Individual Flexible Arrangements Clause Samples

Individual Flexible Arrangements. 16.1 This 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 within the span of hours; (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 Territory Generation; (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 individual flexibility arrangement were agreed to. 16.2 An employee or the CEO can initiate in writing a request for an individual flexibility arrangement. 16.3 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 this 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. 16.4 To take effect, the individual flexibility arrangement must be approved by the employer 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 employer’s approval. 16.5 The employer will not approve an individual flexibility arrangement unless they are satisfied that the requirements of this clause have been met. 16.6 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. 16.7 An employee may choose to be represented by a nominated representative in relation to the development and implement...
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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. 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. 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. 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. This is clause 18 in the current Agreement. Title has been updated from Individual Flexible Working Arrangements.
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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 
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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 ▇▇▇▇▇▇▇▇) ▇▇▇ ▇▇▇▇ (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 ▇▇▇ ▇▇▇▇ (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.