This article provides guidelines on using the pre-built Dry Cleaning and Laundry Industry Award package. For further information about this industry award, refer to Dry Cleaning and Laundry Industry Award MA000096.
Key updates
See the current financial year tab to see award updates for the 2024/25 financial year.
1st
We have updated the award to reflect the Fair Work Commission's National Minimum Wage increase detailed in the Annual Wage Review 2023-24 decision and also includes updates to expense-related allowances. You can find more information on the Determinations here and here.
These changes come into effect from the first full pay period on or after the 1st July 2024. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2024.
We have also updated the "Community Service Leave Taken" pay category, to accrue leave in line with Fair Work.
Install and configure the pre-built award package
For details on how to install and configure this Pre-built Award Template, please review the detailed help article here. Before relying on the award information, users should carefully evaluate its
accuracy, currency, completeness, and relevance for their purposes. You should
also obtain appropriate professional advice.
The award default Rule Set Period is set to Weekly that ends every Sunday. If you follow a different work pattern or roster period, you can review and set the rule-set period date that applies to your organisation.
Special Notes
-
Schedule A—Dry Cleaning Classifications
The platform does not automatically progress employees to Level 2 over a period of up to 6 months at Level 1. You will need to manually update each employee's profile. -
Schedule B—Laundry Classifications
The platform does not automatically progress employees to Level 2 over a period of up to 6 months at Level 1. You will need to manually update each employee's profile.
Rule Name | Clause No. | Details |
---|---|---|
Auto meal break |
17 |
This rule can be customised. |
Minimum break between shifts after overtime |
23.4(b) |
If employee is entitled to be absent for 10 consecutive hours, and there will be no loss of pay for ordinary hours of work time which occur during this absence, the employee should use the work type "Rest Period After Overtime - No Loss of Pay" for the full shift. |
Shiftworker Permanent Night Shift |
25.1 25.4 |
Employees can only be assigned the respective tag "Shiftworker" OR "Permanent Night Shift". Assigning an employee to both tags would not trigger correct calculations. |
Conditions of Pay
Clause | Conditions | |
---|---|---|
Ordinary hours of work |
13.2 |
Dry cleaning workplaces:
Laundry workplaces:
|
Maximum Daily Engagement |
10.5
13.1 |
Part-time: All time worked in excess of the hours agreed. Laundry Workplaces Day Workers:
Shiftworkers:
|
Maximum hours worked in a period |
13.2
10.5 |
Dry Cleaning:
Laundry Workplaces:
Part-time: All time worked in excess of the hours agreed. |
Overtime |
23.1
23.2 |
In calculating overtime, each day's work will stand alone. |
RDO Accrual | 14.3 |
Laundry Workplaces:
|
Call Back | 23.5 |
|
Time off in lieu | 23.3(b) |
The period of time off that an employee is entitled to take is equivalent to the overtime payment that would have been made. |
Clause | Conditions | |
---|---|---|
Shift penalties |
25.1
25.6
25.5 |
Dry Cleaning:
Laundry:
|
Minimum break between shifts after overtime |
23.4 |
10 hours break after an overtime shift, otherwise paid at 200% of the minimum hourly rate. |
Weekend penalties |
24.1
24.2 |
Shiftworkers Dry cleaning:
Laundry Workplaces:
|
Friday shift that spans to Saturday |
24.1(b) |
Laundry Workplaces: If a Friday shift spans to Saturday, employee will be paid whichever is higher.
|
Public Holidays | 24.3 |
|
Working through meal break | 17.1 |
|
Clause | Conditions | |
---|---|---|
Auto meal break |
17.1 |
30 minutes unpaid meal break after 5.5 hours of work. |
Minimum shift engagement |
10.4
11.4
23.5 |
|
Higher duties |
18.6 |
|
Time off in lieu |
23.3(b) |
The period of time off that an employee is entitled to take is equivalent to the overtime payment that would have been made. |
Annual Leave Loading | 26.2 |
|
Higher of Paid FDVL | 17.1 | Employees will receive the earnings from the evaluated shift: weekend and shift penalties. |
Work types
Work types are a description of the kind of shift you are working, and you select them when you record a timesheet. The following is a list of work types employees can select on their timesheet, and the meaning of each item.
Annual Leave Taken | Choose this work type when annual leave is taken. |
Call Back | Choose this work type if recalled to work overtime. |
Compassionate Leave Taken | Choose this work type when compassionate leave is taken. |
Disability Allowance | Choose this work type if an employee is required to handle foul laundry. |
Family and Domestic Violence Leave Taken | Choose this work type when unpaid Family and Domestic Violence Leave is taken. |
First Aid Allowance | Choose this work type if appointed to perform First Aid duty. |
Late Shopping Nights | Choose this work type if assigned to work Late Shopping Nights whose ordinary hours are from 7am-9pm. |
Leave Without Pay Taken. | Choose this work type if any unpaid leave is taken. |
Less than 10 hours break after overtime | Choose this work type if an employee is required to work with less than 10 hours break after overtime. |
Long Service Leave Taken. | Choose this work type when any unpaid leave is taken. |
No minimum engagement | Choose this work type in rare cases where minimum engagement should not apply. |
Overtime Meal Allowance | Choose this work type if an employee is required to work overtime for more than one hour after the usual finishing time on any day. |
Paid Community Service Leave Taken | Choose this work type when community service leave is taken. |
Paid Family and Domestic Violence Leave Taken | Choose this work type when paid Family and Domestic Violence Leave is taken. |
Personal/Carer's Leave Taken | Choose this work type when personal and/or carer's leave is taken. |
Public Holiday not worked | Choose this work type when a Permanent employee is not required to work on a shift falling on a gazetted public holiday that the employee would have otherwise worked on had it not been a public holiday. |
RDO Accrual | Choose this work type to accrue 0.4 RDO per day for every 8 hours of work. |
RDO Taken | Choose this work type when rostered day of leave is taken. |
Rest Period After Overtime - No Loss of Pay | Choose this work type when an employee is entitled to be absent for 10 consecutive hours with no loss of pay for ordinary hours of work time which occur during this absence. |
Time in Lieu of Overtime | Choose this work type to convert certain overtime work hours into a Time in Lieu accrual. |
Time in Lieu taken | Choose this work type when Time in Lieu is taken. |
Shift conditions
Shift Conditions are further details you can add to a shift where more than one condition applies to your shift. Shift conditions are selected when you edit a timesheet record, or when clocking on using the ClockMeIn Time and Attendance or Swag apps. The following is a list of Shift Conditions employees can select on their timesheet, and the meaning of each item.
Disability Allowance | Select this shift condition if employee is required to handle foul laundry. |
First Aid Allowance | Select this shift condition if appointed to perform first aid duty. |
Less than 10 hours break after overtime | Select this shift condition if an employee previously worked overtime and did not have a 10-hour break between the overtime shift and regular shift. |
No minimum engagement | Select this shift condition in rare cases where minimum engagement should not apply. |
Overtime Meal Allowance | Select this shift condition if an employee is required to work overtime for more than one hour after the usual finishing time on any day. |
Tags
Employee Tags are specific conditions typically related to the employee’s agreement. These are often conditions negotiated and agreed between the employer and the employee, or unique characteristics of the employee’s role. Payment of these provisions is usually of a recurring and ongoing nature.
4/8 - 1/6 | Assign this tag if a Laundry Workplaces employee’s working arrangement is 4 days of 8 hours work and one day of 6 hours work. |
6-day workplace | Assign this tag if a Laundry Workplace employee is assigned in a 6-day workshop. |
Disability allowance — handling foul laundry | Assign this tag if an employee is required to handle foul laundry. |
First Aid | Assign this tag if an employee is appointed to perform first aid duty. |
Late Shopping Nights | Assign this tag if a Dry Cleaning Workplace employee is assigned to work on Late Shopping Nights whose ordinary hours is from 7am - 9pm. |
Permanent Night Shift | Assign this tag if an employee is assigned on a permanent night shift which does not alternate with another shift or day. NB: An employee assigned this tag should not also be assigned the “Shiftworker” tag. |
RDO | Assign this tag if a Laundry Workplace employee is to accrue 0.4 RDO per 8 hours of work. |
Shiftworker | Assign this tag if an employees is shiftworker who works an afternoon shift and/or night shift whether alternating with day work or not. NB: An employee assigned this tag should not also be assigned the “Permanent Night Shift” tag. |
TIL of OT | Assign this tag to convert all overtime work hours into a Time in Lieu accrual. |
System Limitations
Please note that rules will not be able to interpret or calculate the below clauses due to system limitations and will require manual intervention.
Clause Name | Clause No. | Details |
---|---|---|
Non-successive morning, afternoon, or night shift & Call Back
|
25.5 and 25.6 |
Currently, the system can only recognise the number of shifts, but not the number of days. If an employee works non-consecutive shifts, and the employer requests a Call Back falling within morning, afternoon, or night shift hours, the Call Back shift will be treated as an additional shift, affecting the count of shifts and the non-consecutive shifts rules. |
Time off instead of payment for overtime |
23.3 |
(d) If the employee requests at any time to be paid for overtime covered by an agreement under clause 23.3, but not taken as time off, the employer must pay the employee for the overtime in the next pay period following the request, at the overtime rate applicable to the overtime when worked. (e) If time off for overtime that has been worked is not taken with the period of 6 months, mentioned in clause 23.3(c), then the employer must pay the employee for the overtime in the next pay period following those 6 months, at the overtime rate applicable to the overtime when worked. |