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.

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', Cleaners' and Canteen Workers' Collective Agreement [PDF, 287 KB] [PDF, 485 KB].

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

Part 4: Remuneration and Allowances: General

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.

Note: Except as otherwise provided, conditions in Parts 4-7 following are applicable to all workers who are bound by this Agreement.

  • 4.1 Supervisors' Remuneration
    • 4.1 Supervisors' Remuneration

      With effect from 8 May 2018 all cleaners and canteen staff and caretakers who regularly supervise a minimum of 3 other employees will translate to the new supervisors’ scale according to the agreed translation rules detailed in Appendix D.

      4.1A Supervisors' Remuneration (Cleaners and Canteen Staff)

      StepRate effective
      8 May 2018
      Notation
      1 $16.86 Cleaner / Canteen Staff Entry
      2 $16.96  
      3 $17.06  
      4 $17.17  
      5 $17.27 Incremental Max
      Range of Rates   ↓
      6 $17.90 Range of Rates Max

      NZQF Level 2 *qualification = +3 increments up to the incremental max or equivalent value within range of rates up to the range of rates max.
      NZQF Level 3** qualification = +5 increments up to the incremental max or equivalent value within range of rates up to the range of rates max.
      For clarity, the equivalent value is calculated as the difference between step 1 of the supervisors’ scale and the relevant increase (3 or 5).

      Note: In the event an employee gains more than one relevant NZQF qualification the progression associated shall not exceed a total of 7 increments (or the equivalent value within range of rates) up to the maximum.

      4.1B Supervisors' Remuneration (Grade 1 and Grade 2 Caretakers)

      StepRate effective
      8 May 2018
        
      1 No longer in use    
      2 No longer in use    
      3 No longer in use    
      4 No longer in use    
      5 No longer in use    
      6 No longer in use    
      7 No longer in use    
      8 $17.17 Grade 1
      Caretaker Entry
       
      9 $17.27    
      10 $17.37    
      11 $17.48    
      12 $17.58    
      13 $17.69    
      14 $17.79    
      15 $17.90 Incremental Max  
      16 $18.55

       

       

       

       

       ↓

       
      17 $18.67 Grade 2
      Caretaker Entry
      18 $18.78  
      19 $18.89  
      20 $19.00  
      21 $19.12  
      22 $19.23  
      23 $19.35 Range of Rates Max Incremental Max
             ↓
      24 $20.91   Range of Rates Max

      NZQF Level 2 *qualification = +3 increments up to the incremental max or equivalent value within range of rates up to the range of rates max.
      NZQF Level 3** qualification = +5 increments up to the incremental max or equivalent value within range of rates up to the range of rates max.
      NZQF Level 4*** qualification = +7 increments up to the incremental max or equivalent value within range of rates up to the range of rates max.

      For clarity, the equivalent value is calculated as the difference between step 1 of the supervisors’ scale and the relevant increase (3, 5 or 7).

      Note: In the event an employee gains more than one relevant NZQF qualification the progression associated shall not exceed a total of 7 increments (or the equivalent value within range of rates) up to the maximum.

      Note: The parties explicitly acknowledge that the three scales which become operative from 8 May 2018 incorporate financial recognition for attainment of relevant L2* 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.

  • 4.2 Pay Scale Progression For All Employees
    • 4.2.1 With effect from pay period 2, 2019 (April 2019) all employees who have worked for at least 12 months will become eligible for annual incremental progression. Progression through steps within a scale will be on an annual basis, during pay period 2 each year, provided that the employee has met or exceeded standards of performance as assessed by the employer against the job description and/or written requirements for the position.

      Note: Should the employer wish to do so, it has discretion to apply incremental progression to any employee who has not worked for at least 12 months, or to casual staff who have only worked on an intermittent basis over the preceding 12 months, provided the employee has met or exceeded standards of performance as assessed by the employer against the job description and/or written requirements for the position.

      4.2.2 With effect from pay period 2, 2019 (April 2019) where the employee is paid within a range of rates, the employer will review the employee’s salary annually. This review, which is not required if the employee has reached the top of the range (i.e. the highest rate in the scale), will be carried out after discussion with the employee.

      1. The employer will take into account whether the employee has met or exceeded standards of performance as assessed by the employer against the job description and/or written requirements of the position in reviewing the salary.
      2. Other factors which the employer will take into account are:
        1. particular skills, qualifications, on the job experience and level of responsibility;
        2. the ease or difficulty in recruiting and/or retaining the specific skills and/or experience required for the position;
        3. whether the current salary level is commensurate with the duties required, including self-supervision if applicable;
        4. salary rates shall not be reduced by reason of the operation of the ranges of rates.

      4.2.3 With effect from pay period 2, 2019 (April 2019) where an employee wishes to have their salary review reconsidered they shall refer the matter to the Board of Trustees. The employee shall have the right to representation at any stage.

      4.2.4 Until 7 May 2018 Service Pay shall be paid at the appropriate rate specified below for all hours worked, except where the worker is eligible for a higher payment under clause 4.11 (National Certificate Payments) below. No worker is eligible to receive payments under both clauses at the same time. Continuity of service shall not be deemed to be affected where availability of work is interrupted by school holidays.

      • at the completion of three years continuous employment – 15 cents/hour;
        or
      • at the completion of five years continuous employment – 26 cents/hour

      Note: With effect from 8 May 2018 Service Pay will be incorporated into the new pay scales, and the allowance shall cease.

  • 4.3 Progression Upon Attainment of New Zealand Qualifications Framework Qualifications For All Employees
    • Note: This clause is effective from 8 May 2018.

      4.3.1 Employees who hold or obtain qualifications on the New Zealand Qualifications Framework that the employer, in discussion with the employee, agrees is relevant to the employee’s job description and current position, shall progress as follows:

      1. Where an employee on one of the above scales gains a relevant NZQF qualification at Level 2, he/she shall progress to the ITO 2 step on that scale, unless she/he is currently paid above this step.
      2. Where an employee on one of the above scales gains a relevant NZQF qualification at Level 3, he/she shall progress to the ITO 3 step on that scale, unless she/he is currently paid above this step.
      3. Where a caretaker on one of the above scales gains a relevant NZQF qualification at Level 4, he/she shall progress to the ITO 4 step on that scale, unless she/he is currently paid above this step.

      4.3.2 Progression upon attainment of NZQF qualifications for employees on the supervisors’ scale shall be as follows:

      1. Where a supervisory employee gains a relevant NZQF qualification at Level 2, she/he shall progress 3 steps or, if in a range of rates, have a proportionate increase to his/her base rate.
      2. Where a supervisory employee gains a relevant NZQF qualification at Level 3, he/she shall progress 5 steps or if in a range of rates, have a proportionate increase to his/her base rate.
      3. Where a supervisory employee gains a relevant NZQF qualification at Level 4, he/she shall progress 7 steps or if in a range of rates, have a proportionate increase to his/her base rate.
  • 4.4 Clothing and Footwear Allowance
    • A clothing and footwear allowance at the rate specified below shall be paid after the first week’s employment, except where the employer supplies suitable clothing. For cleaners, provision of a “popover” smock is agreed to be suitable clothing.

      • clothing/footwear allowance – 15 cents/hour (taxable)
  • 4.5 Higher Duties Allowance
    • 4.5.1 Any cleaner or assistant caretaker directed to perform work for which a higher rate is prescribed shall be paid the higher rate for the period of such work; provided that a cleaner can only be directed to perform higher duties in the absence of the caretaker/assistant caretaker/part-time caretaker.

      4.5.2 Nothing in this clause shall prevent an employer from specifically authorising payment of a special duties’ allowance to a worker who is directed, in special circumstances, to carry out duties other than those for which he/she is employed.

  • 4.6 Transport Allowance
    • 4.6.1 Where a worker is directed by his/her employer to use his/her own car, and providing such worker is willing, he/she shall be paid at the rate specified below.

      4.6.2 In such instances the worker shall also be responsible for arranging the appropriate insurance; Provided that where the use of such car on the employer’s business necessitates altering the nature of the insurance on such car, the employer shall refund to the worker any extra premium which is attributable to the car being used on the employer's business.

      • transport allowance - 59 cents per kilometre
  • 4.7 Height Allowance
    • A worker required to work 6.1 metres from the ground or floor, or from 6.1 metres above a veranda, shall be paid an allowance at the rate specified.

      • height allowance - $1.74 per day or portion of a day
  • 4.8 Unusually Dirty Work Allowance
    • A worker performing unusually dirty work in out-of-the-ordinary circumstances such as cleaning or removing vomit and excreta outside of toilet bowls, excess dust and dirt from demolition or construction on site being cleaned, flood damage, sewage overflow, human remains and animal offal, shall while so employed, be paid at the rate specified below. A worker performing such work shall be provided with overalls and gloves and masks where necessary.

      • unusually dirty work allowance - $3.85 per day or part thereof

      Note: Where entitlement arises under this clause, the allowance must be paid in full at this rate once only per day.

  • 4.9 Bicycle Allowance
    • A worker instructed to use his/her own bicycle in the course of employment shall be paid an allowance at the rate specified below.

      • bicycle allowance - $2.47 per week
  • 4.10 Broken Time Allowance
    • Where the daily hours of a worker other than a resident caretaker are not continuous, an allowance shall be paid at the rate specified below. This payment is to recompense the worker for the additional cost of travel and other expenses incurred in working the broken shift.

      • broken time allowance - $3.71 per day
  • 4.11 National Certificate in Cleaning and Caretaking Industry Training Organisation (ITO(NZQF) Qualification Payment
    • An ITO Until 7 May 2018 an NZQF payment shall be paid at the appropriate rate specified below for all hours worked, except where the worker is eligible for a higher payment under clause 4.12.4 above, from the date the qualification is received. No worker is eligible to receive payments under both clauses at the same time.

      • ITONZQF qualification StageLevel 1 (achieve pass in over 50% of credits) – 15 cents per hour; or
      • ITONZQF qualification StageLevel 2 (achieve pass in over 100% of credits) – 30 cents per hour

      Note: With effect from 8 May 2018 NZQF payments will be incorporated into the new pay scales, and the allowance shall cease.