff Collective Agreement
Effective 8 May 2017 to 7 June 2019

We are making improvements to our Download to Print functionality, so if you want a printed copy of this agreement please download the PDF version of the School Caretakers' and Cleaners' (including Canteen Workers) Collective Agreement.

  • Agreed Rules for Translaton to New Pay Scales
    • The basic rules for translation to the new scales in May 2018 will be as follows:

        1. The employee’s base salary, together with any of the following allowances: Service pay cl.4.1 and/or ITO Qualification Payment cl 4.9, Cleaners’ and Canteen Workers’ in Charge Allowance cl 2.3 or Caretaking Supervisors’ pay under cl 3.2, will establish the pre-translation rate and determine the appropriate translated scale.
        2. The employee’s new remuneration on translation will be determined as follows: First: identify the step equivalent to or closest above the employee’s pre-translation rate on the applicable translated scale. Second: identify the next step on the translated scale. This is the employee’s translated step and applicable remuneration.
        3. If 2 (above) has the effect of taking the employee’s remuneration into a range of rates, then the pre-translation rate +0.6% is the translated rate within the range of rates.
        4. For the sake of clarity, the following examples for currently employed school cleaners (with no supervisory role and without ITO qualifications) are given in Table 1 below.
          Occupation/serviceCurrent hourly base rate remuneration + Service Pay  1.2% remuneration increase to base rate remuneration with effect from date of signing of Terms of Settlement + Service Pay allowance  Remuneration (step) with effect from date of translation to new scale (incorporates discontinued Service Pay allowance – see Note 4 below)Remuneration with effect from first incremental progression (subject to satisfactory performance) Pay Period 2, 2019
            April 2015 May 2017 May 2018 April 2019
          Cleaner <3years $15.83 $16.02 $16.18 (step 2) $16.26 (step 3)
          Cleaner >3 years $15.98 $16.17 $16.26 (step 3) $16.34 (step 4)
          Cleaner >5 years $16.09 $16.28 $16.42 (step 4) $16.51 (step 5)
        5. For the avoidance of doubt, allowances listed in 1. above will cease from the date of translation, as they will have been incorporated into the new scale.
        6. From the date of translation, until pay period 2, 2019, an employee who would have become entitled to a service pay allowance during this period, may, at the discretion of the employer, be retranslated on to the relevant scale, based on their May 2017 remuneration rate plus the value of the now ceased service allowance, to which they would have been entitled.
        7. Where an employee and employer have agreed a school-based variation under clause 1.4 of the agreement, they will, taking account of the new scales, review the arrangement within 20 working days of the coming into force of the new scales in May 2018.
        8. From pay period 2, 2019 (April 2019), all employees (other than casual staff who have worked intermittently) who have worked for 12 months will become eligible for annual incremental progression and will progress (subject to the criteria for Pay scale progression in clause 4.2) during pay period 2 each year to a point within each scale beyond which ranges of rates will apply. Notwithstanding this, should the employer wish to do so, it has discretion to apply incremental progression to any employee who has not worked for 12 months, or to casual staff who have only worked on an intermittent basis over the preceding 12 months.

      Note: The parties explicitly acknowledge that the three scales have incorporated financial recognition for attainment of relevant L 2 and L3 NZQF qualifications for cleaners and L3 NZQF qualifications for caretakers and canteen workers (as well as L4 NZQF qualifications for caretakers which are deemed relevant by the employer) and current “service pay” and “in charge” allowances where applicable.