Document Chunk
This text chunk contains following information extracted through processing and enrichment.
Section : Individual flexibility arrangements
Domain : Human Resource Management
Classification : Not Identified
Context
This chunk is part of the section discussing Individual Flexibility Arrangements (IFAs) within the best practice guide for managers and employers. It outlines the definition of an IFA, its purpose, legal limitations, and the specific terms that can be varied under an award, emphasizing the requirement that employees must be better off overall compared to their original award or registered agreement.
Text Content
An IFA is a written agreement made with an individual employee to change the effect of certain terms in the employee's award or registered agreement. It is used to make alternative arrangements to meet the needs of the employer and the individual employee. However, an IFA can't be used to reduce or remove an employee's entitlements and must leave an employee better off overall when compared to their award or registered agreement. There's also a limit to what terms and conditions an IFA can change. PRACTICAL TIP: You may have heard the term 'flexible working arrangements' - this is a different kind of workplace flexibility that doesn't affect award or agreement terms. Certain employees have a right to request flexible working arrangements. For more information, see our Flexible working arrangements best practice guide available at fairwork.gov.au/bestpracticeguides or complete our free Workplace flexibility online course at fairwork.gov.au/learning All awards and registered agreements must include a clause about individual flexibility. If the employee works under an award, you can use an IFA to vary:
- arrangements for when work is done, such as work hours
- overtime rates
- penalty rates
- allowances
- leave loading.
- What is an Individual Flexibility Arrangement (IFA)?
- What are the main purposes of an IFA in the workplace?
- Can an IFA reduce an employee's entitlements? Why or why not?
- What must an IFA ensure regarding an employee's overall situation compared to their award or registered agreement?
- What types of terms and conditions can be changed under an IFA?
- How does an IFA differ from flexible working arrangements?
- What resources are available for employees seeking information on flexible working arrangements?
- What specific arrangements can be varied under an IFA for employees working under an award?
- Why is it important for all awards and registered agreements to include a clause about individual flexibility?
- What is the significance of the Fair Work website mentioned in the text?