Oil Refining and Manufacturing Award
Industry award covering employers throughout Australia in oil refining (crude oil) and manufacturing/blending of petroleum products (aviation fuels, bitumen, diesel, ethylene, gasoline, LPG, lubricant base oils + greases, solvents); pipeline distribution to/from refinery-related terminals; bulk liquid terminals (where employer was bound by Oil and Gas Industry Bulk Liquid Terminals Award 2002 immediately prior to 1 Jan 2010). Excludes upstream hydrocarbons (MA000062), maritime crew/divers, non-refinery commissioning/maintenance contractors, transportation/distribution/marketing/sale (other than as in cl 4.2), managerial employees, IT/professional engineers/scientists, security/catering/cleaning, aviation industry. Standard rate = Maintenance Tradesperson Level 1 = $1,068.40/wk = $30.53/hr. Distinctive features: 35-hour ordinary week (cl 9 + 13.1(b)) - hourly = weekly / 35; 4 classification streams / 22 classifications (Refinery Ops L1-L5, Lubricants/Bitumen L1-L5, Maintenance L1-L4, Clerical L1Y1-L5); industry allowance $42.74/wk all-purpose ONLY for non-clerical (cl 19.2(b) - clerical expressly excluded); PH ordinary 300% (cl 23.6) - DISTINCTIVE - most awards 250%; PH OT 250% FT/PT (cl 22.2(c)) - divergent from PH ord; PH OT casual 275%; casual minimum engagement 4 hours (cl 11.4) - higher than typical 3-hr; continuous shiftwork = 6 consecutive days × 24hrs (cl 2 def + 23.1) - NOT 7; permanent afternoon 120% / permanent night 130% (cl 23.3(b)/(c)) - vs standard 115%; TWO annualised wage clauses (cl 18.1 non-clerical written-agreement / cl 18.2 clerical employer-may-unilaterally) - distinctive; accident pay 52-week (cl 20).
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.
What's built
- All 22 classifications across 4 streams (cl 16.1, PR786610 ppc 01Jul25 - 35-hour-week rates): Refinery Operations L1-L5 ($942.60-$1,200+/wk), Lubricants/Bitumen L1-L5, Maintenance L1-L4 (Tradesperson L1 = STANDARD RATE $1,068.40/wk = $30.53/hr), Clerical L1Y1-L5. 4 AwardSector rows feeding AwardClassification rows.
- Hourly rate = weekly / 35 (cl 16.1 footnote 1 - DISTINCTIVE).
- All cl 17 + 19 allowances: industry allowance $42.74/wk ALL-PURPOSE for non-clerical only (cl 17.2(a) / 19.2(b) - clerical expressly excluded; encoded as `eligibility_codes` filter); leading hand 4 tiers; meal OT; vehicle; first aid; tool; laundry; height. 10 allowances total.
- 22 penalty rows: PH ord 300% standalone (cl 23.6 - DISTINCTIVE - most awards 250%); PH OT FT/PT 250% (cl 22.2(c)); PH OT casual 275%; permanent afternoon 120% (cl 23.3(b)) / permanent night 130% (cl 23.3(c)) - vs standard afternoon/night both 115% - encoded as `sub_level_code` variants; Sat 150%; Sun 200%; Mon-Fri OT 150 first 2h / 200 after; casual variants 175/225 stack ON TOP of penalty rates per cl 11.4(b) NOTE; continuous shiftwork flat 200/225; RDO/Sat/Sun OT variants.
- 9 leave entitlements: AL 4w day worker / 5w continuous shiftworker (cl 26.1 - NES + extra week per s.87(1)(b)), 17.5% loading, excessive accrual standard set, AL in advance + cashout; **accident pay 52-week (cl 20 - DISTINCTIVE)** - workers comp top-up to ord rate, first week excluded, aggregate cap; personal/carer's, compassionate, parental, community service, FDV, LSL.
- **6 pay conditions: TWO annualised wage variants - DISTINCTIVE.** Full-Time, Part-Time, Casual (25% loading; min 4-hr engagement per cl 11.4 - higher than typical 3-hr), Continuous Shiftworker (cl 23.1 - 6 consecutive days × 24hrs definition, NOT 7), **Annualised Wage Non-Clerical (cl 18.1)** - requires written agreement; ≥25% loading over award minimum; outer limits per OT/penalty caps; 12-month termination notice; annual reconciliation; 14-day shortfall pay; **Annualised Wage Clerical (cl 18.2)** - employer may unilaterally annualise; same outer-limit and reconciliation framework but no written-agreement gate.
- Cl 13A right to disconnect with reserve/stand-by carve-out.
- Default super funds (cl 21.4 substituted PR794766 ppc 23Jan26): AustralianSuper, CareSuper, Australian Retirement Trust.
- Pay frequency weekly or fortnightly. Termination 7 days. Standard NES termination notice tier.
- ~135 configuration entries including 35-hour-week conversion flag, 4-stream + 22-classification mapping, industry-allowance non-clerical eligibility filter, PH ord 300% standalone flag, PH OT 250%/275% (FT/casual), permanent afternoon 120% / night 130% definitions, casual min 4hr engagement, continuous shift 6-day definition, two annualised-wage variants with reconciliation/shortfall machinery, accident pay 52-week with first-week-excluded + aggregate cap.
Known limitations
- Industry allowance gating: must NOT apply to `clerical` sector. `eligibility_codes` set on the allowance row; resolver checks classification's sector before stacking.
- 35-hour-week hourly conversion: hourly_rate = weekly / 35 (NOT /38) - encoded in classification rate metadata. Universal across all 4 streams.
- PH stacking: 300% ordinary is a STAND-ALONE rate (does NOT stack with weekend/shift). 250%/275% PH OT applies when work extends beyond ordinary on a PH. Engine must distinguish PH ord from PH OT and NOT double-stack.
- Casual loading 25% (cl 11.4) stacks ON TOP of penalty rates per cl 11.4(b) NOTE - same add-on pattern as MA000011/MA000050; distinct from MA000027 substitute pattern.
- Continuous shiftworker AL: +1 week (5 weeks total) per NES s.87(1)(b) (cl 26.1) - engine routes via continuous-shiftworker pay-condition flag.
- Permanent afternoon vs night detection: shifts ending 18:00-24:00 = afternoon (120%); shifts working between 23:00-07:00 = night (130%); permanent = ≥4 weeks rotation pattern.
- Two annualised-wage variants need separate `AwardPayCondition` rows so the resolver can branch on stream (clerical vs non-clerical) when validating the arrangement. cl 18.1 requires written agreement + 12-month termination notice; cl 18.2 employer may unilaterally annualise.
- Continuous shiftwork = 6 consecutive days × 24hrs (cl 2 def + 23.1) - NOT 7. Resolver checks 6-day pattern when classifying continuous shift (same as MA000068).
- PH OT divergence - cl 22.2(c) gives 250% FT/PT and 275% casual on PH OT, vs cl 23.6 giving 300% PH ordinary. Resolver MUST pick the right rule based on whether work is ordinary or overtime hours on the PH.
Setup & special instructions
- Standard rate = Maintenance Tradesperson Level 1 = $1,068.40/wk = $30.53/hr (cl 2 def). Used as basis for post-2014 apprentice rates.
- Hourly = weekly / 35 (cl 16.1 footnote 1) - DISTINCTIVE 35-hour week. All weekly-to-hourly conversions divide by 35.
- Industry allowance $42.74/wk applies to ALL non-clerical employees but NOT clerical (cl 19.2(b) + cl 2 def of ordinary hourly rate). Resolver checks stream/sector before adding to ord rate.
- PH ordinary 300% (cl 23.6) - DISTINCTIVE high. PH OT 250% FT/PT (cl 22.2(c)) and 275% casual. Don't conflate PH ord with PH OT.
- Casual min 4 hours per engagement (cl 11.4) - distinct from typical 3-hr min.
- Continuous shiftwork = 6 consecutive days × 24hrs (cl 2 def + 23.1) - Sunday-to-Sunday rotation. NOT 7-day.
- TWO annualised wage clauses - cl 18.1 non-clerical (written agreement required, 12-month termination notice) vs cl 18.2 clerical (employer may unilaterally annualise). Both require BOOT + outer-limit hours + 12-month reconciliation + signed time records + 14-day shortfall payment.
- Cl 21.4 super: AustralianSuper, CareSuper, Australian Retirement Trust. Plus stapled fund per ATO process / pre-12-Sep-2008 fund / defined-benefit fund.
- Cl 20 accident pay: 52-week workers comp top-up to ord rate; first week excluded; aggregate cap.
- • Oil refining
- • Petroleum manufacturing
- • Crude oil refining
- • Aviation fuel
- • Bitumen
- • Diesel manufacturing
- • Ethylene
- • Gasoline manufacturing
- • LPG manufacturing
- • Lubricant base oils
- • Greases
- • Solvents
- • Pipeline distribution (refinery)
- • Bulk liquid terminals
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.
Want to see this award running on your data?
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