In addition to the basic principles of wages and benefits, the conditions of employment may define such sensitive areas as the settlement of disputes, secrecy or prohibitions of competition and the grounds for dismissal, as well as the possibility of termination. Most developed and developing countries have codified certain standard working conditions. Ireland has its Terms of Employment Act, which sets out rules for a wide range of employment and labour matters. The Australian Fair Work Ombudsman sets rules on remuneration, leave, dismissal, rights and more. An employment contract also lists all probational employment schedules, which are normally 90 days. During this period, the employer often invokes the possibility of terminating the employee at its sole discretion. Most employment contracts also cover the use of a company`s confidential information. In particular, the agreement will contain a language prohibiting the employee from sharing a company`s confidential information with outsiders. The agreement may also contain a provision that prohibits an employer from changing jobs and cooperating with a direct competitor for a certain period of time (for example. B within one year of the employer`s departure). Other possible terms of the agreement could include a property agreement (which states that the employer owns all work-related materials produced by the worker) as well as information on resolving workplace disputes.
The contract can even be considered where the worker can work after leaving the company in order to limit competition between related companies. Union members are covered by group contracts that set wages, benefits, planning matters and other working conditions for insured employees. An implied employment contract is an employment contract derived from comments made during a job interview or employment transport, or from something that appears in a training manual or manual. If you are designing an employment contract, pay particular attention to the period of dismissal. You may want a clause that denies certain benefits if you terminate for an important reason – for example.B. if you commit a crime or act in a way that is clearly harmful. Some employees may negotiate „Double Trigger” clauses in which they can terminate „rightly” (for example. B to be transferred to another department) while being entitled to severance pay. Employment contracts also contribute to the protection of critical trade secrets and are particularly important in high-tech companies.. . . .