A non-competition (temporary) clause limits a worker`s freedom to work in a particular way in another place after the end of his employment. In this way, the employee may be temporarily prevented from working for a competitor, thereby causing harm to your business. In principle, a non-compete clause in an employment contract is not valid for a specified period of time, unless reasonable grounds are invoked to justify essential commercial interests that require a non-compete clause. In addition, a non-compete clause must be agreed in writing and can only be agreed with one adult staff member. The clause must indicate, among other things, its duration and geographical scope. Provision 1: employment level. Each employment contract should include a job description with information on the worker`s responsibilities. This provision should determine whether the employee can be downgraded, placed in a position with different responsibilities, or whether his or her existing responsibilities may be modified or increased. Travel and relocation should also be discussed. Provision 10: confidentiality.
Often, an employee must be informed of confidential or confidential information in order to do his or her job. As part of a confidentiality agreement, the staff member undertakes never to disclose this information to a stranger and to take appropriate measures to avoid accidental disclosure. This type of provision generally applies well beyond the employment itself, unless the information itself becomes secret. Get familiar with what you should include in your next employment contract by looking at this handy guide. Provision 11: Alternative dispute resolution. In the event of a dispute over the employment contract, employers often require an investment before one of the parties can complain. This promotes an honest out-of-court debate and saves considerable time and justice costs. If mediation does not solve the problem, some contracts require that the dispute be resolved through binding arbitrations, not litigation, for a more useful and cost-effective solution. Determination 4: trial period.
Some hires start with a wellness process, a try to see if the candidate matches your business before offering them the benefits of a long-term contract. If you hire your employees on this basis, be sure to address all the conditions and rules of the trial period. These include the length of the trial period, training guidelines and evaluation standards. In all cases, communicate the results to the applicant at the end of the trial period to avoid long-term (or non-maintenance) of the applicant. In the course of their work, employees are familiar with the employer`s confidential information or business relationships. In order to ensure that workers handle this type of information carefully, a confidentiality clause may be included in the employment contract. A confidentiality clause stipulates that the employee must keep confidential information secret during and after the employment. Provision 13: protection of workers` liability. Extending the protection of a limited liability company to an employee reduces pressure when making important company-wide decisions.