MA000053Fully builtFair Work syncedEffective 1 July 2025

Stevedoring Industry Award

Industry award covering employers throughout Australia in the stevedoring industry (loading and unloading of cargo into or from a ship including transporting and storage at or adjacent to a wharf - cl 4.2) and their employees in the cl 16 classifications. Single sector (stevedoring). Excludes Port Authorities (MA000051), Coal Export Terminals (MA000045), Sugar Industry (MA000087), Manufacturing maintenance contractors (MA000010), Electrical contracting maintenance (MA000025) - cl 4.3. Standard rate = Grade 4 = $1,060.70/wk = $30.31/hr. Highly distinctive: 35-hour ordinary week (cl 13.1(a)) - most awards 38h; 27.5% AL loading (cl 24.6(b)) - most awards 17.5%; NO part-time category - only Full-Time, Guaranteed Wage, or Casual; Guaranteed Wage employee (cl 10) - guaranteed minimum number of full shifts per week OR equivalent payment; double headers (cl 22) - 2 consecutive shifts only after day shift, max 2/wk, never consecutive days; OT min 7 hours when not continuous with shift; PH night OT 300% / casual 375%; default super single fund (HOSTPLUS only - cl 20.4); pre-1991 stevedoring employee bonus +1 week AL; sick leave 28-day cashout election; personal leave payout on retirement/redundancy/death/disability after 10 years.

Fully built. Rates, allowances, penalties and any required apprentice / junior rates are all wired to the rate resolver and have been verified against the consolidated award text and the latest pay guide.

Official Fair Work rates. This award’s minimum pay rates are synced directly from the Fair Work Commission’s Modern Awards Pay Database and updated automatically when the Commission changes them - including the annual wage review - so payroll always uses the current legal minimums without a manual update.

What's built

All 7 cl 16.1 classifications at 35-hour-week rates (PR786590 ppc 01Jul25): G1 $26.36/hr, G2 $27.28, G3 $28.66, G4 $30.31 STANDARD RATE, G5 $30.94, G6 $32.99, G7 $37.15.
Apprentice rates pre-2014 % of Grade 4: Y1 42, Y2 55, Y3 75, Y4 88. Post-2014 with Yr12 split: Y1 50.4/55.4, Y2 60.44/65.48, Y3 75/75, Y4 88/88. Adult apprentice continuity protection (cl 16.3(l)(ii)) - pre-apprenticeship FT 6mo or PT/regular casual 12mo retains pre-apprenticeship rate as floor.
All cl 18 allowances: TWO all-purpose - Electrician's licence $48.26/wk (cl 18.2(b)) + Specialist functions G3/G4 $30.44/wk (cl 18.2(c) - operational AND clerical specialist functions, NOT incidental); first aid $22.59/wk (cl 18.2(d) - NOT payable to G3 first-aid-as-primary); leading hand tradesperson tiers (cl 18.2(e)) 3-10 emp $43.28 / 11-20 $64.38 / >20 $82.31; maintenance tradesperson G4 accredited training (cl 18.2(f)) 33% modules = 105% G4, 66% modules = 110%; roll-on/roll-off vessel $1.91/hr (cl 18.2(g) - noise exposure); stevedoring operations non-terminal (cl 18.2(h)) 7 hazard categories - explosives $2.76/hr / bulk grain barley/oats $3.71 / bulk grain other $2.86 / freezer <-12°C $2.44 / freezer ≥-12°C $1.17 / nickel concentrates $7.85 / first aid employee $5.09; telephone $14.43/wk (cl 18.2(i)); terminal operation 5-tier consolidated disability (cl 18.2(j)) absorbing wet/hot/cold/dirty/danger/oiling/transport-irregularity costs.
Outport allowances (cl 18.5): max 7 days G1-6 / max 10 days G7 (extendable +24h to complete vessel). With/without accom & meals: $43.15/day vs $148.67-$202.43/day. Sat/Sun/PH non-work day in outport: $129.81/day or return home at employer expense.
Penalty rows: OT day worker FT/GW Mon-Sat 200% / Sun-PH 250% (cl 21.3); OT day worker casual Mon-Sat 250% / Sun-PH 312.5% (cl 21.4 - additive stacking with casual loading); OT shiftworker continuous = 100% added to shift rate (cl 21.5(a)) / casual continuous +125%; OT shiftworker non-continuous FT/GW Mon-Sat 200, Sun 250, PH day/eve 250, PH night 300% (cl 21.5(b) - DISTINCTIVE PH night uplift); casual non-continuous 250/312.5/312.5/375; Shift penalty matrix (cl 23.2): day shift M-F 100%, Sat 200%, Sun 250%; evening M-F 150%, Sat 200%, Sun 250%; night Sun-Fri 200%, Sat 250%; Reporting at start without work (cl 23.3): day shift = 4hrs at ord rate; evening/night = full shift penalty; Sat/Sun/PH = 7hrs minimum.
OT min payments (cl 21.7) - DISTINCTIVE: day worker continuous 1/2/3 hours; shiftworker continuous with day shift 1-2hrs (extendable to 3 by agreement); not-continuous = 7 HOURS (DISTINCTIVE high min); pre/post-shift preparatory 30 min. OT max attached to shift (cl 21.8): 10hrs day / 8hrs evening / 9hrs night (excluded for double headers). G7 pickup centre min 4 hours (cl 21.10).
Double headers (cl 22): 2 consecutive shifts only after day shift, max 2/wk, never consecutive days. Pay = 100% extra Mon-Fri OR 50% extra Sat/Sun/PH on top of shift rate. Second double header in week: option of shift rate only + accrue day off. 1-hr paid meal break following first shift; 3-hr ord rate fallback if not given (cl 22.6(a)).
Recall tiered min payments (cl 21.14(a)): <4h = 4h at OT; 4-6h = 6h at OT; >6h = full shift at OT (with completion-shorter exception). Paid leave-home to return-home (cl 21.14(b)). Rest period after OT 9 hrs (cl 21.13).
Additional day off after 7 consecutive days incl OT (cl 21.11) - Sat/Sun OT during 7-consecutive-day stretch triggers 1 paid day off in following 14 days.
8 leave entitlements: AL 4w day worker / 5w shiftworker (cl 24.2) + pre-1991 employee +1w (cl 24.3 - DISTINCTIVE), 27.5% loading universal (cl 24.6(b) - DISTINCTIVE vs 17.5%), AL may be taken in 3 separate periods of ≥1 wk (cl 24.4), AL pay rise during leave uplifted (cl 24.7), PH during AL extra day added or taken separately within 12mo (cl 24.5), AL excessive 8w (10w shiftworker), AL cashout max 2 wks/yr min 4 remaining; sick leave 28-day cashout election (cl 25.3 - DISTINCTIVE); personal leave payout on retirement/redundancy/death/disability after 10 years (cl 25.2 - DISTINCTIVE 5-trigger payout); repatriation centre leave (cl 28 - ex-service personnel up to 4hrs paid, evidence required); accident pay 52-week make-up (cl 19) between workers comp and paid personal leave equivalent.
4 pay conditions: Full-Time (38h/wk avg... wait - 35h/wk avg per cl 13.1(a)), Guaranteed Wage (cl 10 - guaranteed minimum number of full shifts/week OR equivalent payment in lieu; NES leave accrues on hours actually worked over qualifying period), Casual (25% loading per cl 11.2; min 4hrs per engagement), Shiftworker (with continuous + non-continuous variants).
Three shift definitions (cl 2 + 13.3): day shift commences 6am-9am; evening shift commences 1pm-5pm; night shift commences at or after 10pm. Standard shift length 7 hours (cl 13.3(d) - uncommon). 12hr shifts allowed by majority agreement (cl 13.3(f) + 14.1(b)(ii)) - inclusive of meal breaks and rest periods. 7-day continuous shiftwork (cl 13.3(c)). Shift sequencing rules (cl 13.3(e)): post-night cannot be evening; post-day cannot be night (except emergency).
Re-grading downward permitted (cl 12.2) with written notice + recovery opportunity + 3-day grievance window. Excluded for workers comp loss (cl 12.2(b)(i)) or medical incapability (cl 12.2(b)(ii)) - employee retains higher rate per cl 12.2(c).
Cl 13A right to disconnect with reserve/stand-by carve-out.
Default super 1 fund (cl 20.4 substituted PR794749 ppc 23Jan26): HOSTPLUS only - DISTINCTIVE. Most awards 3-7 funds. Plus pre-12-Sep-2008 fund / defined-benefit fund. Super continues during paid leave + 52-wk workers comp (cl 20.5).
Pay frequency weekly or fortnightly (cl 20.1). Cash or EFT. Termination 7 days.
Standard NES termination notice (cl 34.1): <1y=1wk, 1-3y=2wk, 3-5y=3wk, >5y=4wk. Job search 1 day on termination (cl 34.2); 1 day per week of redundancy notice (cl 35.3). Redundancy lower-paid duties top-up INCLUDES shift rates AND penalty rates applicable to ord hours (cl 35.1(c) - DISTINCTIVE - broader than typical 'all-purpose allowances only').
~210 configuration entries (post v2 audit 2026-05-04) including 14 cl 2 definitions, 7-key coverage exclusion list (3 awards + 2 maintenance contractors), Schedule B CPI basis, IFA full set (8 keys), dispute NES references (s.65B/66M/76B/333N), 8-item consultation effects, super timing + stapled-fund + pre-2008 + defined-benefit + 52-wk workers comp continuation, NTW source MA000104, 5-item facilitative provisions registry, re-grading workflow with 2 carve-outs, shift sequencing rules, 5/6/7 day rostering arrangements, day/shift interchange 7-day notice, travelling/washing at shift rate, OT-min 7hr-not-continuous, double header full mechanics, sick leave 28-day cashout election, personal leave 5-trigger payout, outport length caps + accom-conditional rates, default super 1 fund (DISTINCTIVE), 27.5% AL loading universal, redundancy job-search + lower-paid-duties detail.

Known limitations

35-hour week (cl 13.1(a)) - DISTINCTIVE - hourly = weekly / 35 (NOT /38). Universal across all classifications and apprentice tiers. Resolver hard-codes 35.
27.5% AL loading (cl 24.6(b)) applies to ALL employees on AL, not just shiftworkers. Resolver hard-codes 27.5%.
NO part-time category (cl 8) - only Full-Time, Guaranteed Wage, or Casual. Resolver must NOT route to PT pay condition.
Guaranteed Wage handling: leave accrual based on hours ACTUALLY WORKED over qualifying period (cl 10.2), not nominal week. Resolver tracks actual hours per pay period.
All-purpose allowance stacking: Electrician's licence $48.26/wk + Specialist functions $30.44/wk added to ord rate BEFORE any penalty/OT/loading calc. Casual ord rate also includes these.
Shiftworker continuous OT calc: when OT continuous with shift, pay = shift_rate + 100% extra (FT/GW) OR shift_rate + 125% (casual). Don't apply double penalty.
Shiftworker non-continuous OT: standalone OT rate (200/250/250/300 FT-GW or 250/312.5/312.5/375 casual) - replaces shift rate.
Casual OT additive stacking - casual loading multiplied through OT rates (per cl 21.4 / 21.6 NOTES). Mon-Sat first 3h = 200% × 1.25 = 250%; PH night = 300% × 1.25 = 375%.
Double header detection: 2 consecutive shifts, only after day shift, max 2/wk, never consecutive days. Resolver tracks per-week count + day pattern.
Re-grading workflow: written notice + recovery period + 3-day grievance window. Excluded for workers-comp-loss / medical-incapability - employee retains higher rate.
Shift sequencing: post-night cannot be evening; post-day cannot be night (except emergency). Resolver checks roster.
PH night OT 300%/375% (cl 21.5(b)/21.6(b)): distinct uplift over normal PH OT - resolver must distinguish night-shift PH OT.
OT min not-continuous = 7 HOURS (cl 21.7): when OT not continuous with ord shift, pay 7-hour minimum. Distinct from typical 3-4hr min.
Call back tiered minimums (cl 21.14): <4h = 4h at OT; 4-6h = 6h at OT; >6h = full shift at OT. Paid leave-home to return-home.
Sick leave 28-day cashout window (cl 25.3): employee elects at 1 July annually to cash out accumulated sick leave above 28-day threshold.
Personal leave payout 10-year service trigger (cl 25.2): on retirement/redundancy/death/disability - pay all accumulated unused at ord rate.
Pre-1991 employee bonus: for employees engaged in stevedoring industry on 25 Nov 1991 - extra week AL + maintained paid meal/rest entitlements. Resolver needs employment-start-date check.
Outport length cap: G1-6 max 7 days; G7 max 10 days (extendable +24h to complete vessel). Resolver tracks days in outport per assignment.
Default super single fund: HOSTPLUS only - distinct from typical 3-7 fund choice. Resolver still respects ATO-stapled / pre-12-Sep-2008 / defined-benefit fund per cl 20.4.
Redundancy lower-paid duties top-up (cl 35.1(c)) INCLUDES shift rates AND penalty rates applicable to ord hours - broader than typical 'all-purpose allowances only' top-up. Resolver computes top-up against the FULL ordinary rate including shift loadings.

Setup & special instructions

Standard rate = Grade 4 = $1,060.70/wk = $30.31/hr (cl 2 def). Used as basis for apprentice rate percentages and other %-of-standard references.
Hourly rate = weekly / 35 (cl 16.2) - DISTINCTIVE. All weekly-to-hourly conversions divide by 35, NOT 38.
AL loading is 27.5% (cl 24.6(b)) NOT 17.5% - significant uplift applies to ALL employees on AL.
Coverage excludes Port Authorities (MA000051), Coal Export Terminals (MA000045), Sugar Industry (MA000087), Manufacturing maintenance contractors (MA000010), Electrical contracting maintenance (MA000025). Stevedoring employer covered for in-house stevedoring operations only.
Three pay-condition routes: Full-Time (35h/wk avg), Guaranteed Wage (cl 10 - guaranteed shifts/week OR equivalent), Casual (25% loading min 4hrs per engagement).
Pre-1991 employee bonus (cl 24.3 + 15.1(b)) - extra week AL + maintained paid meal/rest. Triggered by employment-start-date ≤ 25 Nov 1991 in the stevedoring industry.
Double header pay (cl 22.4): 100% on top of shift rate (Mon-Fri) OR 50% on top (Sat/Sun/PH). Plus paid 1-hr meal break following first shift OR 3-hr fallback. Second double header in week: option of shift rate only + accrue day off.
PH night OT 300% (FT/GW) or 375% (casual) - must distinguish night-shift PH OT from day/evening PH OT (250%/312.5%).
Cl 20.4 super: HOSTPLUS only fallback. Stapled fund per ATO process applies. Pre-2008 employer fund or defined-benefit acceptable.

Industries

• Stevedoring
• Cargo loading
• Cargo unloading
• Wharf operations
• Container terminal
• Bulk cargo
• Ship-to-shore handling
• Lashing
• Outport stevedoring
• Maritime cargo

Read the consolidated award

MA000053 on Fair Work Library

The consolidated award text is the authoritative source. Always confirm specific obligations against the award itself - Mployr's implementation status reflects what we've seeded; it does not replace legal advice.

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Stevedoring Industry Award

What's built

All 7 cl 16.1 classifications at 35-hour-week rates (PR786590 ppc 01Jul25): G1 $26.36/hr, G2 $27.28, G3 $28.66, G4 $30.31 STANDARD RATE, G5 $30.94, G6 $32.99, G7 $37.15.
Apprentice rates pre-2014 % of Grade 4: Y1 42, Y2 55, Y3 75, Y4 88. Post-2014 with Yr12 split: Y1 50.4/55.4, Y2 60.44/65.48, Y3 75/75, Y4 88/88. Adult apprentice continuity protection (cl 16.3(l)(ii)) - pre-apprenticeship FT 6mo or PT/regular casual 12mo retains pre-apprenticeship rate as floor.
All cl 18 allowances: TWO all-purpose - Electrician's licence $48.26/wk (cl 18.2(b)) + Specialist functions G3/G4 $30.44/wk (cl 18.2(c) - operational AND clerical specialist functions, NOT incidental); first aid $22.59/wk (cl 18.2(d) - NOT payable to G3 first-aid-as-primary); leading hand tradesperson tiers (cl 18.2(e)) 3-10 emp $43.28 / 11-20 $64.38 / >20 $82.31; maintenance tradesperson G4 accredited training (cl 18.2(f)) 33% modules = 105% G4, 66% modules = 110%; roll-on/roll-off vessel $1.91/hr (cl 18.2(g) - noise exposure); stevedoring operations non-terminal (cl 18.2(h)) 7 hazard categories - explosives $2.76/hr / bulk grain barley/oats $3.71 / bulk grain other $2.86 / freezer <-12°C $2.44 / freezer ≥-12°C $1.17 / nickel concentrates $7.85 / first aid employee $5.09; telephone $14.43/wk (cl 18.2(i)); terminal operation 5-tier consolidated disability (cl 18.2(j)) absorbing wet/hot/cold/dirty/danger/oiling/transport-irregularity costs.
Outport allowances (cl 18.5): max 7 days G1-6 / max 10 days G7 (extendable +24h to complete vessel). With/without accom & meals: $43.15/day vs $148.67-$202.43/day. Sat/Sun/PH non-work day in outport: $129.81/day or return home at employer expense.
Penalty rows: OT day worker FT/GW Mon-Sat 200% / Sun-PH 250% (cl 21.3); OT day worker casual Mon-Sat 250% / Sun-PH 312.5% (cl 21.4 - additive stacking with casual loading); OT shiftworker continuous = 100% added to shift rate (cl 21.5(a)) / casual continuous +125%; OT shiftworker non-continuous FT/GW Mon-Sat 200, Sun 250, PH day/eve 250, PH night 300% (cl 21.5(b) - DISTINCTIVE PH night uplift); casual non-continuous 250/312.5/312.5/375; Shift penalty matrix (cl 23.2): day shift M-F 100%, Sat 200%, Sun 250%; evening M-F 150%, Sat 200%, Sun 250%; night Sun-Fri 200%, Sat 250%; Reporting at start without work (cl 23.3): day shift = 4hrs at ord rate; evening/night = full shift penalty; Sat/Sun/PH = 7hrs minimum.
OT min payments (cl 21.7) - DISTINCTIVE: day worker continuous 1/2/3 hours; shiftworker continuous with day shift 1-2hrs (extendable to 3 by agreement); not-continuous = 7 HOURS (DISTINCTIVE high min); pre/post-shift preparatory 30 min. OT max attached to shift (cl 21.8): 10hrs day / 8hrs evening / 9hrs night (excluded for double headers). G7 pickup centre min 4 hours (cl 21.10).
Double headers (cl 22): 2 consecutive shifts only after day shift, max 2/wk, never consecutive days. Pay = 100% extra Mon-Fri OR 50% extra Sat/Sun/PH on top of shift rate. Second double header in week: option of shift rate only + accrue day off. 1-hr paid meal break following first shift; 3-hr ord rate fallback if not given (cl 22.6(a)).
Recall tiered min payments (cl 21.14(a)): <4h = 4h at OT; 4-6h = 6h at OT; >6h = full shift at OT (with completion-shorter exception). Paid leave-home to return-home (cl 21.14(b)). Rest period after OT 9 hrs (cl 21.13).
Additional day off after 7 consecutive days incl OT (cl 21.11) - Sat/Sun OT during 7-consecutive-day stretch triggers 1 paid day off in following 14 days.
8 leave entitlements: AL 4w day worker / 5w shiftworker (cl 24.2) + pre-1991 employee +1w (cl 24.3 - DISTINCTIVE), 27.5% loading universal (cl 24.6(b) - DISTINCTIVE vs 17.5%), AL may be taken in 3 separate periods of ≥1 wk (cl 24.4), AL pay rise during leave uplifted (cl 24.7), PH during AL extra day added or taken separately within 12mo (cl 24.5), AL excessive 8w (10w shiftworker), AL cashout max 2 wks/yr min 4 remaining; sick leave 28-day cashout election (cl 25.3 - DISTINCTIVE); personal leave payout on retirement/redundancy/death/disability after 10 years (cl 25.2 - DISTINCTIVE 5-trigger payout); repatriation centre leave (cl 28 - ex-service personnel up to 4hrs paid, evidence required); accident pay 52-week make-up (cl 19) between workers comp and paid personal leave equivalent.
4 pay conditions: Full-Time (38h/wk avg... wait - 35h/wk avg per cl 13.1(a)), Guaranteed Wage (cl 10 - guaranteed minimum number of full shifts/week OR equivalent payment in lieu; NES leave accrues on hours actually worked over qualifying period), Casual (25% loading per cl 11.2; min 4hrs per engagement), Shiftworker (with continuous + non-continuous variants).
Three shift definitions (cl 2 + 13.3): day shift commences 6am-9am; evening shift commences 1pm-5pm; night shift commences at or after 10pm. Standard shift length 7 hours (cl 13.3(d) - uncommon). 12hr shifts allowed by majority agreement (cl 13.3(f) + 14.1(b)(ii)) - inclusive of meal breaks and rest periods. 7-day continuous shiftwork (cl 13.3(c)). Shift sequencing rules (cl 13.3(e)): post-night cannot be evening; post-day cannot be night (except emergency).
Re-grading downward permitted (cl 12.2) with written notice + recovery opportunity + 3-day grievance window. Excluded for workers comp loss (cl 12.2(b)(i)) or medical incapability (cl 12.2(b)(ii)) - employee retains higher rate per cl 12.2(c).
Cl 13A right to disconnect with reserve/stand-by carve-out.
Default super 1 fund (cl 20.4 substituted PR794749 ppc 23Jan26): HOSTPLUS only - DISTINCTIVE. Most awards 3-7 funds. Plus pre-12-Sep-2008 fund / defined-benefit fund. Super continues during paid leave + 52-wk workers comp (cl 20.5).
Pay frequency weekly or fortnightly (cl 20.1). Cash or EFT. Termination 7 days.
Standard NES termination notice (cl 34.1): <1y=1wk, 1-3y=2wk, 3-5y=3wk, >5y=4wk. Job search 1 day on termination (cl 34.2); 1 day per week of redundancy notice (cl 35.3). Redundancy lower-paid duties top-up INCLUDES shift rates AND penalty rates applicable to ord hours (cl 35.1(c) - DISTINCTIVE - broader than typical 'all-purpose allowances only').
~210 configuration entries (post v2 audit 2026-05-04) including 14 cl 2 definitions, 7-key coverage exclusion list (3 awards + 2 maintenance contractors), Schedule B CPI basis, IFA full set (8 keys), dispute NES references (s.65B/66M/76B/333N), 8-item consultation effects, super timing + stapled-fund + pre-2008 + defined-benefit + 52-wk workers comp continuation, NTW source MA000104, 5-item facilitative provisions registry, re-grading workflow with 2 carve-outs, shift sequencing rules, 5/6/7 day rostering arrangements, day/shift interchange 7-day notice, travelling/washing at shift rate, OT-min 7hr-not-continuous, double header full mechanics, sick leave 28-day cashout election, personal leave 5-trigger payout, outport length caps + accom-conditional rates, default super 1 fund (DISTINCTIVE), 27.5% AL loading universal, redundancy job-search + lower-paid-duties detail.

Known limitations

35-hour week (cl 13.1(a)) - DISTINCTIVE - hourly = weekly / 35 (NOT /38). Universal across all classifications and apprentice tiers. Resolver hard-codes 35.
27.5% AL loading (cl 24.6(b)) applies to ALL employees on AL, not just shiftworkers. Resolver hard-codes 27.5%.
NO part-time category (cl 8) - only Full-Time, Guaranteed Wage, or Casual. Resolver must NOT route to PT pay condition.
Guaranteed Wage handling: leave accrual based on hours ACTUALLY WORKED over qualifying period (cl 10.2), not nominal week. Resolver tracks actual hours per pay period.
All-purpose allowance stacking: Electrician's licence $48.26/wk + Specialist functions $30.44/wk added to ord rate BEFORE any penalty/OT/loading calc. Casual ord rate also includes these.
Shiftworker continuous OT calc: when OT continuous with shift, pay = shift_rate + 100% extra (FT/GW) OR shift_rate + 125% (casual). Don't apply double penalty.
Shiftworker non-continuous OT: standalone OT rate (200/250/250/300 FT-GW or 250/312.5/312.5/375 casual) - replaces shift rate.
Casual OT additive stacking - casual loading multiplied through OT rates (per cl 21.4 / 21.6 NOTES). Mon-Sat first 3h = 200% × 1.25 = 250%; PH night = 300% × 1.25 = 375%.
Double header detection: 2 consecutive shifts, only after day shift, max 2/wk, never consecutive days. Resolver tracks per-week count + day pattern.
Re-grading workflow: written notice + recovery period + 3-day grievance window. Excluded for workers-comp-loss / medical-incapability - employee retains higher rate.
Shift sequencing: post-night cannot be evening; post-day cannot be night (except emergency). Resolver checks roster.
PH night OT 300%/375% (cl 21.5(b)/21.6(b)): distinct uplift over normal PH OT - resolver must distinguish night-shift PH OT.
OT min not-continuous = 7 HOURS (cl 21.7): when OT not continuous with ord shift, pay 7-hour minimum. Distinct from typical 3-4hr min.
Call back tiered minimums (cl 21.14): <4h = 4h at OT; 4-6h = 6h at OT; >6h = full shift at OT. Paid leave-home to return-home.
Sick leave 28-day cashout window (cl 25.3): employee elects at 1 July annually to cash out accumulated sick leave above 28-day threshold.
Personal leave payout 10-year service trigger (cl 25.2): on retirement/redundancy/death/disability - pay all accumulated unused at ord rate.
Pre-1991 employee bonus: for employees engaged in stevedoring industry on 25 Nov 1991 - extra week AL + maintained paid meal/rest entitlements. Resolver needs employment-start-date check.
Outport length cap: G1-6 max 7 days; G7 max 10 days (extendable +24h to complete vessel). Resolver tracks days in outport per assignment.
Default super single fund: HOSTPLUS only - distinct from typical 3-7 fund choice. Resolver still respects ATO-stapled / pre-12-Sep-2008 / defined-benefit fund per cl 20.4.
Redundancy lower-paid duties top-up (cl 35.1(c)) INCLUDES shift rates AND penalty rates applicable to ord hours - broader than typical 'all-purpose allowances only' top-up. Resolver computes top-up against the FULL ordinary rate including shift loadings.

Setup & special instructions

Standard rate = Grade 4 = $1,060.70/wk = $30.31/hr (cl 2 def). Used as basis for apprentice rate percentages and other %-of-standard references.
Hourly rate = weekly / 35 (cl 16.2) - DISTINCTIVE. All weekly-to-hourly conversions divide by 35, NOT 38.
AL loading is 27.5% (cl 24.6(b)) NOT 17.5% - significant uplift applies to ALL employees on AL.
Coverage excludes Port Authorities (MA000051), Coal Export Terminals (MA000045), Sugar Industry (MA000087), Manufacturing maintenance contractors (MA000010), Electrical contracting maintenance (MA000025). Stevedoring employer covered for in-house stevedoring operations only.
Three pay-condition routes: Full-Time (35h/wk avg), Guaranteed Wage (cl 10 - guaranteed shifts/week OR equivalent), Casual (25% loading min 4hrs per engagement).
Pre-1991 employee bonus (cl 24.3 + 15.1(b)) - extra week AL + maintained paid meal/rest. Triggered by employment-start-date ≤ 25 Nov 1991 in the stevedoring industry.
Double header pay (cl 22.4): 100% on top of shift rate (Mon-Fri) OR 50% on top (Sat/Sun/PH). Plus paid 1-hr meal break following first shift OR 3-hr fallback. Second double header in week: option of shift rate only + accrue day off.
PH night OT 300% (FT/GW) or 375% (casual) - must distinguish night-shift PH OT from day/evening PH OT (250%/312.5%).
Cl 20.4 super: HOSTPLUS only fallback. Stapled fund per ATO process applies. Pre-2008 employer fund or defined-benefit acceptable.