Step#1: Design an employment agreement that complies with the law but at the same time suits your business practices. This will ensure a positive balance in your agreements.
Step#2: Make it an absolute requirement for the prospective employee to sign the employment agreement before he commences work.
Make sure your policies, forms and contracts are legally correct every time
Can you answer these questions?
• Does your chairman cover all the necessary points when chairing a disciplinary hearing?
• Are your employment contracts up-to-date and do they include the minimum law requirements?
• Do you have all the relevant documentation to win your case if a dispute arises with an employee?
• Have you given all your past employees a certificate of service?
Step#3: Explain the contents of the contract to the prospective employee in a language that he understands. This is required by law so don't miss out on it!
Note that if the prospective employee/applicant speaks another language, you may very well need to get an interpreter to assist you.
So there are three simple steps to follow when protecting yourself in employment agreements.
Following these three steps will ensure that:
• The employee has given written confirmation to you over the agreement; and
• There will be written evidence the employee understood the contents of the contract.
To learn more, click below…
Protect yourself from labour-related problems by using this practical tool
The comprehensive Labour Law for Managers Loose Leaf Service gives you all the details you need for maximum protection in labour-related problems. You will find, for example:
• Information on the problem areas managers have to handle in the workplace daily, and appropriate solutions;
• Valuable advice for employers, based on the ever-changing legislation;
Sample contracts, dismissals
and warning letters, etc;
• Numerous practical checklists; and
• Much more…