Upon starting, all employees must be given a contract within two months of starting. Have an employment contract in place serves a number of purposes. For one, it protects both parties from any future disagreements and lets the employee know what to expect in his or her new job role.
One of the most essential info that every contract has to have aside from the start date and the name of both parties is the job title and description.
If you want to leave more room for a specific role, include flexible terms to cover a job’s different aspects. Make sure to include the hours of work required for the position and any other address that the employee can be relocated to in the future.
Another crucial aspect to include is the salary. Make sure to cover the before tax amount, any deductions, bonuses, and performance raises that may be part of the job in the future.
Clauses about holidays and benefits such as sick and vacation leaves should also be mentioned in the contract. If there are busy periods in the year that the employer prefer its employees to abstain from taking leaves or absences then it’s best to put it out there.
On the subject of holidays, every contract should include whether employees would be likely to work in certain holidays and how much the added premium on their rate would be if enforced.
Terms on sickness and disability is also a part of the contract especially if it’s in high-risk fields such as machinery or any other manual technical work. This also covers how an employee should notify their superiors if ever they’re bound to be absent at any time of the year.
Lastly, mention grievance and disciplinary procedures of the company. List likely violations and the consequences of such actions and their repeated occurrence.