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:
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.
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:
Individual Flexible Arrangements. This is clause 16 in the current Agreement. There is no change to this clause.
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.
Individual Flexible Arrangements. This is clause 18 in the current Agreement. Title has been updated from Individual Flexible Working Arrangements. Territory Generation Enterprise Agreement
Individual Flexible Arrangements
