Registered and Licensed Clubs Award

Coverage is the first pressure point under this award because clubs often have mixed operations and overlapping contractor arrangements.

• Confirm the venue is a registered and licensed not-for-profit club within the award definition.
• Check the specific exclusion list before assuming the award applies.
• Use Schedule A to classify the employee by the actual kind of club work being performed.

Part-time rostering is heavily structured under this award. Clubs that rely on flexible staffing need to get the written agreement right at the start.

• Part-time employees must work at least 8 and fewer than 38 ordinary hours per week, or average those hours over the roster cycle.
• Guaranteed hours and availability must be agreed in writing at engagement.
• A part-time employee must not be rostered outside availability, must not be rostered for fewer than 3 or more than 12 hours in a day, and must have 2 days off each week.

Full-time club rostering has more structure than many operators expect. Pick a lawful model and then run the roster consistently against it.

• A full-time employee works an average of 38 hours per week and is entitled to 2 full days off per week as normal rostered days off.
• The award gives several lawful ways to arrange the average of 38 hours, including a 152 hour over 4 week model.
• Where the 152 hour model is used, there must be at least 8 normal rostered days off in each 4 week period and no more than 10 days in a row without a normal rostered day off.
• Maintenance and horticultural employees have special span rules.

Classification and allowance errors are common under this award because the coverage is broad. Clubs should not rely on vague labels like venue staff without checking the duties.

• The award covers many different kinds of club work, so the right classification level matters.
• The introductory level is only a training entry point and has a defined maximum period unless a short extension is agreed and recorded.
• Clause 18.2 says the ordinary rate includes the award rate and the additional first aid allowance where applicable.

Regular extra hours can force a review of the part-time arrangement. This is a contract management issue as much as a payroll issue.

• If a part-time employee has regularly worked ordinary hours in excess of guaranteed hours for at least 12 months, they may request an increase in guaranteed hours.
• If the employer agrees, the written agreement must be varied before the change takes effect.
• A refusal must be on reasonable business grounds and given in writing.
• A genuine and ongoing change in the employee's personal circumstances can also alter availability.

Clubs often have outsourced and overlapping functions. The award needs to be checked against the NES and the other instruments operating at the venue.

• The NES still applies alongside the award.
• The award does not apply where another listed award is the correct coverage instrument.
• On-hire labour can still be covered, subject to the award's exclusions.
• Outsourced functions such as hospitality, security, cleaning or golf operations should be checked carefully before you assume the club award covers the worker.

PR799280, PR799338, PR799494

The current consolidated award incorporates these recent variation determinations. Use the consolidated wording when checking any affected clause, schedule, rate or allowance.

Affected: 18 - Minimum rates, 19 - Allowances, 24 - Penalty rates, Schedule B - Summary of Hourly Rates of Pay, Schedule C - Summary of Monetary Allowances, Schedule E - Supported Wage System