Salt Industry Award
Industry award for the Australian salt industry - production, gathering, extracting, harvesting, storing, distributing, packaging, manufacturing, treating, refining, brine handling, processing, transporting, shipping and conveying salt + plant maintenance + temporary labour services (cl 4.2). 5 classifications (Level 1 Introductory → Level 5 Advanced; standard rate Level 4 Competent $1,068.40/wk = $28.12/hr). Distinctive features: industry allowance $26.71/wk ALL-PURPOSE baked into ordinary hourly rate (D1), continuous shiftworker OT FLAT 200% with no first-tier 2-hr split (D2), permanent night shift 130% (D3 - distinct from afternoon/night 115%), Saturday 150% / Sunday 200% applies to SHIFTWORKER ord hours only (D4 - non-shift weekend = OT spread), 26-week hours averaging (D5), 12-hr day available by majority agreement + grandfathered pre-2010 (D6), cycle work permitted (D7), daylight saving on actual clock time (D8), junior age scale pivoting on Level 2 rate not standard rate (D9), annualised wage with outer limits + 12-month reconciliation (D11), shiftworker excessive leave threshold 10 weeks vs non-shift 8 (D12), min rest period 8h shift / 10h non-shift (D15).
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 5 cl 16.1 classifications at corrected July 2025 figures (PR786625 ppc 1Jul25): Level 1 $25.36/hr → Level 5 $29.25/hr (PRE-allowance figures). Standard rate = Level 4 $28.12/hr.
- Industry allowance $26.71/wk ALL-PURPOSE (cl 19.3(b)) baked INTO ordinary hourly rate at seed time - base_hourly_rate stored INCLUSIVE.
- Cl 19.3(d) leading hand 3-tier: 3-10 emp $25.11/wk / 11-20 emp $41.88/wk / >20 emp $50.32/wk.
- Cl 19.3(c) first aid $21.37/wk; cl 19.4(a) meal-OT $18.38 (>2h OT without prior-day notice).
- Pay conditions including DEDICATED 'Continuous Shiftworker' variant with FLAT 200% OT (FT/PT) / 225% (Casual) - no first-tier 2-hr split (D2).
- Sat 150% / Sun 200% as ordinary penalties for shiftworkers only (D4).
- Cl 22 shift loadings: afternoon 115% / night 115% / permanent night 130% (D3 - casual permanent night 155%).
- Cl 21.1(c) recall to work min 4h after leaving premises (D14).
- Cl 18 annualised wage arrangements with outer limits + 12-month reconciliation + 14-day top-up (D11).
- Cl 16.2 junior age scale 65/80/90/100% based on Level 2 rate (D9).
- Cl 16.3 apprentice rates pre-2014/post-2014 with Y12 split + adult apprentice prior-employment protection (D10).
- Cl 23 leave: shiftworker excessive accrual threshold 10 wks vs non-shift 8 wks (D12); continuous shiftworker AL 5 wks; cashout 2 wks/yr min 4 wks remaining; temporary shutdown 28-day notice.
- Cl 13A right to disconnect (PR778080 from 26Aug24) with TWO award-specific exceptions: cl 13A.4(a) emergency roster change under cl 14.1(d); cl 13A.4(b) recall to work under cl 21.1(c) (D16).
- All 2 default super funds per cl 20.4 (substituted PR794796 ppc 23 Jan 2026): Australian Retirement Trust, AustralianSuper (D17).
Known limitations
- Industry allowance baked into base hourly at seed time (D1) - resolver must NOT add allowance again on top of penalty multipliers.
- Continuous shiftworker OT flat 200% (D2) - resolver must detect Continuous Shiftworker pay condition and apply flat 2x (no first-tier 2-hr split).
- Junior age scale pivots on Level 2 rate (D9), NOT standard rate or own classification - application logic.
- Adult apprentice prior-employment protection (D10) requires runtime tenure check at training-agreement time.
- Annualised wage outer-limits + reconciliation (D11) requires per-employee runtime tracking against contractual outer limits.
- Min rest period varies by shift type (D15) - non-shift 10h, shift 8h.
- Saturday/Sunday penalties (D4) apply to SHIFTWORKER ord hours only - non-shift weekend work falls under OT spread.
Setup & special instructions
- Standard rate = Level 4 Competent $1,068.40/wk = $28.12/hr (cl 2 + cl 16.1).
- Industry allowance $26.71/wk (cl 19.3(b)) is ALL-PURPOSE - included in ordinary hourly rate for penalty/loading/AL calculations. Already baked into base_hourly_rate at seed time.
- Continuous shiftworker definition: rostered to work regularly on Sundays AND public holidays in a continuous process (cl 2 def). OT flat 200% (FT/PT) / 225% (Casual) regardless of weekday/weekend (cl 21.2).
- Permanent night shift 130% (cl 22.1(b)) is DISTINCT from afternoon/night 115%. Casual permanent night = 155% (cl 22.1(d)).
- Saturday 150% / Sunday 200% applies to SHIFTWORKER ordinary hours only (cl 22.2). Non-shift weekend work = OT spread.
- 26-week hours averaging available (cl 13.1(c)). 12-hour day available by majority agreement (cl 13.2(c)/13.3(c)) + grandfathered pre-2010 12-hour rosters (cl 13.2(d)).
- Cycle work permitted (cl 13.4): 38h × total cycle days ÷ 7.
- Daylight saving - pay computed on actual clock time, not adjusted hours (cl 13.5).
- Junior age scale 65/80/90/100% (under-17 / 17 / 18 / 19+) pivots on LEVEL 2 rate (cl 16.2 / D9), NOT standard rate or own classification.
- Adult apprentice prior-employment protection (cl 16.3(f)) - pre-existing tenure ≥6 mo FT or ≥12 mo PT/regular casual entitles employee to retain pre-apprenticeship rate.
- Annualised wage arrangements (cl 18) require outer limits + 12-month reconciliation + 14-day top-up + records of starts/finishes/breaks.
- Excessive leave: 10 wks for continuous shiftworker (cl 23.7(a)) vs 8 wks non-shift.
- Higher duties 2-hr threshold (cl 16.5): ≤2h paid for time only.
- Recall min 4h after leaving premises (cl 21.1(c) / D14).
- Min rest between successive days/shifts: shiftworker 8h vs non-shift 10h (cl 15.5(b)).
- Right to disconnect (cl 13A): TWO award-specific exceptions - cl 13A.4(a) emergency roster change under cl 14.1(d); cl 13A.4(b) recall to work under cl 21.1(c).
- 2 default super funds per cl 20.4 PR794796 ppc 23Jan26: Australian Retirement Trust, AustralianSuper.
- • Salt industry
- • Salt extraction
- • Salt harvesting
- • Salt processing
- • Salt packaging
- • Brine handling
- • Salt transport
- • Salt refining
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?
We can demo a pay run on the salt industry award using sample employees in a sandbox tenant - including any of the special-instruction steps above so you can see exactly what your team's day-to-day looks like.
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