Employment Agreement For Employees

Employment Agreement For Employees

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Employment Agreement For Employees

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Employment Agreement For Employees

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Discuss about the Employment Agreement For Employees.

Various point needs to be considered while preparing the employment agreement for employees or subcontractors.  The following points needs to be considered by the managers while drawing up the agreement.
Termination: it is important that the company defines the procedure of ending the contact even before it begins. Since failure to do may result in painfully lengthy and cumbersome processes.
Confidentiality: It must be mentioned in the contract that the contracted employee must deal with sensitive information received from the client in a sensitive manner. In addition to that it is the responsibility of the employee to maintain a high level of confidentiality of the business information. (Freedland  et al  2016)
Payment: While making the payment to contractual workers it is important to consider the level of customer satisfaction and service delivery efficiency.
Insurance: It is important to ensure that the subcontractors and employee are aware of his/her obligation. It is advisable not to incorporate any detail without checking with the suppliers.
Attitude and personality:  If the branding policy of the company demands a certain type of attitude and personality it is mandatory to ensure that the subcontractors or regular employees are aware of it.
Responsibility: The agreement must mention the level of empowerment given to the employees. As a manager it is imperative to remember that the level of pride that the employees take is directly proportional to the contribution he/she makes to it.
Customer expectation: The employment agreement must also have a scope to include a client involvement agreement. This document must highlight the interactional criteria between the clients and the company. It is important that the employees and the subcontractors understand it in order to keep up with the effective communication process. (Shields  et al  2015)
The Commonwealth Independent Contract Act 2006 aims to provide the opportunity to independent contractors to enter the service agreements. The act gives legitimate right to the independent contractors   to work. This act forms the base of the agreement that is drawn up for the contracted employees.
Passed by the Rudd government, the Fair Work act was passed in the 2009. This act regulated the aspect of collective bargaining monitoring the terms under which employees can be hired. This act aims to establish a productive workplace relation which leads to the growth of social inclusion of all individuals.
Both of these acts must be focused upon while preparing the employment agreement for both subcontractors and employees.
Work instruction is an important aspect which helps the employees effectively to move on a specific path and effectively operate a task. The work instruction provides the basic steps to complete a task and manage the operations in a chronological process. The work instruction is considered highly important for most of the organisations since they think it as a mandatory requirement rather than being just a process. The work instruction helps to improve the overall procedure of work. Even though procedure and work instruction is used in exchange to each other but there is a significant difference in their meanings and operations. The work instruction is a step by step process which helps to complete a job effectively (Twomey, 2012). In the present case the work instruction is developed in order to work on the inclusion of the aspect of “restraint of trade” clause in the employment contract. The scenario at the present moment is such that most of the managers are now trying involving restraint of trade which becomes a bit harsh for the employees. It is undeniable that certain level of restraint of trade is important for the employees but having harsh restraint of trade with over two years could definitely affect their career and hence it is important to have a stronger and effective strategy to implement restraint of trade clause in the employment contracts. In this work instruction the managers working in the HR department of the organisation will be provided with the basic steps which would help to maintain a proper balance in the employee activities and for the employers (Glynn, Arnow-Richman and Sullivan, 2015).
The main objective of writing the work instruction on restraint of trade clause is to have a proper balance in the employer-employee relationship. Harsh restraint of trade affects the career of the employees and the employers gain bad reputation which increases employee attrition and affects acquisition of talent that leads an organisation to success. Hence it is important for the organisations and the HR managers to effectively manage this clause and assess its priority and use which would help to understand how this clause needs to be used. The work instruction is discussed in order to implement “restraint of trade” clause but with reasonableness (Twomy, 2012).
Work Instruction for the inclusion of “Restraint of Trade” in employment contracts
Restraint of trade is an aspect which most organisation feel necessary but at times it becomes harsh for the employees since in some of the contracts it might affect their overall career progress. An employer is not authorised nor have any right to stop the career of an employee abruptly by imposing such harsh restraint on trade and hence it is important to develop a work instruction which the managers will follow in order to implement restraint of trade clause in the employment contracts. The restraint of trade should be practiced in such a way that it doesn’t harm both the employers and the employees. The IRAC model will be used to state the instructions effectively.
The issue identified in this case is the harsh imposition of restraint of trade and this could affect the employer and employee relationship. The Restraint of Trade Act 1976 clearly states that restraint of trade in consumer market and even in employment will not be applied if it’s unreasonable. In the recent decision by the Victorian Supreme Court of Appeal in Wallis Nominees (Computing) Pty Ltd (2013) VSCA 24 has clearly showed that the Australian Government and court will not agree with harsh and unnecessary restraint of trade.
The basic rule stated by the Competition and Consumer Contract Act 2010 is that restraint of trade will be considered void until and unless the restraint of contract is reasonable in the interest of the parties and they are reasonable in the interest of the public.
The application and analysis of the above acts is important which would help to make sure the restraint of trade is managed effectively and implemented effectively. The case of Nordenfelt v Maxim Nordenfelt Guns & Ammunition (1884) AC 353 clearly showed that the court will consider restraint of trade effective only if it is in the interest of both the parties which was clearly reflected in this case as the court held that Nordenfelt will not manufacture armaments for 25 years but after that it will be open to compete with Maxim. Another case where the court considered restraint of trade too harsh is Sear v Invocare Aust (2007) WASC 30 where a funeral worker was restrained for work in Perth for five years which is clearly unnecessary and unreasonable.
Drawing conclusion from the above discussion it could be said that the managers should focus on having the restraint on trade clause included in the employment contract keeping in mind the reasonableness of the situation and should focus on taking into account the interest of both the parties or else the Court will not consider it valid.
Freedland, M., Bogg, A., Cabrelli, D., Collins, H., Countouris, N., Davies, A.C.L., Deakin, S. and Prassl, J. eds., 2016. The contract of employment. Oxford University Press.
Glynn, T.P., Arnow-Richman, R.S. and Sullivan, C.A., 2015. Employment law: Private ordering and its limitations. Wolters Kluwer Law & Business.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O’Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.
Twomey, D., 2012. Labor and Employment Law: Text & Cases. Cengage Learning.
Case Laws
Nominees (Computing) Pty Ltd (2013) VSCA 24
Nordenfelt v Maxim Nordenfelt Guns & Ammunition (1884) AC 353
Sear v Invocare Aust (2007) WASC 30
The Restraint of Trade Act 1976
Competition and Consumer Contract Act 2010

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