The IFA is a written agreement used by an employer and an employee to modify the effect of certain clauses in their assignment or registered agreement. It is used to make alternative arrangements that meet the needs of both the employer and the worker. An IFA may change the way certain clauses of a bonus or registered contract apply to the employee it covers. An IFA can be terminated at any time by a written agreement between the employer and the employee. Otherwise, the IFA may be stopped by a notification to the other party. An IFA as part of a prize can be closed with a period of 13 weeks. A registered agreement indicates the number of notifications needed, but it cannot take more than 28 days. The flexibility clause used in a registered agreement indicates the clauses that can be amended. An employer must ensure that the worker is overall better off with the IFA than without ifa in relation to its assignment or agreement registered at the time of the IFA.
To do so, they should consider the financial and non-financial benefits to the employee as well as the employee`s personal circumstances. All contracts, company agreements and other registered agreements must include an Individual Flexibility Agreement (IFA). If a registered agreement does not contain one, the standard clause of the Fair Work Regulations 2009 applies. An IFA cannot be used to reduce or eliminate an employee`s claims. For bonuses, you can use an IFA to vary the clauses on: One employer or employee can ask the other to participate in an IFA. If they have agreed on the measures they wish to take, they must be recorded in writing and signed by both the employer and the employee. If the worker is under 18 years of age, this must also be signed by his parents or legal guardians. Sally is covered by a price that says normal hours are worked between 9 a.m.
and 5 p.m. She does an IFA with her employer to work her normal hours between 7 a.m. and 3 p.m. Normal work schedules for other employees will remain from 9 a.m. to 5 p.m. The IFA does not need to be authorised or registered with the Fair Work Ombudsman or the Fair Work Commission. When an IFA is not executed correctly, it continues to apply to the employee. However, the employer may be fined. An IFA can be carried out at any time after the start of the employee`s activity for the employer. The employer must keep a copy of the signed IFA and give a copy to the employee.
Both parties really have to agree to an IFA. An employee cannot be forced to sign an IFA to get a job. The right of a staff member to refuse to approve an IFA is protected by its general protection. This means that they cannot be discriminated against or treated disadvantageously if they refuse to consent. IFAs, which were awarded as part of an award before 4 December 2013, can be closed with a period of 28 days. . . .