An employer and one employee may agree to vary how the award applies to when work is done, overtime rates, penalty rates, allowances or annual leave loading, so that both sides' genuine needs are met. It must be made without duress, and only once employment has started. An employer proposing one must put the proposal in writing and, where it knows or ought to know the employee's written English is limited, take reasonable steps such as a translation. The employee must be better off overall when it is made. The document must name both parties, identify each varied term and the variation, explain the better off overall result, give a start date, be in writing and be signed by both (and a parent or guardian for an employee under 18). The employer must retain it among its time and wages records and hand the employee a copy. It ends by written agreement at any time or by 13 weeks' written notice (4 weeks where the agreement predates the first full pay period that began on or after 4 December 2013).
The graph holds this control, the 0 it maps to, and the evidence behind each claim, over MCP and REST.