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This Fair Work Commission consolidated modern award incorporates all amendments up to and including 27 August 2024 (PR777281 and PR778019).
Clause(s) affected by the most recent variation(s):
2—Definitions
11—Casual employees
12A—Employee right to disconnect
28—Dispute resolution
Table of Contents
[Varied by PR750521, PR774763, PR778019]
Schedule H —Agreement for Time Off Instead of Payment for Overtime............................. 79
Part 1—Application and Operation of this Award
1. Title and commencement
1.1 This award is the Port Authorities Award 2020.
1.2 This modern award commenced operation on 1 January 2010. The terms of the award have been varied since that date.
1.3 A variation to this award does not affect any right, privilege, obligation or liability that a person acquired, accrued or incurred under the award as it existed prior to that variation.
[Varied by PR733934, PR774763, PR777281]
In this award, unless the contrary intention appears:
Act means the Fair Work Act 2009 (Cth).
all purposes means the payment will be included in the rate of pay of an employee who is entitled to the allowance, when calculating any penalties or loadings or payment while they are on annual leave.
adult apprentice means an apprentice who is 21 years of age or over at the commencement of their apprenticeship.
afternoon shift means a shift that commences after 10.00 am and before 8.00 pm.
[Definition of casual employee inserted by PR733934 from 27Sep21; varied by PR777281 from 27Aug24]
casual employee has the meaning given by section 15A of the Act.
NOTE: Section 15A of the Act was amended with effect from 26 August 2024. Under clause 102(3) of Schedule 1 to the Act, an existing employee who was a casual employee of an employer under section 15A as it was immediately before that date is taken to be a casual employee of the employer for the purposes of section 15A after that date.
casual ordinary hourly rate means the hourly rate for a casual employee for the employee's classification specified in clause 15—Classifications and minimum rates, inclusive of the casual loading which is payable for all purposes. Where an employee is entitled to an additional all-purpose allowance, this allowance forms part of that employee’s casual ordinary hourly rate.
defined benefit member has the meaning given by the Superannuation Guarantee (Administration) Act 1992 (Cth).
employee means national system employee within the meaning of the Act.
[Definition of employee organisation inserted by PR774763 from 01Jul24]
employee organisation has the meaning given by section 12 of Act.
employer means national system employer within the meaning of the Act.
[Definition of enterprise inserted by PR774763 from 01Jul24]
enterprise has the meaning given by section 12 of the Act.
exempt public sector superannuation scheme has the meaning given by the Superannuation Industry (Supervision) Act 1993 (Cth).
MySuper product has the meaning given by the Superannuation Industry (Supervision) Act 1993 (Cth).
NES means the National Employment Standards as contained in sections 59 to 131 of the Act.
night shift means a shift that commences at or after 8.00 pm and before 5.00 am.
on-hire means the on-hire of an employee by their employer to a client, where such employee works under the general guidance and instruction of the client or a representative of the client.
ordinary hourly rate means the hourly rate for the employee's classification specified in clause 15—Classifications and minimum rates plus any allowances specified as being included in the employee's ordinary hourly rate or payable for all purposes.
port operator has the meaning given in clause 4.2.
port services includes:
(a) infrastructure management and integration;
(b) communications;
(c) navigation services including channel marking and management and pilot transfers;
(d) landside logistics, including loading and unloading facilities;
(e) mooring and gangways;
(f) sewage and waste disposal;
(g) security;
(h) emergency response;
(i) dredging;
(j) survey; and
(k) passenger services.
[Definition of regular casual employee inserted by PR733934 from 27Sep21]
regular casual employee has the meaning given by section 12 of the Act.
shiftwork means work performed by shiftworkers.
shiftworker means an employee who is a 7 day shiftworker who is regularly rostered to work on Sundays and public holidays.
[Definition of small business employer inserted by PR774763 from 01Jul24]
small business employer has the meaning given by section 23 of the Act.
standard rate means the minimum weekly rate for a Level 4 employee in clause 15—Classifications and minimum rates.
[Definition of workplace delegate inserted by PR774763 from 01Jul24]
workplace delegate has the meaning given by section 350C(1) of the Act.
3. The National Employment Standards and this award
3.1 The National Employment Standards (NES) and this award contain the minimum conditions of employment for employees covered by this award.
3.2 Where this award refers to a condition of employment provided for in the NES, the NES definition applies.
3.3 The employer must ensure that copies of the award and the NES are available to all employees to whom they apply, either on a notice board which is conveniently located at or near the workplace or through accessible electronic means.
[Varied by PR743427]
4.1 This industry award covers employers throughout Australia who are port operators and their employees in the classifications listed in clause 15—Classifications and minimum rates to the exclusion of any other modern award.
4.3 The award does not cover maintenance contractors covered by the following awards:
[4.3 varied by PR743427 ppc 11Jul22]
(a) the Manufacturing and Associated Industries and Occupations Award 2020; or
(b) the Electrical, Electronic and Communications Contracting Award 2020.
4.4 This award does not cover:
(a) employees excluded from award coverage by the Act;
(b) employees who are covered by a modern enterprise award or an enterprise instrument (within the meaning of the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)), or employers in relation to those employees; or
(c) employees who are covered by a State reference public sector modern award or a State reference public sector transitional award (within the meaning of the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)), or employers in relation to those employees.
4.5 This award covers any employer which supplies labour on an on-hire basis to a Port operator in respect of on-hire employees in classifications covered by this award, and those on-hire employees, while engaged in the performance of work for a business in that industry. Clause 4.5 operates subject to the exclusions from coverage in this award.
4.6 This award covers employers which provide group training services for apprentices and/or trainees engaged by a Port operator and those apprentices and/or trainees engaged by a group training service hosted by a company to perform work at a location where the activities described herein are being performed. Clause 4.6 operates subject to the exclusions from coverage in this award.
4.7 Where an employer is covered by more than one award, an employee of that employer is covered by the award classification which is most appropriate to the work performed by the employee and to the environment in which the employee normally performs the work.
NOTE: Where there is no classification for a particular employee in this award it is possible that the employer and that employee are covered by an award with occupational coverage.
5. Individual flexibility arrangements
5.1 Despite anything else in this award, an employer and an individual employee may agree to vary the application of the terms of this award relating to any of the following in order to meet the genuine needs of both the employee and the employer:
(a) arrangements for when work is performed; or
(b) overtime rates; or
(c) penalty rates; or
(d) allowances; or
(e) annual leave loading.
5.2 An agreement must be one that is genuinely made by the employer and the individual employee without coercion or duress.
5.3 An agreement may only be made after the individual employee has commenced employment with the employer.
5.4 An employer who wishes to initiate the making of an agreement must:
(a) give the employee a written proposal; and
(b) if the employer is aware that the employee has, or reasonably should be aware that the employee may have, limited understanding of written English, take reasonable steps (including providing a translation in an appropriate language) to ensure that the employee understands the proposal.
5.5 An agreement must result in the employee being better off overall at the time the agreement is made than if the agreement had not been made.
5.6 An agreement must do all of the following:
(a) state the names of the employer and the employee; and
(b) identify the award term, or award terms, the application of which is to be varied; and
(c) set out how the application of the award term, or each award term, is varied; and
(d) set out how the agreement results in the employee being better off overall at the time the agreement is made than if the agreement had not been made; and
(e) state the date the agreement is to start.
5.7 An agreement must be:
(a) in writing; and
5.8 Except as provided in clause 5.7(b), an agreement must not require the approval or consent of a person other than the employer and the employee.
5.9 The employer must keep the agreement as a time and wages record and give a copy to the employee.
5.10 The employer and the employee must genuinely agree, without duress or coercion to any variation of an award provided for by an agreement.
5.11 An agreement may be terminated:
(a) at any time, by written agreement between the employer and the employee; or
NOTE: If an employer and employee agree to an arrangement that purports to be an individual flexibility arrangement under this award term and the arrangement does not meet a requirement set out in section 144 then the employee or the employer may terminate the arrangement by giving written notice of not more than 28 days (see section 145 of the Act).
5.12 An agreement terminated as mentioned in clause 5.11(b) ceases to have effect at the end of the period of notice required under that clause.
5.13 The right to make an agreement under clause 5 is additional to, and does not affect, any other term of this award that provides for an agreement between an employer and an individual employee.
6. Requests for flexible working arrangements
[6 substituted by PR763248 ppc 01Aug23]
Requests for flexible working arrangements are provided for in the NES.
NOTE: Disputes about requests for flexible working arrangements may be dealt with under clause 28—Dispute resolution and/or under section 65B of the Act.
7.1 A facilitative provision provides that the standard approach in an award provision may be departed from by agreement between an employer and an individual employee, or an employer and the majority of employees in the enterprise or part of the enterprise concerned.
7.2 Facilitative provisions in this award are contained in the following clauses:
|
Clause |
Provision |
Agreement between an employer and: |
|
12.2(b) |
Ordinary hours—weekends |
An individual or the majority of employees |
|
12.2(c)(ii) |
Ordinary hours—spread of hours |
An individual or the majority of employees |
|
12.5 |
Method of arranging ordinary working hours |
Majority of employees |
|
12.7 |
Make-up time |
An individual |
|
16.1 |
Payment of wages |
An individual |
|
19.5(a) |
Time off instead of overtime payment |
An individual |
|
20.4 |
Annual leave in advance |
An individual |
|
20.8 |
Cashing out of annual leave |
An individual |
An employee may be engaged on a full-time, part-time or casual basis.
A full-time employee is engaged to work an average of 38 ordinary hours per week.
10.1 A part-time employee is an employee who:
(a) is engaged to work an average of fewer than 38 ordinary hours per week; and
(b) receives, on a pro rata basis, equivalent pay and conditions to those of full-time employees who do the same kind of work.
10.2 For each hour worked, a part-time employee will be paid no less than the ordinary hourly rate of pay for their classification in clause 15—Classifications and minimum rates.
10.4 All time worked in excess of the agreed hours will be paid at the appropriate overtime rate.
[Varied by PR723947, PR733934, PR777281]
[11.1 deleted by PR733934 from 27Sep21]
[11.2 renumbered as 11.1 by PR733934 from 27Sep21]
11.1 A casual employee’s ordinary hours of work are the lesser of 38 hours per week or the hours required to be worked by the employer.
11.2 Casual loading
[11.3 renumbered as 11.2 by PR733934 from 27Sep21]
[11.2(a) substituted by PR723947 ppc 20Nov20]
(a) For each ordinary hour worked, a casual employee must be paid:
(i) the ordinary hourly rate for the classification in which they are employed; and
(ii) a loading of 25% of the ordinary hourly rate.
(b) The casual loading is paid instead of annual leave, paid personal/carer’s leave, notice of termination, redundancy benefits and other entitlements of full-time or part-time employment.
(c) The loading constitutes part of the casual employee’s all purpose-rate.
[New 11.4 inserted by PR723947 ppc 20Nov20; 11.4 renumbered as 11.3 by PR733934 from 27Sep21]
11.3 When a casual employee works overtime, they must be paid the overtime rates in clauses 19.1(b), 19.3(b), 19.4(b) and 19.5(b).
[11.4 renumbered as 11.5 by PR723947, 11.5 renumbered as 11.4 by PR733934 from 27Sep21]
11.4 A casual employee must be engaged and paid for at least 2 consecutive hours of work on each occasion they are required to attend work.
11.5 Changes to casual employment status
[11.5 renumbered as 11.6 by PR723947; 11.6 renumbered as 11.5 and renamed and substituted by PR733934; renamed and substituted by PR777281 from 27Aug24]
A pathway for employees to change from casual employment to full-time or part-time employment is provided for in the NES. See sections 66A to 66MA of the Act.
NOTE: Disputes about changes to casual employment status may be dealt with under sections 66M and 66MA of the Act and/or under clause 28—Dispute resolution.
12.1 Clause 12 supplements Division 3 of the NES which deals with maximum weekly hours.
(a) Subject to clause 12.5, the ordinary hours of work for day workers are an average of 38 hours per week but not exceeding 608 hours over a period of 16 weeks.
(i) The ordinary hours of work are to be worked continuously, except for meal breaks, at the discretion of the employer between 6.00 am and 7.00 pm.
(a) Continuous shiftwork means work carried out:
(i) on continuous shifts of employees;
(ii) over 24 hours a day;
(iii) on each day in the week; and
(iv) without interruption, except for breakdowns or due to unavoidable causes beyond the control of the employer.
(b) The ordinary hours of continuous shiftworkers are, at the discretion of the employer, to average 38 hours per week inclusive of meal breaks and must not exceed 608 hours in 16 weeks.
(c) Continuous shiftworkers may be required to work shifts up to 12 ordinary hours of work subject to clause 12.5(e) and provided that a continuous shiftworker will not work more than one shift in any day other than for a regular changeover of shifts.
12.4 Non-continuous shiftworkers
(a) The ordinary hours of non-continuous shiftworkers are, at the discretion of the employer, to average 38 hours per week and must not exceed 608 hours in 16 weeks.
(b) The ordinary hours of work must be worked continuously, except for meal breaks, at the discretion of the employer.
(c) Non-continuous shiftworkers may be required to work shifts up to 12 ordinary hours of work subject to clause 12.5(e) and provided that a non-continuous shiftworker will not work more than one shift in any day other than for a regular changeover of shifts.
12.5 Methods of arranging ordinary working hours
(a) The arrangement of ordinary working hours in clause 12.5(a) is subject to the employer’s right to fix the daily hours of work for day workers from time to time within the spread of hours referred to in clause 12.2(c) and the employer’s right to fix the starting and finishing time of shifts from time to time.
(b) The arrangement of ordinary working hours must be by agreement between the employer and the majority of employees in the enterprise or part of the enterprise concerned.
(c) This does not preclude the employer reaching agreement with individual employees about how their working hours are to be arranged.
(d) The matters on which agreement may be reached include:
(i) how the hours are to be averaged within a work cycle established in accordance with clauses 12.2, 12.3 and 12.4;
(ii) the duration of the work cycle for day workers provided that such duration does not exceed 3 months;
(iii) rosters which specify the starting and finishing times of working hours;
(iv) a period of notice of a rostered day off which is less than 4 weeks;
(v) substitution of rostered days off;
(vi) accumulation of rostered days off;
(vii) arrangements which allow for flexibility in relation to the taking of rostered days off; and
(viii) any arrangements of ordinary hours which exceed 8 hours in any day.
(i) Subject to clauses 12.3(c) and 12.4(c), by agreement between an employer and the majority of employees in the enterprise or part of the enterprise concerned, 12 hour days or shifts may be introduced subject to:
(ii) proper health monitoring procedures being introduced;
(iii) suitable roster arrangements being made;
(iv) proper supervision being provided;
(v) adequate breaks being provided; and
(vi) a trial or review process being jointly implemented by the employer and the employees or their representatives.
(f) Shifts other than a rostered shift
Where an employee works on a shift other than a rostered shift, the employee must:
(i) if employed on continuous work, be paid at the rate of 200% of the ordinary hourly rate; or
(ii) if employed on other shiftwork, be paid at the rate of 150% of the ordinary hourly rate for the first 3 hours and 200% thereafter.
(g) Clause 12.5(f) does not apply when the time is worked:
(i) by arrangement between the employees themselves;
(ii) for the purposes of effecting the customary rotation of shifts; or
(iii) on a shift to which the employee is transferred on short notice as an alternative to standing the employee off in circumstances which would entitle the employer to deduct payment in accordance with section 524 of the Act.
12.6 Daylight saving
(a) For work performed on a shift that spans the time when daylight saving begins or ends, as prescribed by relevant State or Territory legislation, an employee will be paid according to adjusted time (i.e. the time on the clock at the beginning of work and the time on the clock at the end of work).
(b) The terms standard time and summer time have the same meaning as in the relevant State or Territory legislation.
(a) An employee may elect, with the consent of the employer, to work make-up time under which the employee takes time off during ordinary hours, and works those hours at a later time, during the spread of ordinary hours provided in this award.
(b) An employee on shiftwork may elect, with the consent of their employer, to work make-up time under which the employee takes time off during ordinary hours and works those hours at a later time, at the rate which would have been applicable to the hours taken off.
12A. Employee right to disconnect
[12A inserted by PR778019 from 26Aug24]
12A.1 Clause 12A provides for the exercise of an employee’s right to disconnect under section 333M of the Act.
NOTE:
(a) Section 333M provides that, unless it is unreasonable to do so, an employee may refuse to monitor, read or respond to contact, or attempted contact, from:
(1) their employer outside of the employee’s working hours,
(2) a third party if the contact or attempted contact relates to, their work and is outside of the employee's working hours.
(b) Section 333M(3) lists matters that must be taken into account in determining whether an employee’s refusal is unreasonable.
(c) Section 333M(5) provides that an employee’s refusal will be unreasonable if the contact or attempted contact is required under a law of the Commonwealth, a State or a Territory.
(d) Section 333N provides for the resolution of disputes about whether an employee’s refusal is unreasonable and about the operation of section 333M.
(e) The general protections in Part 3–1 of the Act prohibit an employer taking adverse action against an employee because of the employee’s right to disconnect under section 333M of the Act.
12A.2 Clause 12A applies from the following dates:
(a) 26 August 2024—for employers that are not small business employers on this date and their employees.
(b) 26 August 2025—for employers that are small business employers on 26 August 2024 and their employees.
12A.3 An employer must not directly or indirectly prevent an employee from exercising their right to disconnect under the Act.
12A.4 Clause 12A.3 does not prevent an employer from contacting, or attempting to contact, an employee outside of the employee’s working hours in circumstances including to notify them of a recall to work under clause 19.2.
13.1 Rostering
(a) Subject to clause 27—Consultation about changes to rosters or hours of work, the employer may change shift rosters or require an employee to work a different shift roster where operational circumstances require. The employer will provide the employee with as much notice as practicable prior to any change in the roster and, wherever possible, the employer will consult with the employee before any change to the roster is made.
(b) The employer will arrange overtime work or shiftwork in a manner that ensures employees are provided with a break between work on successive days or shifts. The minimum break will reflect the operational requirements and conform to the principles of fatigue management.
14.1 An employee, other than a continuous shiftworker on shifts greater than 10 hours, may be rostered for an unpaid meal break between 30 and 60 minutes during the course of an 8 hour shift provided that it does not interfere with operational requirements. Where an unpaid meal break is provided, the employee, where practical, should not be required to work more than 5 hours without a break.
14.2 An employee, other than a continuous shiftworker, who works 8 hours or more during any shift will be entitled to two 10 minute paid rest breaks, one in the morning and one in the afternoon.
14.3 An employee, other than a continuous shiftworker, who works less than 8 hours during any shift but more than 5 hours will be entitled to one 10 minute paid rest break at a time agreed with the employer.
14.4 A continuous shiftworker employee on a shift of greater than 10 hours will be entitled to one paid 20 minute meal break during the first 5 hours of each shift and a further paid 10 minute break within each subsequent period of 4 hours, provided that such breaks do not interfere with operational requirements.
15. Classifications and minimum rates
[Varied by PR720159, PR718869, PR729309, PR733934, PR740731, PR762160, PR767891, PR773935]
[15.1(a) varied by PR718869, PR729309, PR740731, PR762160, PR773935 ppc 01Jul24]
(a) An employer must pay adult employees the following minimum rates for ordinary hours worked by the employee:
|
Employee classification |
Minimum weekly rate (full-time employee) |
Minimum hourly rate |
|
|
$ |
$ |
|
Level 1 |
891.50 |
23.46 |
|
Level 2 |
937.50 |
24.67 |
|
Level 3 |
980.40 |
25.80 |
|
Level 4 |
1032.30 |
27.17 |
|
Level 5 |
1064.70 |
28.02 |
|
Level 6 |
1097.10 |
28.87 |
|
Level 7 |
1126.30 |
29.64 |
|
Level 8 |
1191.50 |
31.36 |
|
Level 9 |
1277.10 |
33.61 |
|
Level 10 |
1354.90 |
35.66 |
|
Level 11 |
1526.00 |
40.16 |
|
Level 12 |
1723.50 |
45.36 |
|
Level 13 |
2506.90 |
65.97 |
|
Level 14 |
2628.00 |
69.16 |
|
Level 15 |
2749.50 |
72.36 |
NOTE: See Schedule B—Summary of Hourly Rates of Pay for a summary of hourly rates of pay including overtime and penalty rates.
(b) The classification structure and definitions for the above classifications are contained in Schedule A—Classification Structure.
15.2 Junior employee rates
[15.2 varied by PR767891 ppc 31Dec23]
Where the law permits junior employees to perform work covered by this award, the junior employee will be entitled to the percentage of the applicable adult weekly rate (in the case of part-time or casual employees the hourly rate) for their classification as set out in the table below.
|
Age |
Percentage of adult rate |
|
|
% |
|
Under 17 years |
75 |
|
At 17 years |
85 |
|
At 18 years |
100 |
(a) The terms of this award apply to apprentices and trainees, subject to the provisions of an applicable contract of apprenticeship or training agreement operating under federal, State or Territory apprenticeship or training legislation.
|
Year of apprenticeship |
Percentage of adult rate |
|
|
|
|
1st year |
45 |
|
2nd year |
55 |
|
3rd year |
75 |
|
4th year |
88 |
(c) Apprentices who commenced their apprenticeship on or after 1 January 2014 will be entitled to the rate prescribed in clause 15.3(b) or the following percentage of the Level 4 adult weekly rate in clause 15.1(a) whichever is the greater:
|
Year of apprenticeship |
Percentage of standard rate for apprentices who have not completed year 12 % |
Percentage of standard rate for apprentices who have completed year 12 % |
|
1st year |
50 |
55 |
|
2nd year |
60 |
65 |
|
3rd year |
75 |
75 |
|
4th year |
88 |
88 |
(d) The minimum wage of an adult apprentice who commenced on or after 1 January 2014 and is in the first year of their apprenticeship must be 80% of the minimum rate for the Level 4 classification, or the rate prescribed by clause 15.3(b) or 15.3(c) for the relevant year of the apprenticeship, whichever is the greater.
(e) The minimum wage of an adult apprentice who commenced on or after 1 January 2014 and is in the second and subsequent years of their apprenticeship must be the rate for the lowest adult classification in clause 15.1—Adult employee rates, or the rate prescribed by clause 15.3(b) or 15.3(c) for the relevant year of the apprenticeship, whichever is the greater.
[15.3(f) varied by PR733934 from 27Sep21]
(f) A person employed by an employer under this award immediately prior to entering into a training agreement as an adult apprentice with that employer must not suffer a reduction in their minimum wage by virtue of entering into the training agreement, provided that the person has been an employee in that enterprise for at least 6 months as a full-time employee or 12 months as a part-time or regular casual employee immediately prior to commencing the apprenticeship. For the purpose only of fixing a minimum wage, the adult apprentice must continue to receive the minimum wage that applies to the classification specified in clause 15.1 in which the adult apprentice was engaged immediately prior to entering into the training agreement.
15.4 Apprentice conditions of employment
(a) Block release training
(ii) Provided that clause 15.4 will not apply where the apprentice could attend an alternative Registered Training Organisation (RTO) and the use of the more distant RTO is not agreed between the employer and the apprentice.
(iii) For the purposes of 15.4(a)(i) above, excess reasonable travel costs include the total costs of reasonable transportation (including transportation of tools where required), accommodation costs incurred while travelling (where necessary) and reasonable expenses incurred while travelling, including meals, which exceed those incurred in travelling to and from work.
(iv) For the purposes of clause 15.4(a)(i), excess travel costs do not include payment for travelling time or expenses incurred while not travelling to and from block release training.
(b) Reduction of payment
(i) The amount payable by an employer under 15.4(a)(i) may be reduced by an amount the apprentice is eligible to receive for travel costs to attend block release training under a Government apprentice assistance scheme. This will only apply if an apprentice has either received such assistance or their employer has advised them in writing of the availability of such assistance.
· within 6 months of the commencement of the apprenticeship or the relevant stage of the apprenticeship; or
· within 3 months of the commencement of the training provided by the RTO.
whichever is the later, unless there is unsatisfactory progress.
(iii) An employer may meet its obligations under 15.4(b)(ii) by paying any fees and/or cost of textbooks directly to the RTO.
(i) An apprentice is entitled to be released from work without loss of continuity of employment and to payment of the appropriate wages to attend any training and assessment specified in, or associated with, the training contract.
(ii) Time spent by an apprentice in attending any training and/or assessment specified in, or associated with, the training contract is to be regarded as time worked for the employer for the purposes of calculating the apprentice’s wages and determining the apprentice’s employment conditions. Clause 15 operates subject to the provisions of Schedule D—School-based Apprentices.
(d) No apprentice will, except in an emergency, work or be required to work overtime or shiftwork at times which would prevent their attendance at training consistent with their training contract.
15.5 School-based apprentices
For school-based apprentices, see Schedule D—School-based Apprentices.
15.6 Higher duties
An employee performing the tasks, role and responsibilities of an employee at a higher classification on a temporary basis for one shift or day, must be paid at the higher wage rate for the period they perform those duties
For employees who because of the effects of a disability are eligible for a supported wage, see Schedule E—Supported Wage System.
[15.8(a) varied by PR720159 ppc 18Jun20]
(a) Schedule E to the Miscellaneous Award 2020 sets out minimum wage rates and conditions for employees undertaking traineeships.
[15.8(b) varied by PR720159 ppc 18Jun20, PR718869, PR729309, PR740731, PR762160, PR773935 ppc 01Jul24]
(b) This award incorporates the terms of Schedule E to the Miscellaneous Award 2020 as at 1 July 2024. Provided that any reference to “this award” in Schedule E to the Miscellaneous Award 2020 is to be read as referring to the Port Authorities Award 2020 and not the Miscellaneous Award 2020.
NOTE: Regulations 3.33(3) and 3.46(1)(g) of Fair Work Regulations 2009 set out the requirements for pay records and the content of payslips including the requirement to separately identify any allowance paid.
16.2 Wages will be paid by cash or electronic funds transfer (EFT).
16.3 Payment on termination of employment
(i) the employee’s wages under this award for any complete or incomplete pay period up to the end of the day of termination; and
(ii) all other amounts that are due to the employee under this award and the NES.
(b) The requirement to pay wages and other amounts under clause 16.3(a) is subject to further order of the Commission and the employer making deductions authorised by this award or the Act.
NOTE 1: Section 117(2) of the Act provides that an employer must not terminate an employee’s employment unless the employer has given the employee the required minimum period of notice or “has paid” to the employee payment instead of giving notice.
NOTE 2: Clause 16.3(b) allows the Commission to make an order delaying the requirement to make a payment under clause 16.3. For example, the Commission could make an order delaying the requirement to pay redundancy pay if an employer makes an application under section 120 of the Act for the Commission to reduce the amount of redundancy pay an employee is entitled to under the NES.
NOTE 3: State and Territory long service leave laws or long service leave entitlements under section 113 of the Act, may require an employer to pay an employee for accrued long service leave on the day on which the employee’s employment terminates or shortly after.
[Varied by PR720159, PR718869, PR719022, PR729309, PR729494, PR740899, PR740731, PR762160, PR762324, PR773935, PR774106,]
NOTE: Regulations 3.33(3) and 3.46(1)(g) of Fair Work Regulations 2009 set out the requirements for pay records and the content of payslips including the requirement to separately identify any allowance paid.
17.1 Employers must pay to an employee the allowances the employee is entitled to under clause 17.
NOTE: See Schedule C—Summary of Monetary Allowances for a summary of monetary allowances and method of adjustment.
17.2 Wage-related allowances
Allowances paid for all purposes are included in the rate of pay of an employee who is entitled to the allowance, when calculating any penalties or loadings or payment while they are on annual leave. The electrician’s licence allowance (clause 17.2(b)) is paid for all purposes under this award.
(b) Electrician’s licence allowance
[17.2(b) varied by PR718869, PR729309, PR740731, PR762160, PR773935 ppc 01Jul24]
An electrical worker who is an electrical mechanic who holds and in the course of their duties may be required to use an unrestricted electrician licence must be paid an all-purpose allowance of $46.97 per week.
[17.2(c) varied by PR718869, PR729309 , PR740731, PR762160, PR773935 ppc 01Jul24]
An employee who has been trained to provide first aid and who is the current holder of appropriate first aid qualifications such as a certificate from the St John Ambulance or similar body must be paid a weekly allowance of $18.58 per week, if appointed by the employer as a first aid officer.
17.3 Expense-related allowances
(a) Motor vehicle/motorcycle reimbursement rate
[17.3(a)(i) varied by PR729494, PR740899, PR762324, PR774106 ppc 01Jul24]
(i) Where approval has been given for the use of the private motor vehicle/motorcycle by the employer, employees will be paid an allowance of $0.98 per kilometre.
(ii) Reimbursement for the use of a private motor vehicle/motorcycle will only occur where the employer has given approval prior to the actual use of the private motor vehicle/motorcycle by the employee.
(b) Protective clothing and equipment
(ii) The provisions of clause 17.3(b)(i) do not apply where the clothing and equipment is supplied by the employer.
[17.3(c) varied by PR719022, PR729494, PR740899, PR762324, PR774106 ppc 01Jul24]
A qualified tradesperson (Level 4 and above) who is required by the employer to provide tools will be paid $17.90 per week for supplying and maintaining tools ordinarily required for the performance of their work as tradespersons.
[Varied by PR771328]
18.1 Superannuation legislation
[18.1 substituted by PR771328 ppc 09Apr24]
(a) The NES and Superannuation legislation, including the Superannuation Guarantee (Administration) Act 1992 (Cth), the Superannuation Guarantee Charge Act 1992 (Cth), the Superannuation Industry (Supervision) Act 1993 (Cth) and the Superannuation (Resolution of Complaints) Act 1993 (Cth), deal with the superannuation rights and obligations of employers and employees.
(b) The rights and obligations in clause 18 supplement those in superannuation legislation and the NES.
NOTE: Under superannuation legislation:
(a) Individual employees generally have the opportunity to choose their own superannuation fund.
(b) If a new employee does not choose a superannuation fund, the employer must ask the Australian Taxation Office (ATO) whether the employee is an existing member of a stapled superannuation fund and, if stapled fund details are provided by the ATO, make contributions to the stapled fund.
(c) If an employee does not choose a superannuation fund and does not have a stapled fund, the choice of superannuation fund requirements will be satisfied by contributions made to a superannuation fund nominated in the award covering the employee, provided the fund is able to accept contributions for the benefit of the employee.
(d) A fund may not be able to accept contributions for the benefit of an employee if the employee would be a new member of the fund’s MySuper product and the MySuper product is closed to new members because it has failed the performance tests of Australian Prudential Regulation Authority (APRA) for 2 consecutive years.
An employer must make such superannuation contributions to a superannuation fund for the benefit of an employee as will avoid the employer being required to pay the superannuation guarantee charge under superannuation legislation with respect to that employee.
18.3 Voluntary employee contributions
(a) Subject to the governing rules of the relevant superannuation fund, an employee may, in writing, authorise their employer to pay on behalf of the employee a specified amount from the post-taxation wages of the employee into the same superannuation fund as the employer makes the superannuation contributions provided for in clause 18.2.
(c) The employer must pay the amount authorised under clauses 18.3(a) or 18.3(b) no later than 28 days after the end of the month in which the deduction authorised under clauses 18.3(a) or 18.3(b) was made.
18.4 Superannuation fund
[18.4 varied by PR771328 ppc 09Apr24]
Unless, to comply with superannuation legislation, the employer is required to make the superannuation contributions provided for in clause 18.2 to another superannuation fund, the employer must make the superannuation contributions provided for in clause 18.2 and pay any amount authorised under clauses 18.3(a) or 18.3(b) to one of the following superannuation funds or its successor, provided that, in respect of new employees, the fund is able to accept new beneficiaries:
(a) First State Super (NSW);
(b) Sunsuper;
(c) QSuper;
(d) Tasplan;
(e) Equipsuper;
(f) M.T.A.A. Super Fund;
(g) Statewide Superannuation Trust (SST);
(h) Maritime Super;
(i) AMP Superannuation Savings Trust;
(j) Westscheme
(k) any superannuation fund to which the employer was making superannuation contributions for the benefit of its employees before 12 September 2008, provided the superannuation fund is an eligible choice fund and is a fund that offers a MySuper product or is an exempt public sector superannuation scheme; or
(l) a superannuation fund or scheme which the employee is a defined benefit member of.
Part 5—Overtime and Penalty Rates
19. Overtime and penalty rates
[Varied by PR723947, PR763248]
19.1 Overtime and penalty rates—Monday to Friday
[19.1(a) varied by PR723947 ppc 20Nov20]
(a) Overtime is payable to full-time and part-time employees for any time worked outside of ordinary hours on a Monday to Friday (except a public holiday) at the following rates:
(i) 150% of the ordinary hourly rate for the first 3 hours; and
(ii) 200% of the ordinary hourly rate after 3 hours.
[19.1(b) inserted by PR723947 ppc 20Nov20]
(i) 150% of the casual ordinary hourly rate for the first 3 hours; and
(ii) 200% of the casual ordinary hourly rate after 3 hours.
NOTE: The casual ordinary hourly rate includes the casual loading prescribed by clause 11.2(a)(ii), as defined in clause 2—Definitions.
19.2 Minimum payment for recall to work overtime
An employee will be paid for a minimum of 4 hours if recalled to work overtime after leaving the employer’s premises.
19.3 Ordinary hours and overtime—Saturday
[19.3 substituted by PR723947 ppc 20Nov20]
(a) Full-time and part-time employees:
(i) An employee will be paid 150% of the ordinary hourly rate for all ordinary hours and the first 3 hours of overtime worked between midnight Friday and midnight Saturday; and
(ii) An employee will be paid 200% of the ordinary hourly rate after 3 hours of overtime worked between midnight Friday and midnight Saturday.
(i) An employee will be paid 150% of the casual ordinary hourly rate for the first 3 hours of overtime worked between midnight Friday and midnight Saturday; and
(ii) An employee will be paid 200% of the casual ordinary hourly rate after 3 hours of overtime worked between midnight Friday and midnight Saturday.
NOTE: The casual ordinary hourly rate includes the casual loading prescribed by clause 11.2(a)(ii), as defined in clause 2—Definitions.
19.4 Ordinary hours and overtime—Sunday
[19.4 substituted by PR723947 ppc 20Nov20]
(a) Full-time and part-time employees:
An employee will be paid 200% of the ordinary hourly rate for all ordinary hours and overtime worked on a Sunday.
An employee will be paid 200% of the casual ordinary hourly rate for overtime worked on a Sunday.
NOTE: The casual ordinary hourly rate includes the casual loading prescribed by clause 11.2(a)(ii), as defined in clause 2—Definitions.
19.5 Ordinary hours and overtime—Public holidays
[19.5 substituted by PR723947 ppc 20Nov20]
(a) Full-time and part-time employees:
An employee will be paid 250% of the ordinary hourly rate for all ordinary hours and overtime worked on a public holiday.
An employee will be paid 250% of the casual ordinary hourly rate for overtime worked on a public holiday.
NOTE: The casual ordinary hourly rate includes the casual loading prescribed by clause 11.2(a)(ii), as defined in clause 2—Definitions.
19.6 Time off instead of payment for overtime
(a) An employee and employer may agree in writing to the employee taking time off instead of being paid for a particular amount of overtime that has been worked by the employee.
(c) An agreement must state each of the following:
(i) the number of overtime hours to which it applies and when those hours were worked;
(ii) that the employer and employee agree that the employee may take time off instead of being paid for the overtime;
(iv) that any payment mentioned in clause 19.6(c)(iii) must be made in the next pay period following the request.
NOTE: An example of the type of agreement required by clause 19.5(a) is set out at Schedule H—Agreement for Time Off Instead of Payment for Overtime. There is no requirement to use the form of agreement set out at Schedule H—Agreement for Time Off Instead of Payment for Overtime. An agreement under clause 19.5(a) can also be made by an exchange of emails between the employee and employer, or by other electronic means.
(d) The period of time off that an employee is entitled to take is the same as the number of overtime hours worked.
EXAMPLE: By making an agreement under clause 19.5(a) an employee who worked 2 overtime hours is entitled to 2 hours’ time off.
(i) within the period of 6 months after the overtime is worked; and
(ii) at a time or times within that period of 6 months agreed by the employee and employer.
(f) If the employee requests at any time, to be paid for overtime covered by an agreement under clause 19.5(a) 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.
(g) If time off for overtime that has been worked is not taken within the period of 6 months mentioned in clause 19.6(e), 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.
(h) The employer must keep a copy of any agreement under clause 19.5(a) as an employee record.
(i) An employer must not exert undue influence or undue pressure on an employee in relation to a decision by the employee to make, or not make, an agreement to take time off instead of payment for overtime.
(j) An employee may, under section 65 of the Act, request to take time off, at a time or times specified in the request or to be subsequently agreed by the employer and the employee, instead of being paid for overtime worked by the employee. If the employer agrees to the request then clause 19.5(a) will apply, including the requirement for separate written agreements under clause 19.6(b) for overtime that has been worked.
[Note varied by PR763248 ppc 01Aug23]
NOTE: If an employee makes a request under section 65 of the Act for a change in working arrangements, the employer may only refuse that request on reasonable business grounds (see section 65A(3) of the Act).
(k) If, on the termination of the employee’s employment, time off for overtime worked by the employee to which clause 19.5(a) applies has not been taken, the employer must pay the employee for the overtime at the overtime rate applicable to the overtime when worked.
NOTE: Under section 345(1) of the Act, a person must not knowingly or recklessly make a false or misleading representation about the workplace rights of another person under clause 19.5(a).
19.7 Shiftwork penalty rates
(a) An employee whilst on afternoon shift as defined will be paid a penalty rate of 112.5% of the employee’s ordinary hourly minimum rate of pay.
(b) An employee whilst on night shift as defined will be paid a penalty rate of 115% of the employee’s ordinary hourly minimum rate of pay.
Part 6—Leave and Public Holidays
20.1 The following provisions supplement the NES.
20.2 For the purpose of the NES a shiftworker as defined in this award and a permanent night shiftworker are entitled to 5 weeks of paid annual leave.
20.3 Subject to clause 20.4 when an employee takes a period of paid annual leave, the employee will be paid an annual leave loading of 17.5% of the minimum rate of pay for the period in addition to the payment required to be made under the NES. The annual leave loading for a shiftworker is 20%.
NOTE: Where an employee is receiving over-award payments such that the employee’s base rate of pay is higher than the rate specified under this award, the employee is entitled to receive the higher rate while on a period of paid annual leave (see sections 16 and 90 of the Act).
(a) An employer and employee may agree in writing to the employee taking a period of paid annual leave before the employee has accrued an entitlement to the leave.
(b) An agreement must:
(i) state the amount of leave to be taken in advance and the date on which leave is to commence; and
(ii) be signed by the employer and employee and, if the employee is under 18 years of age, by the employee’s parent or guardian.
NOTE: An example of the type of agreement required by clause 20.4 is set out at Schedule F—Agreement to Take Annual Leave in Advance. There is no requirement to use the form of agreement set out at Schedule F—Agreement to Take Annual Leave in Advance.
(c) The employer must keep a copy of any agreement under clause 20.4 as an employee record.
(d) If, on the termination of the employee’s employment, the employee has not accrued an entitlement to all of a period of paid annual leave already taken in accordance with an agreement under clause 20.4, the employer may deduct from any money due to the employee on termination an amount equal to the amount that was paid to the employee in respect of any part of the period of annual leave taken in advance to which an entitlement has not been accrued.
20.5 Excessive leave accruals: general provision
NOTE: Clauses 20.5 to 20.7 contain provisions, additional to the NES, about the taking of paid annual leave as a way of dealing with the accrual of excessive paid annual leave. See Part 2.2, Division 6 of the Act.
(a) An employee has an excessive leave accrual if the employee has accrued more than 8 weeks’ paid annual leave (or 10 weeks’ paid annual leave for a shiftworker, as defined by clause 2—Definitions).
(c) Clause 20.6 sets out how an employer may direct an employee who has an excessive leave accrual to take paid annual leave.
(d) Clause 20.7 sets out how an employee who has an excessive leave accrual may require an employer to grant paid annual leave requested by the employee.
20.6 Excessive leave accruals: direction by employer that leave be taken
(a) If an employer has genuinely tried to reach agreement with an employee under clause 20.5(b) but agreement is not reached (including because the employee refuses to confer), the employer may direct the employee in writing to take one or more periods of paid annual leave.
(b) However, a direction by the employer under clause 20.6(a):
(i) is of no effect if it would result at any time in the employee’s remaining accrued entitlement to paid annual leave being less than 6 weeks when any other paid annual leave arrangements (whether made under clause 20.5, 20.6 or 20.7 or otherwise agreed by the employer and employee) are taken into account; and
(ii) must not require the employee to take any period of paid annual leave of less than one week; and
(iii) must not require the employee to take a period of paid annual leave beginning less than 8 weeks, or more than 12 months, after the direction is given; and
(iv) must not be inconsistent with any leave arrangement agreed by the employer and employee.
(c) The employee must take paid annual leave in accordance with a direction under clause 20.6(a) that is in effect.
(d) An employee to whom a direction has been given under clause 20.6(a) may request to take a period of paid annual leave as if the direction had not been given.
NOTE 1: Paid annual leave arising from a request mentioned in clause 20.6(d) may result in the direction ceasing to have effect. See clause 20.6(b)(i).
NOTE 2: Under section 88(2) of the Act, the employer must not unreasonably refuse to agree to a request by the employee to take paid annual leave.
20.7 Excessive leave accruals: request by employee for leave
(a) If an employee has genuinely tried to reach agreement with an employer under clause 20.5(b) but agreement is not reached (including because the employer refuses to confer), the employee may give a written notice to the employer requesting to take one or more periods of paid annual leave.
(b) However, an employee may only give a notice to the employer under clause 20.7(a) if:
(i) the employee has had an excessive leave accrual for more than 6 months at the time of giving the notice; and
(ii) the employee has not been given a direction under clause 20.6(a) that, when any other paid annual leave arrangements (whether made under clause 20.5, 20.6 or 20.7 or otherwise agreed by the employer and employee) are taken into account, would eliminate the employee’s excessive leave accrual.
(c) A notice given by an employee under clause 20.7(a) must not:
(i) if granted, result in the employee’s remaining accrued entitlement to paid annual leave being at any time less than 6 weeks when any other paid annual leave arrangements (whether made under clause 20.5, 20.6 or 20.7 or otherwise agreed by the employer and employee) are taken into account; or
(ii) provide for the employee to take any period of paid annual leave of less than one week; or
(iii) provide for the employee to take a period of paid annual leave beginning less than 8 weeks, or more than 12 months, after the notice is given; or
(iv) be inconsistent with any leave arrangement agreed by the employer and employee.
(d) An employee is not entitled to request by a notice under clause 20.7(a) more than 4 weeks’ paid annual leave (or 5 weeks’ paid annual leave for a shiftworker, as defined by clause 2—Definitions) in any period of 12 months.
(e) The employer must grant paid annual leave requested by a notice under clause 20.7(a).
20.8 Cashing out of annual leave
(a) Paid annual leave must not be cashed out except in accordance with an agreement under clause 20.8.
(b) Each cashing out of a particular amount of paid annual leave must be the subject of a separate agreement under clause 20.8.
(c) An employer and an employee may agree in writing to the cashing out of a particular amount of accrued paid annual leave by the employee.
(d) An agreement under clause 20.8 must state:
(i) the amount of leave to be cashed out and the payment to be made to the employee for it; and
(ii) the date on which the payment is to be made.
(e) An agreement under clause 20.8 must be signed by the employer and employee and, if the employee is under 18 years of age, by the employee’s parent or guardian.
(f) The payment must not be less than the amount that would have been payable had the employee taken the leave at the time the payment is made.
(g) An agreement must not result in the employee’s remaining accrued entitlement to paid annual leave being less than 4 weeks.
(h) The maximum amount of accrued paid annual leave that may be cashed out in any period of 12 months is 2 weeks.
(i) The employer must keep a copy of any agreement under clause 20.8 as an employee record.
NOTE 1: Under section 344 of the Act, an employer must not exert undue influence or undue pressure on an employee to make, or not make, an agreement under clause 20.8.
NOTE 2: Under section 345(1) of the Act, a person must not knowingly or recklessly make a false or misleading representation about the workplace rights of another person under clause 20.8.
NOTE 3: An example of the type of agreement required by clause 20.8 is set out at Schedule G—Agreement to Cash Out Annual Leave. There is no requirement to use the form of agreement set out at Schedule G—Agreement to Cash Out Annual Leave.
21. Personal/carer’s leave and compassionate leave
Personal/carer’s leave and compassionate leave are provided for in the NES.
22. Parental leave and related entitlements
[22 varied by PR763248 ppc 01Aug23]
Parental leave and related entitlements are provided for in the NES.
NOTE: Disputes about requests for extensions to unpaid parental leave may be dealt with under clause 28—Dispute resolution and/or under section 76B of the Act.
Community service leave is provided for in the NES.
24. Family and domestic violence leave
[24—Unpaid family and domestic violence leave renamed and substituted by PR750521 ppc 15Mar23]
Family and domestic violence leave is provided for in the NES.
NOTE 1: Information provided to employers concerning an employee’s experience of family and domestic violence is sensitive and if mishandled can have adverse consequences for the employee. Employers are subject to confidentiality requirements regarding the handling of this information under section 106C of the Act and requirements as to what can be reported on payslips pursuant to regulations 3.47 and 3.48 of the Fair Work Regulations 2009.
NOTE 2: Depending upon the circumstances, evidence that would satisfy a reasonable person of the employee’s need to take family and domestic violence leave may include a document issued by the police service, a court or family violence support service, or a statutory declaration.
25.1 Public holiday entitlements are provided for in Division 10 of the NES.
25.2 An employee will be paid at the rate of 250% of the ordinary hourly rate with a minimum of 4 hours work when required to work on a public holiday.
Part 7—Workplace Delegates, Consultation and Dispute Resolution
[Part 7—Consultation and Dispute Resolution renamed by PR774763 from 01Jul24]
25A. Workplace delegates’ rights
[25A inserted by PR774763 from 01Jul24]
25A.1 Clause 25A provides for the exercise of the rights of workplace delegates set out in section 350C of the Act.
NOTE: Under section 350C(4) of the Act, the employer is taken to have afforded a workplace delegate the rights mentioned in section 350C(3) if the employer has complied with clause 25A.
25A.2 In clause 25A:
(a) employer means the employer of the workplace delegate;
(b) delegate’s organisation means the employee organisation in accordance with the rules of which the workplace delegate was appointed or elected; and
(c) eligible employees means members and persons eligible to be members of the delegate’s organisation who are employed by the employer in the enterprise.
25A.3 Before exercising entitlements under clause 25A, a workplace delegate must give the employer written notice of their appointment or election as a workplace delegate. If requested, the workplace delegate must provide the employer with evidence that would satisfy a reasonable person of their appointment or election.
25A.4 An employee who ceases to be a workplace delegate must give written notice to the employer within 14 days.
25A.5 Right of representation
A workplace delegate may represent the industrial interests of eligible employees who wish to be represented by the workplace delegate in matters including:
(a) consultation about major workplace change;
(b) consultation about changes to rosters or hours of work;
(c) resolution of disputes;
(d) disciplinary processes;
(e) enterprise bargaining where the workplace delegate has been appointed as a bargaining representative under section 176 of the Act or is assisting the delegate’s organisation with enterprise bargaining; and
(f) any process or procedure within an award, enterprise agreement or policy of the employer under which eligible employees are entitled to be represented and which concerns their industrial interests.
25A.6 Entitlement to reasonable communication
(a) A workplace delegate may communicate with eligible employees for the purpose of representing their industrial interests under clause 25A.5. This includes discussing membership of the delegate’s organisation and representation with eligible employees.
(b) A workplace delegate may communicate with eligible employees during working hours or work breaks, or before or after work.
25A.7 Entitlement to reasonable access to the workplace and workplace facilities
(a) The employer must provide a workplace delegate with access to or use of the following workplace facilities:
(i) a room or area to hold discussions that is fit for purpose, private and accessible by the workplace delegate and eligible employees;
(ii) a physical or electronic noticeboard;
(iii) electronic means of communication ordinarily used in the workplace by the employer to communicate with eligible employees and by eligible employees to communicate with each other, including access to Wi-Fi;
(iv) a lockable filing cabinet or other secure document storage area; and
(v) office facilities and equipment including printers, scanners and photocopiers.
(b) The employer is not required to provide access to or use of a workplace facility under clause 25A.7(a) if:
(i) the workplace does not have the facility;
(ii) due to operational requirements, it is impractical to provide access to or use of the facility at the time or in the manner it is sought; or
(iii) the employer does not have access to the facility at the enterprise and is unable to obtain access after taking reasonable steps.
25A.8 Entitlement to reasonable access to training
Unless the employer is a small business employer, the employer must provide a workplace delegate with access to up to 5 days of paid time during normal working hours for initial training and at least one day each subsequent year, to attend training related to representation of the industrial interests of eligible employees, subject to the following conditions:
(a) In each year commencing 1 July, the employer is not required to provide access to paid time for training to more than one workplace delegate per 50 eligible employees.
(b) The number of eligible employees will be determined on the day a delegate requests paid time to attend training, as the number of eligible employees who are:
(i) full-time or part-time employees; or
(ii) regular casual employees.
(c) Payment for a day of paid time during normal working hours is payment of the amount the workplace delegate would have been paid for the hours the workplace delegate would have been rostered or required to work on that day if the delegate had not been absent from work to attend the training.
(d) The workplace delegate must give the employer not less than 5 weeks’ notice (unless the employer and delegate agree to a shorter period of notice) of the dates, subject matter, the daily start and finish times of the training, and the name of the training provider.
(e) If requested by the employer, the workplace delegate must provide the employer with an outline of the training content.
(f) The employer must advise the workplace delegate not less than 2 weeks from the day on which the training is scheduled to commence, whether the workplace delegate’s access to paid time during normal working hours to attend the training has been approved. Such approval must not be unreasonably withheld.
(g) The workplace delegate must, within 7 days after the day on which the training ends, provide the employer with evidence that would satisfy a reasonable person of their attendance at the training.
25A.9 Exercise of entitlements under clause 25A
(a) A workplace delegate’s entitlements under clause 25A are subject to the conditions that the workplace delegate must, when exercising those entitlements:
(i) comply with their duties and obligations as an employee;
(ii) comply with the reasonable policies and procedures of the employer, including reasonable codes of conduct and requirements in relation to occupational health and safety and acceptable use of ICT resources;
(iii) not hinder, obstruct or prevent the normal performance of work; and
(iv) not hinder, obstruct or prevent eligible employees exercising their rights to freedom of association.
(b) Clause 25A does not require the employer to provide a workplace delegate with access to electronic means of communication in a way that provides individual contact details for eligible employees.
(c) Clause 25A does not require an eligible employee to be represented by a workplace delegate without the employee’s agreement.
NOTE: Under section 350A of the Act, the employer must not:
(a) unreasonably fail or refuse to deal with a workplace delegate; or
(b) knowingly or recklessly make a false or misleading representation to a workplace delegate; or
(c) unreasonably hinder, obstruct or prevent the exercise of the rights of a workplace delegate under the Act or clause 25A.
26. Consultation about major workplace change
26.1 If an employer makes a definite decision to make major changes in production, program, organisation, structure or technology that are likely to have significant effects on employees, the employer must:
(a) give notice of the changes to all employees who may be affected by them and their representatives (if any); and
(b) discuss with affected employees and their representatives (if any):
(i) the introduction of the changes; and
(ii) their likely effect on employees; and
(iii) measures to avoid or reduce the adverse effects of the changes on employees; and
(c) commence discussions as soon as practicable after a definite decision has been made.
26.2 For the purposes of the discussion under clause 26.1(b), the employer must give in writing to the affected employees and their representatives (if any) all relevant information about the changes including:
(a) their nature; and
(b) their expected effect on employees; and
(c) any other matters likely to affect employees.
26.3 Clause 26.2 does not require an employer to disclose any confidential information if its disclosure would be contrary to the employer’s interests.
26.4 The employer must promptly consider any matters raised by the employees or their representatives about the changes in the course of the discussion under clause 26.1(b).
26.5 In clause 26 significant effects, on employees, includes any of the following:
(a) termination of employment; or
(b) major changes in the composition, operation or size of the employer’s workforce or in the skills required; or
(c) loss of, or reduction in, job or promotion opportunities; or
(d) loss of, or reduction in, job tenure; or
(e) alteration of hours of work; or
(f) the need for employees to be retrained or transferred to other work or locations; or
(g) job restructuring.
(h) Where this award makes provision for alteration of any of the matters defined at clause 26.5, such alteration is taken not to have significant effect.
27. Consultation about changes to rosters or hours of work
27.1 Clause 27 applies if an employer proposes to change the regular roster or ordinary hours of work of an employee, other than an employee whose working hours are irregular, sporadic or unpredictable.
27.3 For the purpose of the consultation, the employer must:
(a) provide to the employees and representatives mentioned in clause 27.2 information about the proposed change (for example, information about the nature of the change and when it is to begin); and
27.4 The employer must consider any views given under clause 27.3(b).
27.5 Clause 27 is to be read in conjunction with any other provisions of this award concerning the scheduling of work or the giving of notice.
[Varied by PR763248, PR777281, PR778019]
28.1 Clause 28 sets out the procedures to be followed if a dispute arises about a matter under this award or in relation to the NES.
28.3 If the dispute is not resolved through discussion as mentioned in clause 28.2, the parties to the dispute must then try to resolve it in a timely manner at the workplace through discussion between the employee or employees concerned and more senior levels of management, as appropriate.
28.4 If the dispute is unable to be resolved at the workplace and all appropriate steps have been taken under clauses 28.2 and 28.3, a party to the dispute may refer it to the Fair Work Commission.
28.5 The parties may agree on the process to be followed by the Fair Work Commission in dealing with the dispute, including mediation, conciliation and consent arbitration.
28.6 If the dispute remains unresolved, the Fair Work Commission may use any method of dispute resolution that it is permitted by the Act to use and that it considers appropriate for resolving the dispute.
28.7 A party to the dispute may appoint a person, organisation or association to support and/or represent them in any discussion or process under clause 28.
28.8 While procedures are being followed under clause 28 in relation to a dispute:
(a) work must continue in accordance with this award and the Act; and
(b) an employee must not unreasonably fail to comply with any direction given by the employer about performing work, whether at the same or another workplace, that is safe and appropriate for the employee to perform.
28.9 Clause 28.8 is subject to any applicable work health and safety legislation.
[Note 1 and Note 2 inserted by PR763248; deleted by PR778019 from 26Aug24]
[Note inserted by PR778019 from 26Aug24; varied by PR777281 from 27Aug24]
NOTE: In addition to clause 28, the Act contains dispute resolution procedures as follows:
|
For a dispute about rights under the Act to |
Section |
|
Request flexible working arrangements |
65B |
|
Change casual employment status |
66M |
|
Request an extension to unpaid parental leave |
76B |
|
Exercise an employee’s right to disconnect |
333N |
Part 8—Termination of Employment and Redundancy
NOTE: The NES sets out requirements for notice of termination by an employer. See sections 117 and 123 of the Act.
29.1 Notice of termination by an employee
(a) Clause 29.1 applies to all employees except those identified in sections 123(1) and 123(3) of the Act.
|
Column 1 Employee’s period of continuous service with the employer at the end of the day the notice is given |
Column 2 Period of notice |
|
Not more than 1 year |
1 week |
|
More than 1 year but not more than 3 years |
2 weeks |
|
More than 3 years but not more than 5 years |
3 weeks |
|
More than 5 years |
4 weeks |
NOTE: The notice of termination required to be given by an employee is the same as that required of an employer except that the employee does not have to give additional notice based on the age of the employee.
(c) In clause 29.1(b) continuous service has the same meaning as in section 117 of the Act.
(d) If an employee who is at least 18 years old does not give the period of notice required under clause 29.1(b), then the employer may deduct from wages due to the employee under this award an amount that is no more than one week’s wages for the employee.
(e) If the employer has agreed to a shorter period of notice than that required under clause 29.1(b), then no deduction can be made under clause 29.1(d).
(f) Any deduction made under clause 29.1(d) must not be unreasonable in the circumstances.
(a) Where an employer has given notice of termination to an employee, the employee must be allowed time off without loss of pay of up to one day for the purpose of seeking other employment.
(b) The time off under clause 29.2 is to be taken at times that are convenient to the employee after consultation with the employer.
NOTE: Redundancy pay is provided for in the NES. See sections 119 to 123 of the Act.
30.1 Transfer to lower paid duties on redundancy
(a) Clause 30.1 applies if, because of redundancy, an employee is transferred to new duties to which a lower ordinary rate of pay applies.
(b) The employer may:
(i) give the employee notice of the transfer of at least the same length as the employee would be entitled to under section 117 of the Act as if it were a notice of termination given by the employer; or
(c) If the employer acts as mentioned in clause 30.1(b)(ii), the employee is entitled to a payment of an amount equal to the difference between the ordinary rate of pay of the employee (inclusive of all-purpose allowances, shift rates and penalty rates applicable to ordinary hours) for the hours of work the employee would have worked in the first role, and the ordinary rate of pay (also inclusive of all-purpose allowances, shift rates and penalty rates applicable to ordinary hours) of the employee in the second role for the period for which notice was not given.
30.2 Employee leaving during redundancy notice period
(a) An employee given notice of termination in circumstances of redundancy may terminate their employment during the minimum period of notice prescribed by section 117(3) of the Act.
(b) The employee is entitled to receive the benefits and payments they would have received under clause 30 or under sections 119 to 123 of the Act had they remained in employment until the expiry of the notice.
(c) However, the employee is not entitled to be paid for any part of the period of notice remaining after the employee ceased to be employed.
30.3 Job search entitlement
(a) Where an employer has given notice of termination to an employee in circumstances of redundancy, the employee must be allowed time off without loss of pay of up to one day each week of the minimum period of notice prescribed by section 117(3) of the Act for the purpose of seeking other employment.
(b) If an employee is allowed time off without loss of pay of more than one day under clause 30.3(a), the employee must, at the request of the employer, produce proof of attendance at an interview.
(c) A statutory declaration is sufficient for the purpose of clause 30.3(b).
(d) An employee who fails to produce proof when required under clause 30.3(b) is not entitled to be paid for the time off.
(e) This entitlement applies instead of clause 29.2.
Schedule A—Classification Structure
Preamble
Employees at each level may be required to have the competencies for the level or levels below their level. When required, employees at each level will undertake lower level duties as well as performing tasks incidental to work at their level. The employer will ensure employees undertake duties which are within the limits of the employee’s skills, competence and training. The level of an employee’s position will be determined by the employer based on the substantive duties and functions of the employee’s position. An employee being required to undertake minor activities from a higher level will not result in a change in the position classification.
A.1 Level 1
· Completed induction
· Works under detailed instruction
· Basic civil/maintenance work, mooring deckhand, cleaning wharves and sheds
· Operating small plant, fork lifts (up to 10,000 kg), bob cats, sweepers, line markers
A.2 Level 2
· Perform duties above Level 1
· Carry out basic computer functions including secure logins, reading and composing basic electronic mail and finding documents within the company’s intranet or electronic file storage systems
· Works under close direction
· Responsible for quality of work and exercises discretion
· Operates small to medium size plant (over 10,000 kg), installs wharf infrastructure bollards, fenders etc.
· Concrete pouring and finishing
· Handles emergency equipment including oil booms and collecting gear
· Handles tapes and surveying equipment, winches and fixed cranes for heavy floating
· Provides basic security functions including patrols, crowd control, and traffic management
· Entry level for hospitality staff
· Basic dredge maintenance work on minor plant, loading stores and watch keeping
A.3 Level 3
· Perform activities above Level 2
· Assists in on-the-job training
· Carry out more advanced computer functions such as creating documents, basic spreadsheets, saving and retrieving files and basic document formatting. Completing data entry activities relating to the work performed
· Basic clerical skills and administrative activities working within a routine and to administrative procedures
· May require direction
· Rigging and scaffolding certificate
· Servicing of minor plant (non-trade work)
· Inventory control and maintenance of records
· Work may be subject to progress and final checking
· Provides security functions including those at Level 2 and Control Room and or CCTV
A.4 Level 4
· Perform activities above Level 3
· Working knowledge of office operating procedures
· Works under guidelines and instructions
· Performs skilled trade or port related activities such as boat master for vessels not exceeding 24 metres
· Operating light capacity cranes and or ships’ gear, heavy mechanical plant and equipment, operating trucks, operating bulk handling gantries/loaders, and basic servicing and maintenance of such equipment
· Perform maintenance and construction duties requiring specialised knowledge and skills
· Qualified tradesperson
· May provide assistance or guidance to lower level employees
· May exercise limited judgment and initiative within the range of their skills, training and knowledge
· Maintains radio and visual watch of shipping traffic
· Provide information on shipping movements
· Operate and maintain dredge equipment, within the requirements of an Integrated Rating qualification (certificate III)
A.5 Level 5
· Performs activities above Level 4
· Using company information systems to access and enter information relating to port activities which could include schedules, meteorology information and technical databases, and retrieve and analyse data related to the work performed.
· Requires general guidance
· May assist in the training of lower level employees
· Supervises small work groups
· Prepares technical reports to their level of competence
· Complies with quality and cost targets
· Understands and implements quality control techniques
· Assists in the co-ordination of port services to ships
· Supervision of general purpose hands on dredges
A.6 Level 6
· Performs activities above Level 5
· Requires limited guidance or direction and normally reports to more senior staff as required
· Exercises initiative, discretion and judgment at times in the performance of their duties within approved guidelines
· Understands and implements quality control techniques
· Operation and servicing of heavy shorebased cranes and equipment
· Installing, repairing and maintaining, testing, modifying, commissioning or fault finding on complex machinery and equipment
· Exercise knowledge of procedures, instructions and regulations relating to general administration and customer enquiries
· Undertake a range of duties requiring the use of written and verbal communications using a variety of computer applications
· Responsible for ensuring the safe navigation and operation of a dredge in both confined waters and open seas (Master Class IV)
· Organise, carry out and supervise routine dredge maintenance including electrical and electronic equipment. Must possess relevant engineering qualifications for this role.
A.7 Level 7
· Performs duties above Level 6
· The ability to apply detailed knowledge of enterprise operations and structures to complex issues and arrangements
· Work involves diagnosis and the implementation of modification techniques
· Assist in programming of work and projects and development of estimates
· Undertake and accept responsibility for more detailed and complex clerical duties than Level 6
· Supervises employees below Level 7, including in allocation of duties and counselling on performance matters
· Are able to train employees below Level 7
· Able to assist in the delivery of training courses
· Accept responsibility for part of a major clerical function
· Exercise initiative, discretion and judgment in the performance of their duties
· Operate with some autonomy
A.8 Level 8
· Perform duties above Level 7
· Provides technical guidance and advice
· Prepares reports of technical nature
· Has operating knowledge of systems and equipment relative to a marine environment
· Acts as a team leader and assists in the provision of on-the-job training in conjunction with supervisors and trainers
· Accept the responsibility for the delivery of an administrative function through the provision of a level of relevant skills, knowledge and experience in a specific area of operations
· Have delegated responsibility for work under their control, in terms of scheduling workloads, resolving operational problems and monitoring quality of output
· Regular liaison with business unit managers
· Supervises and provides on-the-job training for lower level employees
· May be required to counsel staff for performance and work related matters
· Holds an Associate Diploma qualification or equivalent in a relevant discipline
· Applies standardised practices and procedures in the conduct of a range of technical activities
· Undertake activities on an individual basis
· Provides written calculation and records of test results
A.9 Level 9
· Perform duties above Level 8
· Provides high level of practical skills and experience in a specialist administrative function
· Has a sound knowledge of organisational programs, policies, activities, structures and function
· Work within broadly defined guidelines under limited direction
· Sets up, commissions, maintains and operates sophisticated electronic equipment or control systems
· Specialises in a single technical function
· Responsible for the accuracy and timeliness of their work without direct supervision
· Has a high level of verbal and written communication skills and interpersonal skills
· Supervises and co-ordinates the work of a group of technical and other personnel
· Practical application of a very high level of field operational skills related to the marine environment
· Provides reports and recommendations to management on technical suitability of equipment, procedures, processes and test results
· Undertakes planning and design projects with increasing levels of operational independence
· Reports on findings and investigative results of minor projects or elements of a larger projects
· Financial delegation responsibilities
· Oversees elements of project budget
· Performs technical duties in a specific field
· Possesses additional skills in another technical field
A.10 Level 10
· Perform duties above Level 9
· Responsible for a wide range of administrative support services
· Typically will have worked or studied in a relevant field to enable them to provide specialist advice
· Provides advice and assistance to managers and internal clients in a range of areas
· Hold relevant tertiary qualifications
· Has ability to analyse situations and take corrective action where required
· Responsible for decision making, exercising judgment and delegated authority
· Determines standards and work objectives
· Train and supervise lower level employees and deliver training courses
· Required to counsel employees at lower levels for performance and work related matters
· Provides specialist consultancy services
· Exercise significant technical responsibilities on an individual basis
· A senior member of a single technical discipline project team with varying degrees of subordinate complexity
· Determines and develops standardised methodology
· Conducts research into technological and other development which will impact on Section operations
· Operate as a team leader under professional supervision
· Analyse and develop equipment utilising a combination of professional expertise
· Undertake project studies independently
· Possesses a general knowledge and awareness of the administrative, business, and marketing strategies of the enterprise
· Plans, writes and delivers training programs for clerical employees, production employees, apprentices, trainees, trade and lower technical levels
A.11 Level 11
· Responsible for the management and administration of significant work programs/projects
· Work under broad direction
· Exercise significant level of responsibility and decision making which impacts on organisation programs
· Provide expert advice through the application of extensive administrative knowledge and experience
· Exercise significant resource delegations
· Supervise day to day activities of others and manage rosters and relief
· Liaise with senior managers on complex matters
· Have strong interpersonal skills and an ability to work autonomously
· High level of knowledge of specialised computer systems
A.12 Level 12
(a) Duties
This is the first level of direct and sustained supervision of other professionals or full specialisation. It requires application of mature professional knowledge in planning and conducting projects having scope for independent accomplishment and coordination of the difficult and responsible assignments. Assigned problems make it necessary to modify established guides, devise new approaches, apply existing criteria in new manners, and draw conclusions from comparative situations.
(b) Recommendations and decisions
Recommendations reviewed for soundness of judgment, but usually accepted as technically accurate and feasible.
(c) Supervision received
Work is assigned in terms of objectives, relative priorities and critical areas that impinge on work of other units. Work is carried out within broad guidelines, but informed guidance is available.
(d) Authority and/or supervision exercised
Assigns and outlines work; advises on technical problems; reviews work on technical accuracy and adequacy. Supervision may call for recommendations concerning selection, training and discipline of staff.
A.13 Level 13
A Marine Pilot Level 1
A.14 Level 14
A Marine Pilot Level 2
A.15 Level 15
A Marine Pilot Level 3
Schedule B—Summary of Hourly Rates of Pay
[Varied by PR718869, PR729309, PR740731, PR762160, PR773935]
B.1 Ordinary hourly rate is the minimum hourly rate of pay for an employee plus any allowance payable for all purposes to which the employee is entitled. Where an allowance is payable for all purposes in accordance with clause 17.2(a) this forms part of the employee’s ordinary hourly rate and must be added to the minimum hourly rate prior to calculating penalties and overtime.
B.1.1 The rates in the tables below are based on the minimum hourly rates in accordance with clause 15.1. Consistent with clause B.1, all-purpose allowances need to be added to the rates in the table where they are applicable.
B.2 Full-time and part-time adult employees
B.2.1 Full-time and part-time employees—minimum and penalty rates
[B.2.1 varied by PR718869, PR729309, PR740731, PR762160, PR773935 ppc 01Jul24]
|
|
Ordinary hours |
Saturday |
Sunday |
Public holiday |
|
|
% of ordinary hourly rate1 |
|||
|
|
100% |
150% |
200% |
250% |
|
|
$ |
$ |
$ |
$ |
|
Level 1 |
23.46 |
35.19 |
46.92 |
58.65 |
|
Level 2 |
24.67 |
37.01 |
49.34 |
61.68 |
|
Level 3 |
25.80 |
38.70 |
51.60 |
64.50 |
|
Level 4 |
27.17 |
40.76 |
54.34 |
67.93 |
|
Level 5 |
28.02 |
42.03 |
56.04 |
70.05 |
|
Level 6 |
28.87 |
43.31 |
57.74 |
72.18 |
|
Level 7 |
29.64 |
44.46 |
59.28 |
74.10 |
|
Level 8 |
31.36 |
47.04 |
62.72 |
78.40 |
|
Level 9 |
33.61 |
50.42 |
67.22 |
84.03 |
|
Level 10 |
35.66 |
53.49 |
71.32 |
89.15 |
|
Level 11 |
40.16 |
60.24 |
80.32 |
100.40 |
|
Level 12 |
45.36 |
68.04 |
90.72 |
113.40 |
|
Level 13 |
65.97 |
98.96 |
131.94 |
164.93 |
|
Level 14 |
69.16 |
103.74 |
138.32 |
172.90 |
|
Level 15 |
72.36 |
108.54 |
144.72 |
180.90 |
1 Rates in table are calculated based on the minimum hourly rate, see clauses B.1 and B.1.1.
B.2.2 Full-time and part-time shiftworkers—shiftwork rates
[B.2.2 varied by PR718869, PR729309, PR740731, PR762160, PR773935 ppc 01Jul24]
|
|
All shiftworkers |
Work on a shift other than a rostered shift—continuous shiftworkers |
Work on a shift other than a rostered shift—other than continuous shiftworkers |
|||
|
|
Ordinary hours |
Afternoon shift1 |
Night shift2 |
If employed on continuous shiftwork |
First 3 hours |
After first 3 hours |
|
|
% of ordinary hourly rate3 |
|||||
|
|
100% |
112.5% |
115% |
200% |
150% |
200% |
|
|
$ |
$ |
$ |
$ |
$ |
$ |
|
Level 1 |
23.46 |
26.39 |
26.98 |
46.92 |
35.19 |
46.92 |
|
Level 2 |
24.67 |
27.75 |
28.37 |
49.34 |
37.01 |
49.34 |
|
Level 3 |
25.80 |
29.03 |
29.67 |
51.60 |
38.70 |
51.60 |
|
Level 4 |
27.17 |
30.57 |
31.25 |
54.34 |
40.76 |
54.34 |
|
Level 5 |
28.02 |
31.52 |
32.22 |
56.04 |
42.03 |
56.04 |
|
Level 6 |
28.87 |
32.48 |
33.20 |
57.74 |
43.31 |
57.74 |
|
Level 7 |
29.64 |
33.35 |
34.09 |
59.28 |
44.46 |
59.28 |
|
Level 8 |
31.36 |
35.28 |
36.06 |
62.72 |
47.04 |
62.72 |
|
Level 9 |
33.61 |
37.81 |
38.65 |
67.22 |
50.42 |
67.22 |
|
Level 10 |
35.66 |
40.12 |
41.01 |
71.32 |
53.49 |
71.32 |
|
Level 11 |
40.16 |
45.18 |
46.18 |
80.32 |
60.24 |
80.32 |
|
Level 12 |
45.36 |
51.03 |
52.16 |
90.72 |
68.04 |
90.72 |
|
Level 13 |
65.97 |
74.22 |
75.87 |
131.94 |
98.96 |
131.94 |
|
Level 14 |
69.16 |
77.81 |
79.53 |
138.32 |
103.74 |
138.32 |
|
Level 15 |
72.36 |
81.41 |
83.21 |
144.72 |
108.54 |
144.72 |
1 Afternoon shift means a shift that commences after 10.00 am and before 8.00 pm.
2 Night shift means a shift that commences at or after 8.00 pm and before 5.00 am.
3 Rates in table are calculated based on the minimum hourly rate, see clauses B.1 and B.1.1.
B.2.3 Full-time and part-time employees—overtime
[B.2.3 varied by PR718869, PR729309, PR740731, PR762160, PR773935 ppc 01Jul24]
|
|
Monday to Saturday first 3 hours |
Monday to Saturday after 3 hours |
Sunday |
Public holiday |
|
|
% of ordinary hourly rate1 |
|||
|
|
150% |
200% |
200% |
250% |
|
|
$ |
$ |
$ |
$ |
|
Level 1 |
35.19 |
46.92 |
46.92 |
58.65 |
|
Level 2 |
37.01 |
49.34 |
49.34 |
61.68 |
|
Level 3 |
38.70 |
51.60 |
51.60 |
64.50 |
|
Level 4 |
40.76 |
54.34 |
54.34 |
67.93 |
|
Level 5 |
42.03 |
56.04 |
56.04 |
70.05 |
|
Level 6 |
43.31 |
57.74 |
57.74 |
72.18 |
|
Level 7 |
44.46 |
59.28 |
59.28 |
74.10 |
|
Level 8 |
47.04 |
62.72 |
62.72 |
78.40 |
|
Level 9 |
50.42 |
67.22 |
67.22 |
84.03 |
|
Level 10 |
53.49 |
71.32 |
71.32 |
89.15 |
|
Level 11 |
60.24 |
80.32 |
80.32 |
100.40 |
|
Level 12 |
68.04 |
90.72 |
90.72 |
113.40 |
|
Level 13 |
98.96 |
131.94 |
131.94 |
164.93 |
|
Level 14 |
103.74 |
138.32 |
138.32 |
172.90 |
|
Level 15 |
108.54 |
144.72 |
144.72 |
180.90 |
1 Rates in table are calculated based on the minimum hourly rate, see clauses B.1 and B.1.1.
B.3 Casual adult employees
B.3.1 Casual employees—minimum and penalty rates
[B.3.1 varied by PR718869, PR729309, PR740731, PR762160, PR773935 ppc 01Jul24]
|
|
Ordinary hours |
Saturday |
Sunday |
Public holiday |
|
|
% of casual ordinary hourly rate1 |
|||
|
|
100% |
150% |
200% |
250% |
|
|
$ |
$ |
$ |
$ |
|
Level 1 |
29.33 |
44.00 |
58.66 |
73.33 |
|
Level 2 |
30.84 |
46.26 |
61.68 |
77.10 |
|
Level 3 |
32.25 |
48.38 |
64.50 |
80.63 |
|
Level 4 |
33.96 |
50.94 |
67.92 |
84.90 |
|
Level 5 |
35.03 |
52.55 |
70.06 |
87.58 |
|
Level 6 |
36.09 |
54.14 |
72.18 |
90.23 |
|
Level 7 |
37.05 |
55.58 |
74.10 |
92.63 |
|
Level 8 |
39.20 |
58.80 |
78.40 |
98.00 |
|
Level 9 |
42.01 |
63.02 |
84.02 |
105.03 |
|
Level 10 |
44.58 |
66.87 |
89.16 |
111.45 |
|
Level 11 |
50.20 |
75.30 |
100.40 |
125.50 |
|
Level 12 |
56.70 |
85.05 |
113.40 |
141.75 |
|
Level 13 |
82.46 |
123.69 |
164.92 |
206.15 |
|
Level 14 |
86.45 |
129.68 |
172.90 |
216.13 |
|
Level 15 |
90.45 |
135.68 |
180.90 |
226.13 |
1 Rates in table are calculated based on the minimum hourly rate, see clauses B.1 and B.1.1.
B.3.2 Casual shiftworkers—shiftwork rates
[B.3.2 varied by PR718869, PR729309, PR740731, PR762160, PR773935 ppc 01Jul24]
|
|
All shiftworkers |
Work on a shift other than a rostered shift |
||||
|
|
|
continuous shiftworkers |
other than continuous shiftworkers |
|||
|
|
% of casual ordinary hourly rate1 |
|||||
|
|
Day |
Afternoon shift2 |
Night shift3 |
If employed on continuous shiftwork |
First 3 hours |
After first 3 hours |
|
|
100% |
112.5% |
115% |
200% |
150% |
200% |
|
|
$ |
$ |
$ |
$ |
$ |
$ |
|
Level 1 |
29.33 |
33.00 |
33.73 |
58.66 |
44.00 |
58.66 |
|
Level 2 |
30.84 |
34.70 |
35.47 |
61.68 |
46.26 |
61.68 |
|
Level 3 |
32.25 |
36.28 |
37.09 |
64.50 |
48.38 |
64.50 |
|
Level 4 |
33.96 |
38.21 |
39.05 |
67.92 |
50.94 |
67.92 |
|
Level 5 |
35.03 |
39.41 |
40.28 |
70.06 |
52.55 |
70.06 |
|
Level 6 |
36.09 |
40.60 |
41.50 |
72.18 |
54.14 |
72.18 |
|
Level 7 |
37.05 |
41.68 |
42.61 |
74.10 |
55.58 |
74.10 |
|
Level 8 |
39.20 |
44.10 |
45.08 |
78.40 |
58.80 |
78.40 |
|
Level 9 |
42.01 |
47.26 |
48.31 |
84.02 |
63.02 |
84.02 |
|
Level 10 |
44.58 |
50.15 |
51.27 |
89.16 |
66.87 |
89.16 |
|
Level 11 |
50.20 |
56.48 |
57.73 |
100.40 |
75.30 |
100.40 |
|
Level 12 |
56.70 |
63.79 |
65.21 |
113.40 |
85.05 |
113.40 |
|
Level 13 |
82.46 |
92.77 |
94.83 |
164.92 |
123.69 |
164.92 |
|
Level 14 |
86.45 |
97.26 |
99.42 |
172.90 |
129.68 |
172.90 |
|
Level 15 |
90.45 |
101.76 |
104.02 |
180.90 |
135.68 |
180.90 |
1.Rates in table are calculated based on the minimum hourly rate, see clauses B.1 and B.1.1.
2.Afternoon shift means a shift that commences after 10.00 am and before 8.00 pm.
3 Night shift means a shift that commences at or after 8.00 pm and before 5.00 am.
Schedule C—Summary of Monetary Allowances
[Varied by PR718869, PR719022, PR729309, PR729494, PR740899, PR740731, PR750807, PR762160, PR762324, PR773935, PR774106]
See clause 17—Allowances for full details of allowances payable under this award.
C.1 Wage-related allowances
[C.1.1 varied by PR718869, PR729309, PR740731, PR762160, PR773935 ppc 01Jul24]
C.1.1 The wage-related allowances in this award are based on the standard rate as defined in clause 2—Definitions as the minimum weekly rate for a Level 4 employee in clause 15.1(a) = $1032.30.
|
Allowance |
Clause |
% of standard rate |
$ |
Payable |
|
Electrician's licence allowance1 |
17.2(b) |
4.55 |
46.97 |
per week |
|
First aid allowance |
17.2(c) |
1.8 |
18.58 |
per week |
1 This allowance applies for all purposes of this award.
C.1.2 Automatic adjustment of wage-related allowances
[C.1.2 renamed and substituted by PR750807 ppc 15Mar23]
The amount of each wage-related allowance is the percentage of the standard rate specified for the allowance and will automatically adjust to reflect the specified percentage when the standard rate is varied.
C.2 Expense-related allowances
[C.2.1 varied by PR719022, PR729494, PR740899, PR762324 ppc 01Jul24]
C.2.1 The expense-related allowances in this award will be adjusted by reference to the Consumer Price Index (CPI) as per the following:
|
Allowance |
Clause |
$ |
Payable |
|
Private motor vehicle/motorcycle allowance |
17.3(a)(i) |
0.98 |
per km |
|
Tool allowance—tradesperson |
17.3(c) |
17.90 |
per week |
C.2.2 Adjustment of expense-related allowances
(a) At the time of any adjustment to the standard rate, each expense-related allowance will be increased by the relevant adjustment factor. The relevant adjustment factor for this purpose is the percentage movement in the applicable index figure most recently published by the Australian Bureau of Statistics since the allowance was last adjusted.
(b) The applicable index figure is the index figure published by the Australian Bureau of Statistics for the Eight Capitals Consumer Price Index (Cat No. 6401.0), as follows:
|
Allowance |
Applicable Consumer Price Index figure |
|
Tool allowance |
Tools and equipment for house and garden component of the household appliances, utensils and tools sub-group |
|
Vehicle allowance |
Private motoring sub-group |
Schedule D—School-based Apprentices
D.1 This schedule applies to school-based apprentices. A school-based apprentice is a person who is undertaking an apprenticeship in accordance with this schedule while also undertaking a course of secondary education.
D.2 A school-based apprenticeship may be undertaken in the trades covered by this award under a training agreement or contract of training for an apprentice declared or recognised by the relevant State or Territory authority.
D.4 For the purposes of clause D.3, where an apprentice is a full-time school student, the time spent in off-the-job training for which the apprentice must be paid is 25% of the actual hours worked each week on-the-job. The wages paid for training time may be averaged over the semester or year.
D.5 A school-based apprentice must be allowed, over the duration of the apprenticeship, the same amount of time to attend off-the-job training as an equivalent full-time apprentice.
D.6 For the purposes of this schedule, off-the-job training is structured training delivered by a Registered Training Organisation separate from normal work duties or general supervised practice undertaken on-the-job.
D.7 The duration of the apprenticeship must be as specified in the training agreement or contract for each apprentice but must not exceed 6 years.
D.8 School-based apprentices progress through the relevant wage scale at the rate of 12 months progression for each 2 years of employment as an apprentice or at the rate of competency based progression if provided for in this award.
D.9 The apprentice wage scales are based on a standard full-time apprenticeship of 4 years (unless the apprenticeship is of 3 years duration) or stages of competency based progression (if provided for in this award). The rate of progression reflects the average rate of skill acquisition expected from the typical combination of work and training for a school-based apprentice undertaking the applicable apprenticeship.
D.10 If an apprentice converts from school-based to full-time, the successful completion of competencies (if provided for in this award) and all time spent as a full-time apprentice will count for the purposes of progression through the relevant wage scale in addition to the progression achieved as a school-based apprentice.
D.11 School-based apprentices are entitled pro rata to all of the other conditions in this award.
Schedule E—Supported Wage System
[Varied by PR719661, PR729672, PR742256, PR762969, PR774051]
E.1 This schedule defines the conditions which will apply to employees who because of the effects of a disability are eligible for a supported wage under the terms of this award.
E.2 In this schedule:
approved assessor means a person accredited by the management unit established by the Commonwealth under the supported wage system to perform assessments of an individual’s productive capacity within the supported wage system.
assessment instrument means the tool provided for under the supported wage system that records the assessment of the productive capacity of the person to be employed under the supported wage system.
disability support pension means the Commonwealth pension scheme to provide income security for persons with a disability as provided under the Social Security Act 1991 (Cth), as amended from time to time, or any successor to that scheme.
relevant minimum wage means the minimum wage prescribed in this award for the class of work for which an employee is engaged.
supported wage system (SWS) means the Commonwealth Government system to promote employment for people who cannot work at full award wages because of a disability, as documented in the Supported Wage System Handbook. The Handbook is available from the following website: www.jobaccess.gov.au.
SWS wage assessment agreement means the document in the form required by the Department of Social Services that records the employee’s productive capacity and agreed wage rate.
E.3 Eligibility criteria
E.3.1 Employees covered by this schedule will be those who are unable to perform the range of duties to the competence level required within the class of work for which the employee is engaged under this award, because of the effects of a disability on their productive capacity and who meet the impairment criteria for receipt of a disability support pension.
E.3.2 This schedule does not apply to any existing employee who has a claim against the employer which is subject to the provisions of workers compensation legislation or any provision of this award relating to the rehabilitation of employees who are injured in the course of their employment.
E.4 Supported wage rates
E.4.1 Employees to whom this schedule applies will be paid the applicable percentage of the relevant minimum wage according to the following schedule:
|
Assessed capacity (clause E.5) % |
Relevant minimum wage % |
|
10 |
10 |
|
20 |
20 |
|
30 |
30 |
|
40 |
40 |
|
50 |
50 |
|
60 |
60 |
|
70 |
70 |
|
80 |
80 |
|
90 |
90 |
[E.4.2 varied by PR719661, PR729672, PR742256, PR762969, PR774051 ppc 01Jul24]
E.4.2 Provided that the minimum amount payable must be not less than $106 per week.
E.4.3 Where an employee’s assessed capacity is 10%, they must receive a high degree of assistance and support.
E.5.1 For the purpose of establishing the percentage of the relevant minimum wage, the productive capacity of the employee will be assessed in accordance with the SWS by an approved assessor, having consulted the employer and employee and, if the employee so desires, a union which the employee is eligible to join.
E.5.2 All assessments made under this schedule must be documented in an SWS wage assessment agreement, and retained by the employer as a time and wages record in accordance with the Act.
E.6 Lodgement of SWS wage assessment agreement
E.6.1 All SWS wage assessment agreements under the conditions of this schedule, including the appropriate percentage of the relevant minimum wage to be paid to the employee, must be lodged by the employer with the Fair Work Commission.
E.6.2 All SWS wage assessment agreements must be agreed and signed by the employee and employer parties to the assessment. Where a union which has an interest in the award is not a party to the assessment, the assessment will be referred by the Fair Work Commission to the union by certified mail and the agreement will take effect unless an objection is notified to the Fair Work Commission within 10 working days.
E.7 Review of assessment
The assessment of the applicable percentage should be subject to annual or more frequent review on the basis of a reasonable request for such a review. The process of review must be in accordance with the procedures for assessing capacity under the SWS.
E.8 Other terms and conditions of employment
Where an assessment has been made, the applicable percentage will apply to the relevant minimum wage only. Employees covered by the provisions of this schedule will be entitled to the same terms and conditions of employment as other workers covered by this award on a pro rata basis.
E.9 Workplace adjustment
An employer wishing to employ a person under the provisions of this schedule must take reasonable steps to make changes in the workplace to enhance the employee’s capacity to do the job. Changes may involve re-design of job duties, working time arrangements and work organisation in consultation with other workers in the area.
E.10 Trial period
E.10.1 In order for an adequate assessment of the employee’s capacity to be made, an employer may employ a person under the provisions of this schedule for a trial period not exceeding 12 weeks, except that in some cases additional work adjustment time (not exceeding 4 weeks) may be needed.
E.10.2 During that trial period the assessment of capacity will be undertaken and the percentage of the relevant minimum wage for a continuing employment relationship will be determined.
[E.10.3 varied by PR719661, PR729672, PR742256, PR762969, PR774051 ppc 01Jul24]
E.10.3 The minimum amount payable to the employee during the trial period must be no less than $106 per week.
E.10.4 Work trials should include induction or training as appropriate to the job being trialled.
E.10.5 Where the employer and employee wish to establish a continuing employment relationship following the completion of the trial period, a further contract of employment will be entered into based on the outcome of assessment under clause E.5.
Schedule F—Agreement to Take Annual Leave in Advance
Link to PDF copy of Agreement to Take Annual Leave in Advance.
Name of employee: _____________________________________________
Name of employer: _____________________________________________
The employer and employee agree that the employee will take a period of paid annual leave before the employee has accrued an entitlement to the leave:
The amount of leave to be taken in advance is: ____ hours/days
The leave in advance will commence on: ___/___/20___
Signature of employee: ________________________________________
Date signed: ___/___/20___
Name of employer representative: ________________________________________
Signature of employer representative: ________________________________________
Date signed: ___/___/20___
|
[If the employee is under 18 years of age - include:] I agree that: if, on termination of the employee’s employment, the employee has not accrued an entitlement to all of a period of paid annual leave already taken under this agreement, then the employer may deduct from any money due to the employee on termination an amount equal to the amount that was paid to the employee in respect of any part of the period of annual leave taken in advance to which an entitlement has not been accrued. Name of parent/guardian: ________________________________________ Signature of parent/guardian: ________________________________________ Date signed: ___/___/20___ |
Schedule G—Agreement to Cash Out Annual Leave
Link to PDF copy of Agreement to Cash Out Annual Leave.
Name of employee: _____________________________________________
Name of employer: _____________________________________________
The employer and employee agree to the employee cashing out a particular amount of the employee’s accrued paid annual leave:
The amount of leave to be cashed out is: ____ hours/days
The payment to be made to the employee for the leave is: $_______ subject to deduction of income tax/after deduction of income tax (strike out where not applicable)
The payment will be made to the employee on: ___/___/20___
Signature of employee: ________________________________________
Date signed: ___/___/20___
Name of employer representative: ________________________________________
Signature of employer representative: ________________________________________
Date signed: ___/___/20___
|
Include if the employee is under 18 years of age:
Name of parent/guardian: ________________________________________ Signature of parent/guardian: ________________________________________ Date signed: ___/___/20___ |
Schedule H—Agreement for Time Off Instead of Payment for Overtime
Link to PDF copy of Agreement for Time Off Instead of Payment for Overtime.
Name of employee: _____________________________________________
Name of employer: _____________________________________________
The employer and employee agree that the employee may take time off instead of being paid for the following amount of overtime that has been worked by the employee:
Date and time overtime started: ___/___/20___ ____ am/pm
Date and time overtime ended: ___/___/20___ ____ am/pm
Amount of overtime worked: _______ hours and ______ minutes
The employer and employee further agree that, if requested by the employee at any time, the employer must pay the employee for overtime covered by this agreement but not taken as time off. Payment must be made at the overtime rate applying to the overtime when worked and must be made in the next pay period following the request.
Signature of employee: ________________________________________
Date signed: ___/___/20___
Name of employer representative: ________________________________________
Signature of employer representative: ________________________________________
Date signed: ___/___/20___
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