If you are starting up a small business or have one in place and are not sure how to put together Employment Contracts, an Employee Handbook or what are your employees’ basis entitlements please contact BT and Associates to discuss.
By taking responsibility and ensuring that your employees receive their basic employment rights, which are governed largely by legislation, you are protecting your business and yourself from any difficulties.
Below is a simple checklist outlining for employers what is required under the Terms of Employment (Information) Act 1997, one should have in a typical Employment Contract.
The Terms of Employment (Information) Act 1994 provides that an employer must issue their employees with a written statement of terms and conditions relating to their employment within two months of commencing employment. It must include the following:
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Name and address of employer and employee;
- The address of the employer.
- Role/Title or nature of work
- Date of commencement of employment
- Specified Term, Specified Purpose, Contract of Service, Contract for Services Commencement – date of expiry if fixed term
- Duties and responsibilities.
- Reporting to.
- Payment of deductions, method, pay periods, rate of pay, reviews, expenses and overtime.
- Probation.
- Any terms or conditions relating to Pensions and Pension Schemes.
- Place of work and any conditions on relocation.
- Hours of work, overtime, breaks, holidays.
- Sick leave – employee obligations and entitlement or otherwise to pay.
- Grievance, dispute resolution.
- Discipline, grounds for summary dismissal.
- Termination – notice periods, Grounds and obligations.
- Collective Agreements where applicable.
- Retirement Date or Age.
- Unfair Dismissals waiver (fixed term contracts).
- Date of offer expiry.
This list is not exhaustive and is not a legal interpretation.
