Individual Flexible Arrangements Sample Clauses

Individual Flexible Arrangements. 18.1 The CEO and an employee covered by this Agreement may agree to make an individual flexibility arrangement to vary the effect of terms of this Agreement (including Schedules) if the arrangement: (a) deals with one or more of the following matters of this Agreement: (i) arrangements about when work is performed; (ii) payment for overtime taken as pay or time off in lieu of payment; (iii) commuted salaries or allowances. (b) meets the operational needs of PWC; (c) is genuinely agreed to by the CEO and employee; (d) is about matters that would be permitted matters if the arrangement were an enterprise agreement; (e) must not include a term that would be an unlawful term if the arrangement were an enterprise agreement; and (f) results in the employee being better off overall than the employee would have been if no flexibility arrangement were agreed to. 18.2 An employee or the CEO can initiate in writing a request for an individual flexibility arrangement. 18.3 The CEO must ensure that the individual flexibility arrangement: (a) is in writing; (b) includes the name of the employee; (c) is signed by the CEO and employee and if the employee is under 18 years of age, signed by a parent or guardian of the employee; (d) includes details of: (i) the terms of the agreement that will be varied by the arrangement; (ii) how the arrangement will vary the effect of the terms; and (iii) how the employee will be better off overall in relation to the terms and conditions of their employment as a result of the arrangement; and (e) states the period of operation of the arrangement. 18.4 To take effect, the individual flexibility arrangement must be approved by the Commissioner and implemented via a determination or other appropriate instrument and the CEO must give the employee a copy of the determination or other appropriate instrument within 14 days of the Commissioner’s approval. 18.5 The Commissioner will not approve an individual flexibility arrangement unless the CEO is satisfied that the requirements of this clause have been met. 18.6 The CEO or employee may terminate the individual flexibility arrangement: (a) by giving written notice of not more than 28 days (or in accordance with the FW Act requirements) to the other party to the arrangement; or (b) if the CEO and employee agree in writing – at any time. 18.7 An employee may choose to be represented by their nominated representative in relation to the development and implementation of individual flexible arrangem...
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Individual Flexible Arrangements. The Company and the Employee may agree to vary the application of the effect of the terms of the Agreement in respect of one or more of the following: ● arrangements for when work is performed; ● overtime rates; ● penalty rates; ● allowances; or ● annual leave loading. The IFA must: ● meet the genuine needs of the Company and the Employee in relation to the matters mentioned in paragraph 1; ● be genuinely agreed to by the Company and the Employee without coercion or duress; and ● result in the Employee being better off overall at the time the IFA is made than if the IFA had not been made. To initiate the making of an IFA, the Company must give the Employee a written proposal and, if the Company 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. The Company must ensure that the terms of the IFA: ● are permitted matters under section 172 of the Act; and ● are not unlawful terms under section 194 of the Act; and ● result in the Employee being better off overall than the Employee would be if no individual arrangement was made. The Company must ensure that the IFA: ● is in writing; ● includes the Employee’s and Company name; and ● is signed by both the Employee and the Company. If the Employee is under 18 years old, then it must be signed by a parent or guardian; and includes: ● the terms of the Agreement that will be varied by the arrangement; ● how the arrangement will vary the effect of the terms; ● how the Employee will be better off overall in relation to the terms and conditions of their employment as a result of the arrangement; ● states the day on which the arrangement commences; and ● provides a termination clause and the IFA will cease to have effect at the end of the notice period. The Company must keep a copy of the IFA as a time and wages record and provide a copy to the Employee within 14 days after it is agreed to. Upon request by the relevant Employee, the Company must provide copies of the IFA made under this clause to the Employee Representative or other Representative including a Union Representative. The Company or Employee may terminate the IFA: ● by giving no more than 28 days written notice to the other party to the arrangement; or ● if the Company and the Employee agree in writing at any time.
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Individual Flexible Arrangements. Subject to the Fair Work Act the Employer and an Employee covered by this agreement may agree to make an Individual Flexibility Arrangement (IFA) to modify the application of any term of this Agreement that relates to terms and conditions of employment if: 2.4.1 The IFA meets the genuine needs of the Employer and the Employee; 2.4.2 The IFA is genuinely agreed to by the Employer and the Employee The Employer must ensure that the terms of the IFA: 2.4.3 are about permitted matters under Section 172 of the Fair Work Act; 2.4.4 are not unlawful terms under Section 194 of the Fair Work Act; and 2.4.5 results in the Employee being better off overall than the Employee would be if no IFA was made; The Company must ensure that the IFA complies with section 203 of the Fair Work Act, and: 2.4.6 Is in writing; 2.4.7 Includes the name of the Employer and the Employee; 2.4.8 Is signed by the Employer and the Employee (and if the Employee is under 18 years of age by a parent or guardian of the Employee); and 2.4.9 Includes details of: (i) Application of the terms of the Agreement that will be modified by the IFA; (ii) How the IFA will modify the application of the terms; (iii) How the Employee will be better off overall in relation to the terms and conditions of his or her employment as a result of the IFA; and (iv) State the date on which the IFA commences. The Employer must give the Employee a copy of the IFA within 14 days after it is agreed.
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Individual Flexible Arrangements. This is clause 16 in the current Agreement. There is no change to this clause.
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Individual Flexible Arrangements. 24.1 The Company and the Employee may agree to vary the application of the effect of the terms of the Agreement in respect of one or more of the following: ● arrangements for when work is performed; ● overtime rates; ● penalty rates; ● allowances; or ● annual leave loading. 24.2 The IFA must: ● meet the genuine needs of the Company and the Employee in relation to the matters mentioned in sub clause 24.1; ● be genuinely agreed to by the Company and the Employee without coercion or duress; and ● result in the Employee being better off overall at the time the IFA is made than if the IFA had not been made.
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Individual Flexible Arrangements. 50.1 HFA and a team member covered by this Agreement may agree to make an individual flexibility arrangement to vary the effect of the following terms of this Agreement: (a) arrangements about when work is performed; (b) overtime rates; (c) penalty rates (d) allowances; (e) leave loading. 50.2 The arrangement must meet the genuine needs of the Company and team member in relation to one or more of the matters mentioned above and the arrangement are genuinely agreed to by the Company and team member. 50.3 A team member requesting an individual flexibility arrangement must provide such requestion in writing, directed to their Team Leader or Department Manager. The Company has twenty-one (21) days to undertake consultation and provide a written response to such request. 50.4 The Company must ensure that the terms of the individual flexibility arrangement: (a) are about permitted matters under section 172 of the Fair Work Act 2009. A copy of this section of the Act will be made accessible to the team member upon request; (b) are not unlawful terms under section 194 of the Fair Work Act 2009. A copy of this section of the Act will be made accessible to the team member upon request; (c) will result in the team member being better off overall than the team member would be if no arrangement was made. 50.5 The Company must ensure that the individual flexibility arrangement: (a) is in writing; and (b) includes the name of the Company and the team member; and (c) is signed by the Company and team member and if the team member is under 18 years of age signed by a parent or guardian of the team member; and (d) includes the details of: (i) the terms of the Agreement that will be varied by the arrangement; and (ii) how the arrangement will vary the effect of the terms; and (iii) how the team member will be better off overall in relation to the terms and conditions of their employment as a result of the arrangement; and (iv) states the day on which the arrangements commence. 50.6 The Company must give the team member a copy of the individual flexibility arrangement within fourteen (14) days after it is agreed to. 50.7 The Company or team member may terminate the individual flexibility arrangement: (a) by giving no more than twenty-eight (28) days written notice to the other party to the arrangement; or (b) if the Company and team member agree in writing – at any time.
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Individual Flexible Arrangements. This is clause 18 in the current Agreement. Title has been updated from Individual Flexible Working Arrangements.
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Individual Flexible Arrangements. 55.1. GenesisCare and an Employee covered by this Agreement may agree to make an individual flexibility arrangement to vary the effect of terms of this Agreement if:
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Individual Flexible Arrangements 
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Related to Individual Flexible Arrangements

  • Business Arrangements Except as disclosed in the Registration Statement, the Time of Sale Disclosure Package and the Prospectus, neither the Company nor any of its subsidiaries has granted rights to develop, manufacture, produce, assemble, distribute, license, market or sell its products to any other person and is not bound by any agreement that affects the exclusive right of the Company or such subsidiary to develop, manufacture, produce, assemble, distribute, license, market or sell its products.

  • Flexible Working Arrangements In accordance with the Employment Relations Act 2000, an employee affected by family violence may request a short-term (two months or less) variation of their employment arrangements to assist the employee to deal with the effects of family violence.

  • Individual Flexibility Arrangements 38.1 Where the Employer wants to enter into a individual flexibility arrangement (IFA) it must provide a written proposal to the Employee. Where the Employee’s understanding of written English is limited, the Employer must take measures, including translation into an appropriate language, to ensure the Employee understands the proposal. 38.2 The Employer and an Employee covered by this Agreement may agree to make an IFA to vary the effect of terms of the Agreement if: (a) it deals with one or more of the following matters: (i) Time between which ordinary hours are worked; (ii) Salary sacrifice Agreements; (iii) Reduction in ordinary hours; (iv) Increase in annual leave accrual each year; (v) Increase in rate of accrual of Rostered days off; (vi) Increase in wages; (vii) Increase in training leave (Union or otherwise); (b) The IFA meets the genuine needs of the Employer and the Employee covered by this Agreement in relation to one or more of the matters mentioned in paragraph (a) above; and (c) The IFA is genuinely agreed to by the Employer and the Employee. 38.3 The Employer must ensure that the terms of the IFA: (a) are about permitted matters under section 172 of the FW Act; and (b) are not unlawful terms under section 194 of the FW Act; and (c) result in the Employee being better off overall than the Employee would be if no IFA was made. 38.4 The Employer must also ensure that any such IFA is: (a) in writing (including details of the terms that will be varied, how the IFA will vary the effect of the Enterprise Agreement terms, how the Employee will be better off overall in relation to the terms and conditions of his or her employment as a result of the IFA, and the day on which the IFA commences); (b) includes the name of the Employer and Employee; (c) signed by the Employer and the Employee, and if the Employee is under 18, by a parent or guardian of the Employee; and (d) provided to the Employee within 14 days after it is agreed to. 38.5 The Employer or Employee may terminate the IFA by either the Employer or Employee giving written notice of not more than 28 days, or at any time by both parties agreeing in writing. 38.6 Where any of the requirements of ss 202 and 203 of the FW Act are not met, the IFA is of no effect.

  • Individual Special Circumstance Arrangements Notwithstanding Article 2.02, the Home and the Union may agree in certain circumstances, to adjust the schedule of an individual full-time employee who normally works seventy five (75) hours bi-weekly, to enable an average bi-weekly work assignment of sixty (60) to seventy five (75) hours. (a) Such an arrangement shall be established by mutual agreement of the Home and the Union and the employee affected. The parties agree that the arrangement applies to an individual, not to a position. The parties will agree to the scheduling provisions that will apply to the employee including that no additional shifts will be scheduled for employees working Individual Special Circumstances Arrangements. (b) The parties shall determine the introduction of a special circumstance arrangement. Issues related to vacation, paid holidays and benefit coverage will be determined by the Home and the Union. The employee will retain full-time status, including but not limited to seniority and service. (c) Any party may discontinue the special circumstance arrangement with notice as determined within the agreement. In the event that the employee affected resigns, transfers, is laid off or terminated, the arrangement will be deemed to be discontinued immediately, unless the parties mutually agree otherwise. (d) It is understood and agreed that these arrangements are based on individual circumstances and each agreement is made on a without prejudice or precedent basis.

  • Tax Arrangements 47.1 Where the Contractor is liable to be taxed in the UK in respect of consideration received under this contract, it shall at all times comply with the Income Tax (Earnings and Xxxxxxxx) Xxx 0000 (ITEPA) and all other statutes and regulations relating to income tax in respect of that consideration. 47.2 Where the Contractor is liable to National Insurance Contributions (NICs) in respect of consideration received under this Framework Agreement, it shall at all times comply with the Social Security Contributions and Benefits Xxx 0000 (SSCBA) and all other statutes and regulations relating to NICs in respect of that consideration. 47.3 The Authority may, at any time during the term of this Framework Agreement, request the Contractor to provide information which demonstrates how the Contractor complies with sub-clauses 47.1 and 47.2 above or why those clauses do not apply to it. 47.4 A request under sub-clause 47.3 above may specify the information which the Contractor must provide and the period within which that information must be provided.

  • Affiliate Arrangements Except as set forth on Schedule II attached hereto, neither such Sponsor nor any anyone related by blood, marriage or adoption to such Sponsor or, to the knowledge of such Sponsor, any Person in which such Sponsor has a direct or indirect legal, contractual or beneficial ownership of 5% or greater is party to, or has any rights with respect to or arising from, any Contract with Acquiror or its Subsidiaries.

  • SALARY SACRIFICE ARRANGEMENTS 34.1 Employees covered by this Agreement will have access to salary sacrifice arrangements in addition to the compulsory arrangement detailed above. The requirements of any such arrangements shall ensure that: (a) Accessing a salary sacrifice arrangement is a voluntary decision to be made by the individual Employee. (b) An Employee wishing to enter into a salary sacrifice arrangement will be required to notify their Employer in writing of the intention to do so and have sought expert advice in relation to entering into such an arrangement. (c) The Employer shall meet the cost of implementing the administrative and payroll arrangements necessary for the introduction of salary sacrifice to the Employees under the Agreement. (d) The co-contribution of superannuation payments referred to herein shall be made by way of salary sacrifice arrangements.

  • Flexible Spending Accounts Employees in the unit shall have access to the County’s flexible spending account program, which provides employees with the options of dependent care assistance benefits with a calendar year maximum of $5,000, and medical expense reimbursement benefits with a calendar year maximum of $2,400. The County shall maintain this plan in compliance with IRC §125. Employee premiums for flexible spending account benefits shall be deducted on a pre-tax basis from employee pay.

  • Protective Arrangements In the event that a Party or any member of its Group either determines on the advice of its counsel that it is required to disclose any information pursuant to applicable Law or receives any request or demand under lawful process or from any Governmental Authority to disclose or provide information of the other Party (or any member of the other Party’s Group) that is subject to the confidentiality provisions hereof, such Party shall notify the other Party (to the extent legally permitted) as promptly as practicable under the circumstances prior to disclosing or providing such information and shall cooperate, at the expense of the other Party, in seeking any appropriate protective order requested by the other Party. In the event that such other Party fails to receive such appropriate protective order in a timely manner and the Party receiving the request or demand reasonably determines that its failure to disclose or provide such information shall actually prejudice the Party receiving the request or demand, then the Party that received such request or demand may thereafter disclose or provide information to the extent required by such Law (as so advised by its counsel) or by lawful process or such Governmental Authority, and the disclosing Party shall promptly provide the other Party with a copy of the information so disclosed, in the same form and format so disclosed, together with a list of all Persons to whom such information was disclosed, in each case to the extent legally permitted.

  • Employee Arrangements Except as set forth on Section 8.2(h) of the UWWH Disclosure Schedules, pursuant to the terms of any collective bargaining agreements in effect as of the date hereof and disclosed on Section 6.15(a) of the UWWH Disclosure Schedules, as contemplated by this Agreement, as set forth in the Employee Matters Agreement or as otherwise required by applicable Law, UWWH shall not, nor shall it permit any of its Subsidiaries to: (i) grant any material increases in the compensation (including bonus and incentive compensation) or fringe benefits of any UWWH Employee except any increases that would not reasonably be expected to become a Liability of the Surviving Corporation or its Subsidiaries; (ii) pay or agree to pay to any UWWH Employee any pension, retirement allowance, severance benefit or other material employee benefit not required by any of the existing UWWH Benefit Plans as in effect on the date hereof, except as would not reasonably be expected to result in a Liability of the Surviving Corporation or its Subsidiaries; (iii) except in the ordinary course of business, enter into any new, or terminate or materially amend any existing collective bargaining agreement or relationship, employment, severance or termination Contract or other arrangement with any UWWH Employee or his or her representative, provided, that any such new collective bargaining agreement or any termination of or material amendment to any such existing collective bargaining agreement in the ordinary course of business shall be subject to review by xpedx senior management reasonably in advance of the conclusion of such negotiations, and xpedx senior management shall have been informed periodically of the status of negotiations with respect thereto; (iv) (A) become obligated under any new pension plan, welfare plan, employee benefit plan (including any equity incentive plan), severance plan, benefit arrangement or similar plan or arrangement sponsored or maintained by UWWH or any of its Subsidiaries that was not in existence on the date hereof, or (B) amend any such plan or arrangement in existence on the date hereof, except in the case of (B) (x) as would not result in a material increase in the annual aggregate cost (based on UWWH’s historical annual aggregate cost) of maintaining such pension plan, welfare plan, employee benefit plan, severance plan, trust, fund, policy or arrangement or (y) as would not reasonably be expected to result in a Liability of the Surviving Corporation or its Subsidiaries; (v) grant any equity-based compensation to any UWWH Employee or director or independent contractor of UWWH or any of its Subsidiaries; (vi) make any offer for the employment or engagement of any UWWH Employee or other individual on a full-time, part-time, or consulting basis providing for an annual compensation in excess of $250,000; (vii) implement any distribution center, facility, warehouse or business unit closing or mass layoff that could implicate WARN; or (viii) make any loan to (x) any director, officer or member of senior management of UWWH or any of its Subsidiaries or (y) except in the ordinary course of business and in compliance with applicable Law, to any other UWWH Employee.

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