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So, it’s taken some time and you’ve finally found the right person for the job.
Do you need an Employment Contract?
Well, the truth is once you’ve made an offer of employment and that offer has been accepted
by the other party, you already have an Employment Contract in place.
An Employment Contract can be written, verbal or a combination of both and all are binding.
Contracts of employment are generally governed by the provisions set down by the Fair Work
Act, which means that a verbal agreement will actually contain implied terms.
An implied term is any term that a court considers part of a contract, even if that term has
not been discussed by the parties.
Now one would think that an employee has a duty to act in good faith. But this is still
a grey area of the law and only applies during the period of employment. However, most business
owners expect that their staff not disclose sensitive information, even after they have
stopped working for the business.
By putting your agreement in writing, you have a say in the expectations, rights and
responsibilities of the parties and there is less scope for the terms to be implied.
By clarifying the ground rules that may not be set out in legislation, both parties will
know exactly where they stand, and that alone will reduce the possibility for misunderstandings
and conflict.
Fixed term employment arrangements are generally undertaken for the duration of a specific
task or project. The agreement operates for a specified term, which automatically expires
once the agreed end date is reached.
This up-to-date Fixed Term Employment Contract is suitable for fixed term employees who are
working under a modern award. It contains all the provisions required to comply with
the Fair Work Act. The contract template is formatted in Microsoft Word for easy editing
and can be used as often as you wish.
You really will be surprised at how easy this is and how much money you will save. Simply
download your document, edit and print.