Frequently asked questions
An IFA is a written document used by an employer and employee to change the effect of certain clauses in a modern award. It allows Hudson and an employee to make alternative arrangements to suit their needs.
Modern awards require casual employees to be paid an hourly rate. This means that Hudson is unable to pay our award-covered contractors a daily rate unless we enter into an IFA.
In order to be placed on an IFA, you must be better off overall under the terms of the IFA than you would be under the relevant modern award.
In determining whether you are better off overall, consideration is given to the daily rate, the hours you work, and the rates payable under the relevant award, including any penalty rates, overtime or allowances that you may be entitled to.
We recently completed a review of timesheets and work patterns for our award-covered contractors who are currently being paid a daily rate. An IFA will only be offered to you if you are better off under this arrangement.
Yes, an IFA is a voluntary arrangement. All of our award-covered contractors have the option of being paid an hourly rate. If you wish to be paid an hourly rate, we will manage these negotiations in consultation with you and your hiring manager.
We have recently completed a review of how we apply modern awards to our contractors’ assignments. The requirement for our award-covered contractors to enter into an IFA if they wish to be paid a daily rate is a new process arising from this review.
An IFA is a voluntary arrangement. You do not need to sign an IFA if you don’t want to. However, modern awards require casual employees to be paid an hourly rate. This requirement may only be varied by entering into an IFA.
If you do not want to enter into an IFA, we will make alternative arrangements to pay you on an hourly rate. These negotiations will be managed in consultation with you and your hiring manager.
If you do not want to enter into an IFA, please let us know as soon as possible.
The IFA will sit alongside your employment agreement. After the IFA is signed, you will be able to be paid a daily rate. The IFA will continue to operate until it is terminated by either party with notice.
Yes, either Hudson or you can terminate the IFA by providing 13 weeks' notice. If this occurs, we will make arrangements for you to be paid an hourly rate.
An IFA will automatically be terminated at the end of the assignment to which it applies, or if your employment with Hudson ends.