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Protect your company from any legal comebacks by issuing employment documents in writing

by , 27 June 2013
The Sharks will have to pay John Plumtree for the next two years after the coach left the union following a meeting with new CEO John Smit reports News 24. According to the report, Plumtree's legal team argued that he should be paid out for the full two-year contract extension he was promised by the current CEO, Brian Van Zyl who's set to step down from his role. Plumtree's legal team argued that Van Zyl's verbal agreement with him is binding. And that the verbal agreement between Van Zyl and Plumtree now means the Sharks will have to cough up for the next two years, even though Plumtree won't be part of their plans. Perhaps the Sharks wouldn't be in this dilemma if their employee's terms of employment were spelled out in writing. Here's how putting an employment contract in writing can protect you from any legal comebacks.

'Everyone has heard the phrase 'get it in writing'. The reason for that is simple: If the parties fail to document their agreement in writing, there's always room for future disagreements,' says VW Legal.com. And that's exactly where the Sharks find themselves.

Luckily you can prevent this from happening in your company.

Here's what you'll achieve by issuing employment documents in writing

According to The Labour Law for Managers Loose Leaf Service, the Basic Conditions of Employment Act (BCEA) requires you to give your employees the terms and conditions of their employment in writing. It's important that you do this when your employee starts his employment.

By issuing employees with a written employment document that complies with the law you'll:

  • Have your employee's written confirmation that he agrees with the contents of the contract. This means your employee can't then later challenge you on any aspect which you've agreed upon.
  • Have written evidence to prove the employee understood the employment contract and willingly agreed to it.

Remember, you're breaking the law if you've employed any employee without an employment document.

So make sure you comply, but most importantly put the contract in writing to protect your company from any legal comebacks.

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