A good employment contract is a custom agreement, not a boiler platform at Bartlett Law, we realize that it is not enough to give you a flat-rate agreement, but that you need to understand how it works and what steps you need to take in case of a problem. We are behind the IEAs we create (unlike those provided by anonymous sites) and we are at your disposal to help you make the most of your custom agreement. In this area, employment policies can help. Whether it is a policy paper, a set of rules or a manual, they provide employers with the flexibility to regulate aspects of the relationship without having to constantly renegotiate the IEA. For more information, please consult individual employment contracts or contact us. First, if a worker is not employed under a collective agreement, it is essential to have a worker under the Employment Relations Act 2000! An individual employment contract (“IEA”) forms the basis of the employment contract between the employer and the worker. This is the main document referred to in any dispute between the employer and the worker. In most cases, a power or right cannot be granted by law to the employer or worker or in an employment or IEA policy, it cannot be applied. A custom agreement is specially designed to meet the needs of your business and can cover: the difficulty of prefabricated employment contracts is that they are often very general and may not be adapted to the specific needs of your business. A “One Size fits all” approach does not work well for many employers, as there are usually specific things for each company that need to be taken into account. The law is constantly evolving and evolving over time, just as your company`s requirements will change and evolve. At Bartlett Law, we will work with you to ensure that your IEAs are kept up to date and meet the changing needs of today`s business world. In addition, “free” IEAs are sometimes poorly formulated, with missing or inconsistent definitions and missing or inconsistent cross-references.
Relying on such a document in the heat of litigation can be extremely dangerous. Also, once you`ve used an Internet IEA, you won`t be told if/when it needs to be updated. The police are rarely in a vacuum. As a general rule, there are a number of common law rules, legal or contractual obligations and requirements that must be taken into account. Compliance with these obligations will ensure the effectiveness and implementation of the new directive. To be effective, an IEA must be thin, concise and easy to understand. It is simply not possible to cover all possible contingencies that may occur. It is therefore essential that the IEA be clear, precise for workers, that it contains all the legal provisions and that it refers to all the powers that the employer wishes to invoke (for example. B trade restrictions, no obligation for guilty proceedings).