A written employment contract is required. It must contain the following information: name, nationality, age, legal status and identity card number of the parties concerned; The description of the services provided Start of employment The type of contract Duration Working time The salary set The workplace. Under the Labour Act, the Ministry of Labour and Social Development has adopted a single employment contract with mandatory clauses to be included in the employment contract between the employer and the employee. Both parties may include additional conditions and conditions that cannot be contrary to the provisions of the Labour Act. Written employment contracts are common, but not mandatory, except for fixed-term contracts, part-time contracts, telework contracts, intermittent contracts, temporary contracts and employment contracts under the service commission scheme. The employer must provide a written statement of essential working conditions within 60 days of the start of work. As a general rule, this information is part of a written employment contract. It is also possible to recruit a worker on a part-time contract (which may be indeterminate or fixed-term) if the worker works less than 24 hours per week. This contract must be registered with the Ministry of Labour. Employment contracts are agreements between employers and workers that set the conditions of employment. These written and signed documents are essential to understanding the expectations and internal life of a workplace and serve as legal protection for both workers and employers.
Please note that under the FW Act, workers are excluded from the application for unfair dismissals until they have completed a 12-month waiting period for small employers or a 6-month waiting period for large employers (more than 15 employees). This waiting period differs from the trial period, but both periods take place simultaneously from the first day of employment. It is important to ensure that you are able to respect all parts of the written agreement. If the z.B. contract requires you to at least stay in the workplace, make sure you can meet the requirement. There are no binding guidelines. At the beginning of employment, workers should be equipped with a staff manual and employer guidelines (if any). Ideally, the conditions under which a bonus system works should be clearly defined. If the bonus is to be calculated according to a particular formula, the formula must be defined either in your employment contract, in the policy, or explicitly by reference to the contract. The information that will form the basis of the bonus formula should be freely available to all participants in the bonus program. Authorized, but unnecessarily in a typical at-will ratio, unless conditions of employment (such as entitlement to leave or participation in group benefits) change after the end of the trial period.