However, a provision which does not provide for a change in the effect of one of the conditions of the agreement cannot be a period of flexibility. See below for more information on job flexibility requests. Some workers who have worked for the same employer for at least 12 months may request flexible work arrangements, for example. B changes in working time, drawings or places of work. If the Fair Work Commission approves a company agreement and the standard flexibility period is considered to be the duration of the agreement, this must be mentioned in the decision approving the agreement.  Learn more about responding to requests with our free online workplace flexibility course. (a) workers and employers agree on an agreement which purports to be an individual flexibility agreement under a period of flexibility under a modern award procedure; and it is the employer`s responsibility to ensure that the worker is better off overall than if there were no AFI. The employer`s overall assessment generally includes the comparison between the worker`s financial benefits under the IFA and the financial benefits under the current company bonus or agreement. The employee`s personal circumstances and any non-financial benefits that are important to the employee may also be considered. In our Help to solve problems in the workplace section, you will find practical advice: the duration of flexibility and the IFA should contain information on how to end the IFA. As a general rule, the IFA may be terminated by agreement or by one of the parties, by providing the necessary written termination. Modern premiums require 13 weeks` notice, but this may be different in a company agreement (but no more than 28 days).
The premiums contain specific information on what should be included in the written response if the application is rejected or if another change to the employment agreements is agreed. Use our 3-step form to find your reward. The flexibility clause used in a registered agreement indicates the clauses that can be amended. However, any modern loan and business agreement must have a “flexibility period”. Where a company agreement does not include a flexibility period, it is considered to be the duration of flexibility of the type set by the 2009 Fair Work Rules. You will find a link in the “More information” section at the end of this manual. From a hypothetical point of view, a Modern Award provides for the following minimum wage entitlements for an employee:• The minimum base rate is $16.00 per hour• a penalty rate of 125% applies to all workers, • overtime is paid at 150% for the first 3 hours• an allowance of $12.00 per week must be paid• 17.5% annual leave is payable An employee works a total of 40 hours per week, a) 8 hours on a Saturday (b) 30 ordinary hours during the week (c) 2 hours overtime company agreements may include conditions that would be “permitted matters” if they were contained in the company agreement. This implies that the power to make an IFA derives from the flexibility clause in modern attribution. The Fair Work Act requires that each Modern Award and Enterprise Agreement contain a “trial flexibility” clause. In theory, this clause allows an employer and an employee to agree on an IFA that varies the effect of the Modern Award or the Company Agreement, allowing it to meet “the real needs of the employer and that individual worker” in an individual context. Greg wants to start work at 10 a.m. instead of 9 a.m.
so he can take his son to kindergarten. He can ask for flexible work rules to take care of his son. This was a request by the Minister to review an aspect of a decision authorizing a company agreement. In the first case, the Commission decided that the flexibility period of the company agreement did not meet the requirements of a flexibility period, as it varied the terms of the company agreement instead of varying the effect of the terms of the company agreement. . . . .