Port Authorities Award

This award is built around the port operator model. If the entity is not a port operator, or if the role does not fit a port classification, the answer may lie elsewhere.

• Confirm the employer is actually acting as a port operator within clause 4.2.
• If labour hire or hosted apprentices or trainees are involved, test the host work as well as the exclusion rules.
• Where more than one award could be relevant, use the classification most appropriate to the work and environment.

The award's classification structure is wide. Port businesses often underclassify when employees move from frontline support work into specialist or supervisory functions.

• Classify employees by the substantive duties and functions of the position, not by occasional higher-level tasks.
• Lower levels include induction, basic civil or maintenance work, mooring deckhand duties and small plant.
• Middle levels move into security, clerical support, qualified trade work, boat master duties and shipping movement tasks.
• Review positions when duties shift into heavier equipment, dredge responsibility, supervision or more technical work.

The most common payroll mistakes come from vague part-time arrangements and short casual attendances that do not meet the award minimum.

• Before part-time employment starts, agree the hours to be worked each day, the days of the week worked and the start and finish times.
• Pay overtime when part-time staff work beyond those agreed hours.
• Casual employees receive the award casual loading for ordinary hours, and that loading forms part of the casual all-purpose rate under clause 11.2(c).
• Casuals must be engaged and paid for at least 2 consecutive hours on each attendance.

This award allows flexibility, but it is structured flexibility. Weekend work, long shifts and averaging each come with formal conditions.

• Day workers average 38 hours per week and no more than 608 hours over 16 weeks.
• Weekend ordinary hours for day workers require the agreement described in clause 12.2(b).
• Continuous and non-continuous shiftworkers can be rostered for shifts up to 12 ordinary hours, subject to clause 12.5(e).
• The method of arranging ordinary working hours must follow the agreement structure in clause 12.5 rather than local habit.

Port operators often focus on rosters and miss the expense side of the award. Several entitlements depend on what equipment, licences or resources the employee is required to use.

• The electrician's licence allowance is paid for all purposes.
• The award also creates entitlements for first aid, approved use of a private vehicle or motorcycle, protective clothing and equipment, and tools for qualified tradespeople required to supply them.
• Operational approvals should be tied back to payroll so these items are not missed.

A 24 hour port environment does not remove the separate right to disconnect framework. After-hours contact should be limited to genuine award or operational reasons.

• The right to disconnect applies under clause 12A.
• Clause 12A applies from 26 August 2024, or from 26 August 2025 for employers that were small business employers on 26 August 2024.
• An employer must not directly or indirectly prevent an employee from exercising that right.
• Clause 12A.4 still allows contact outside working hours for a recall to work under clause 19.2.

PR799280, PR799331, PR799488

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

Affected: 15 - Classifications and minimum rates, 17 - Allowances, Schedule B - Summary of Hourly Rates of Pay, Schedule C - Summary of Monetary Allowances, Schedule E - Supported Wage System