A sample employee contract can be used to formalize your employment contract with a new employee. Employee contracts include details such as hours of work, rate of pay, employee responsibilities, etc. In case of dispute or disagreement over working conditions, both parties may refer to the contract. When you create your own employee contract, you have to navigate a minefield of potential legal problems. Use our ready-to-use employee contract template download for a complete guide. A fixed-term contract is used for temporary workers. It also contains all the relevant details of an employment contract, but indicates a certain period of time during which the contract is valid. The CBLD Managing Director Contract template provides a starting point for board members and CEOs who wish to use an agreement or contract. Keep in mind that this field guide and template document are provided to illustrate best practices and do NOT replace the legal advice of an employment lawyer working in your state. Legal advice is essential to ensure the proper use of a contract, as provisions permitted in one state may not be enforceable in another. For more useful corporate downloads, check out our timesheet template, job description template, and Employee Handbook Guide. Employment contracts are a standard for companies in almost all sectors. As an employer, the employment contract helps you to communicate very clearly your expectations of new employees.
It also provides you with legal protection and a document to refer to in case an employee raises a dispute against your company. Freelancers are not employees, so you can`t sign an employment contract with them unless you intend to hire them. Instead, you can use an independent contractor contract. For workers, contracts help clarify the details of their employment and have a reference point for the terms and conditions of that employment. They can also contact the support contract if they feel that their work goes beyond what was originally agreed. [Do not take any part of this sample without consulting a lawyer admitted to practise in the State in which it is used] __ Cooperative (hereinafter “the Cooperative”) whose head office is comprised in __ and __ _ period. This Agreement shall enter into force on __ The General Manager also understands that this Contract is not a contract of employment, that nothing in this Agreement establishes a right to uninterrupted employment with the Co-operative or to employment by the Co-operative for a specific period of time, and that the Employee`s employment is at any time “at will” and may be terminated at any time and for any reason by the Co-operative or employee. subject to the provisions on severance pay set out in Article 3. Termination. Employees may be dismissed at the discretion of the cooperative`s board of directors, with or without cause.
If the board of directors of the cooperative decides to dismiss the executive director for cause, the board of directors may do so without compensation. If the board of directors of the cooperative decides to dismiss the employee without giving reasons, the board will attempt to give sixty days` notice of the dismissal or to grant compensation and benefits in the amount of sixty days of employment. Nothing in this provision is intended to alter the arbitrariness of this Agreement. The cooperative requires, but does not require, that if the general manager decides to terminate his employment relationship, he will give sixty days` notice of such termination. The co-op reserves the right to determine the General Manager`s termination date upon receipt of the notice and will provide severance pay and benefits in accordance with a sixty-day period in the event of accelerated termination. Nothing in this provision is intended to alter the arbitrariness of this Agreement. Obligations and indemnification. The task of the Director General is to ensure the achievement of organizational results in accordance with the final guidelines and to avoid unacceptable conditions in accordance with the executive`s guidelines for restrictions. The Director General has the authority to use any reasonable interpretation of these guidelines.
Compensation for the position of Director General is set out in Appendix A. The Executive Director understands that employment expectations and the compensation plan may be changed at the discretion of the Co-op`s Board of Directors. Best efforts/conflicting interests. The general manager undertakes to make every effort to promote the interests of the cooperative during the period of his employment. During his period of employment, he undertakes not to engage in any activity that (a) is contrary to the commercial interests of the cooperative; (b) to occupy their attention in such a way as to impede the proper and effective exercise of their functions within the cooperative; or (c) interferes with the independent exercise of its judgment in the best interests of the cooperative. Not in competition. The general manager undertakes not to work as an independent contractor or employee for an organization associated with the cooperative in the cooperative during the employment of the general manager of the cooperative and for a period of one year after the end of the employment relationship with the cooperative in the _. . .