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, where this meets the genuine needs of both. It must be made freely, only after employment starts, and leave the employee better off overall when made. A proposing employer must put it in writing and take reasonable steps, such as translation, where it knows or should know the employee's English reading is limited. It must name both parties, each term varied and how, why the employee is better off overall and the start date, and be written and signed by both (plus a parent or guardian for an employee under 18); no one else's approval may be required. The employer must keep it among its time and wages records and hand the employee a copy. It ends by written agreement at any time or on 13 weeks' written notice by either party (4 weeks for one made before 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.