Modern company contracts and agreements set minimum working conditions for categories of workers who perform similar tasks or who are employed by the same employer. These instruments are collective and apply to many collaborators. Therefore, they must not take into account the specific circumstances of the workers and the employer An employer must ensure that the worker is better off with the IFA as a whole than without an 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. 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. For example, an employee may want to work some of their normal hours on Saturdays so that they can participate in other studies on Fridays. In doing so, they agree not to receive weekend penalties for work done on Saturdays.
(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 what can be included in an IFA depends on whether it is made to vary a modern market or a company agreement. Modern public procurement and company agreements must include flexibility conditions that define provisions that may vary from an IFA, for example. B hours of work. If the company agreement does not include a period of flexibility or a period of flexibility, but does not meet all the requirements, the standard period of flexibility set by the fair working rules shall be considered a provision of the agreement.  A company agreement must include a provision allowing a worker and his employer to conclude an individual flexibility agreement (IFA) that varies the effect of the contractual conditions in order to meet the real needs of the employer and the worker.  This is called the notion of flexibility. § 65, para. 1A of the FW Act limits the circumstances in which a worker may apply for a flexible working agreement by limiting the possibility of requesting flexible working arrangements to workers who: the flexibility agreement may be terminated by agreement or dismissal If an employer and an employee decide to conclude an IFA, it must be established in accordance with the assignment or registered agreement and the FW Law. . . .