CROWN-WIDE AGREEMENT
- 2-year agreement ending 30 June 2025
- Wages & allowances:
- 4.25% backdated to 1 July 2023 (including all new cohorts)
- 4% on 1 July 2024
- Weekend allowances (7pm Friday – 7am Monday):
- $9ph 7pm-7am backdated to 1 July 2023; $10ph on 1 July 2024
- $4ph 7am-7pm backdated to 1 July 2023
- Public Holidays for all part-time workers:
- payment for public holidays not worked if you are not rostered to work but have regularly worked that day of the week, ie. have worked that day 60% of the last 12-months (no change for full-time workers)
- Time-based progression for Security, Card Room, Gaming Machines, Service Execs, Laundry Attendants, Hotels/F&B Levels 2-5, Warehouse, Corporate, Services & others:
- more than 5 years’ service (if applicable) – an additional 1% on top of the existing base hourly rate* (backdated to 1 July 2023)
- more than 10 years’ service – an additional 2% on top of the existing base hourly rate* (backdated to 1 July 2023)
- more than 15 years’ service – an additional 3% on top of the existing base hourly rate* (backdated to 1 July 2023)
*for Gaming Machines / Service Execs this will be calculated on top of the 2yrs+ base hourly rate
- Access to annual leave:
- Two “restricted periods” at Christmas/NY and Lunar NY, otherwise fair and reasonable access to paid leave. No “blackout” periods
- Additional 25% penalty on Christmas Day (225%)
- Split-shift allowance payable if 2hr break between split shifts (or longer)
- Review of rostering practices
- in relation to Table Games – review 6-day stretches
- review of current templates and practices (including shift durations and distribution of AM/PM shifts)
- fairer distribution of access to weekends off
- Commitment to insourcing (direct employment) of public areas cleaning by 30/06/25
- Crown and Union to work together to minimise absenteeism
- Improvements to redundancy as follows:
Continuous Service | Current | Proposed |
Less than 1 year | 2 weeks’ pay | 2 weeks’ pay |
At least 1 year but less than 2yrs | 4 weeks’ pay | 4 weeks’ pay |
At least 2 years but less than 3yrs | 6 weeks’ pay | 6 weeks’ pay |
At least 3 years but less than 4yrs | 7 weeks’ pay | 7 weeks’ pay |
At least 4 years but less than 5yrs | 8 weeks’ pay | 8 weeks’ pay |
At least 5 years but less than 6yrs | 10 weeks’ pay | 10 weeks’ pay |
At least 6 years but less than 7yrs | 12 weeks’ pay | 12 weeks’ pay |
At least 7 years but less than 8yrs | 14 weeks’ pay | 14 weeks’ pay |
At least 8 years but less than 9yrs | 16 weeks’ pay | 17 weeks’ pay |
At least 9 years but less than 10yrs | 18 weeks’ pay | 20 weeks’ pay |
At least 10 years but less than 11yrs | 20 weeks’ pay | 23 weeks’ pay |
Thereafter
| 1 additional weeks’ pay for each completed year of service up to a maximum of 40 weeks in total (eg. 30 weeks after 20yrs) | 3 additional weeks’ pay for each completed year of service up to a maximum of 52 weeks in total (eg. 52 weeks after 20yrs) |
Removal of existing “recognition allowance”
72-hours notice of change of rosters in “pandemic-like circumstances”
Other agreed matters:
Agreement for pay rates, classifications and hours of work for all new cohorts (& RGA’s)
Improved union rights (union meetings to happen during shift not before/after)
Security SSO Level 8 to require Cert III & 4yrs experience (new security officers only)
RSA Officers classifications will require demonstrable experience outside the Company (except Level 4)
Removal of reference to “Mahogany Room Cashier” from Level 9 Cage and Count
Cage and Count employees will be provided with chip bank training
Recognition of prior service as a Dealer with Crown Melbourne if re-employment occurs within 5yrs (re-employment to occur at previous classification level)
MANAGERS & SURVEILLANCE AGREEMENT
2-year Agreement ending 30 Sep 2025:
- 0.75% wage increase backdated to 1 July 2023 (additional to the 3.5% already paid) with all new cohorts to receive the full backdated 4.25%
- 38hr week introduced for all departments by 1 July 2024 (no wage increase 1 July 2024)
- 3.5% wage increase 1 July 2025 (with existing protection mechanism maintained if higher increase negotiated in 2025)
- *superannuation increases will not be absorbed in any wage increases
- Weekend allowances, Redundancy improvements, Public Holiday improvements, access to annual leave & rostering as per Crown-wide