Document Chunk
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Section : Terminating an IFA
Domain : Human Resource Management
Classification : Not Identified
Context
This chunk is part of the section discussing the termination and modification of Individual Flexibility Arrangements (IFAs) in the context of changing business and employee needs. It outlines the process for proposing alternative arrangements, the requirements for documenting changes, and the notice period for terminating an IFA, emphasizing the importance of communication and compliance with legal obligations.
Text Content
The needs of your business and employee may change meaning an IFA is no longer suitable. If this occurs, discuss the issue with your employee and look for alternative arrangements. If an alternative arrangement is proposed:
- explain how the new arrangement would work
- give the employee time to think about the new arrangement
- record any variation in writing and make sure it otherwise complies with the requirements for making an IFA
- keep the variation on file and give a copy to the employee. If you can't agree on a suitable alternative arrangement, the IFA can be terminated. If you and the employee agree to terminate the IFA, discuss if measures need to be put in place before the termination will take effect (for example, changing rosters or arranging childcare) and the agreed date the IFA will end. If one party won't agree to terminate an IFA when requested, the other party can terminate it by providing notice. An IFA made under an award requires the party terminating it to provide the other party 13 weeks written notice. An IFA made under a registered agreement requires the amount of notice stated in the registered agreement (which can't be longer than 28 days).
- What should be done if an Individual Flexibility Arrangement (IFA) is no longer suitable for a business or employee?
- What steps should be taken when proposing an alternative arrangement to an employee?
- How should the new arrangement be documented and communicated to the employee?
- What happens if an agreement on a suitable alternative arrangement cannot be reached?
- What measures should be discussed before terminating an IFA?
- What is the required notice period for terminating an IFA made under an award?
- How does the notice period for terminating an IFA differ under a registered agreement?
- What should be included in the written record of any variation to an IFA?
- Why is it important to give the employee time to think about the new arrangement?
- What actions can be taken if one party does not agree to terminate the IFA?