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A well drafted employment contract is vital for any company. This kind of contract should be prepared and reviewed thoroughly to avoid misunderstanding and possible legal issues and to protect both the employer and employee.
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This kind of contract should state the salary in terms of increments in payroll. Don’t put the compensation in terms of yearly salary because this could be misconstrued and lead to possible legal issues down the road. There should be no promise Cheap Khari Willis Jersey , explicit or implicit, of the employment to reach a full year if that is really not the case.
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Take note that there is no specific legal requirement on which details of the contract should be put in writing. But these details would be helpful: the employment status; official title; probationary period, if any, as well as the period covered by this probationary period; and rate of pay or salary; pay frequency; the name or names of immediate supervisors; and the hours or the time and days that the new employee will report for work. These details don’t have to all be in the contract. Remove or add information depending on what is more appropriate for your company and for the particular employee.
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Most organizations hand out the employee handbook or the copy of the company’s policies and guidelines along with the contract of employment. There is also typically a discussion of the policies conducted by an HR specialist of a member of the company’s HR department. The handbook of company policies should have the details, again in clear and concise terms, of what the employer expects from the workforce regarding procedures Cheap Ben Banogu Jersey , conduct and even job performance. Stating the details of the standards and policies is a way to manage risks and protect both the employer and employee. The policies should also address and protect the company from suits on sex discrimination, adverse action, illegal dismissal and the like.
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