Contracts of Employment
A contract of employment is a written agreement of terms and conditions between two parties, the employer and the employee. The employee may be permanent, temporary, full time, part time, casual worker or even a volunteer. Having an employment contract in place ensures you are adhering to employment legislation and can also be of invaluable assistance to an organisation at an employment tribunal.
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| Car Allowance Clause | £5.00 | 12/03/2010 |
| Many employers and employees are preferring to have a Car Allowance in place of a Company Car at the moment. It is advisable therfore to have a "Car Allowance Clause" in the contract of employment. This "Car Allowance Clause" can be added to our standard contract of employment giving you the option to specific requirements as to the age, mileage and reliability of the car that is representative of the company. It also warrants constant mobility in the event of a breakdown or accident where the vehicle is off the road in addition to the right to inspect the vehicle and suspend the car allowance if the car does not meet the specified criteria. |
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| Casual Worker Agreement | £5.00 | 06/01/2010 |
If a company has a casual worker which they regularly use on an "as and when" required basis, it is good practice to have a written agreement with them in place. This casual worker agreement details the specifics and protects the company when there is no work available for the casual worker. |
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| Confidentiality Agreement | £8.00 | 06/01/2010 |
| This Confidentiality Agreement can be used in conjunction with a contract of employment where confidentiality is required as part of the job role. This Confidentiality Agreement can also be used when you wish to disclose something to an employee that is highly confidential, i.e. business plans, new products etc. |
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| Contract Of Employment | £15.00 | 06/01/2010 |
A contract of employment is an agreement made between employer and employee. Having a contract of employment in place with your employees is vital, as employment legislation states that most employees should be issued with written terms and conditions within 2 months of being employed. Failure to do this could place an employer at risk of an employment tribunal. This is a standard contract of employment covering all main terms and conditions required by current law. Additional clauses such as non-disclosure & non-competition are also available to add to this standard contract of employment if required. |
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| Copyright and Inventions Clause | £8.00 | 06/01/2010 |
| This Copyright and Inventions clause gives the employer the rights to the copyright and inventions made by an employee during their work time and in association with the work they carry out on behalf of the business or organisation. This Copyright and Inventions clause can be added into the standard contract of employment or issued on its own. |
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| Fixed Term Employment Contract | £15.00 | 06/01/2010 |
A Fixed Term Employment Contract is for individuals who are employed on a fixed term basis (eg for an agreed timescale OR for an agreed project) as you should still issue them with written terms and conditions. This Fixed Term Employment Contract includes key areas such as salary, working hours, job role, holiday allowance, and many more aspects that have been agreed between employee and employer. |
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| Lay Off and Short Time Working Clause | £6.00 | 12/03/2010 |
| Some industry sectors and specific roles may give cause to lay an employee off due to exceptional conditions, seasonality or even weather. To lay a person off you must have a clause built into the "Contract of Employment". This "Lay Off and Short Time Working Clause" allows you to do that. |
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| Mobility Clause | £4.00 | 11/03/2010 |
| An employee has a contractual right to their place of work therefore you will require a "Mobility Clause" in order to allow you to change the place of work stated in the contract. This "Mobility Clause" can be added into our standard contract of employment giving you the employer the ability to move the employee from site to site within the UK if necessary. |
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| Non-Disclosure & Non-Competition Clause | £8.00 | 06/01/2010 |
A non-disclosure & non-competition clause can be added to a standard contract of employment when the employer wants to ensure confidentiality of it's business, i.e trade secrets etc, and prevent the employee from setting up in business or working for a competitor as a restrictive covenant. |
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| Non-Solicitation Clause | £8.00 | 06/01/2010 |
| This Non-Solicitation clause prevents an ex employee from soliciting the business or organisations customers, clients and employees for an agreed amount of time. This is a very useful clause to be placed in the contract of employment for Sales People, Representatives and Directors, but can assist in a wide variety of situations. |
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| Self Employed Consultant Contract | £15.00 | 12/03/2010 |
| This "Self Employed Consultant Contract" should be used when you are using the services of a contractor or consultant within your company. It is very clear and precise covering areas of responsibility, confidentiality, copyright, fees, hours, duration of contract etc. |
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| Valid Driving Licence Clause | £4.00 | 09/03/2010 |
| For many employees it is essential for them to have a valid driving licence in order to carry out the duties they are employed for. This "Valid Driving Licence Clause" should be added to the Contract of Employment for such cases. |
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| Variation To Contract | £6.00 | 06/01/2010 |
| A Variation To Contract document is required when there is a need to amend the terms and conditions that are already in place with an employee. This could include areas such as a change to their working hours, renumeration, job role, or work location. Any changes should be documented on a Variation To Contract and signed by both the employee and the employer. |
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| Volunteer Agreement | £5.00 | 06/01/2010 |
| A Volunteer Agreement is for usage when an organisation has a volunteer working for them on a regular basis. The Volunteer Agreement states the main objectives of the volunteer role and the committments from both the organisation and the volunteer. |
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