An employment contract generally consists of two types of contractual conditions: “explicit conditions” and “implicit conditions.” Temporary workers are protected and have the same rights as permanent employees (including unjustified wages for dismissal and dismissal after two years of service). They cannot offer them less favourable conditions because they are temporary. A contract gives you and your employer certain rights and obligations. The most common example is that you have the right to be paid for the work you do. Your employer has the right to give you appropriate instructions and to work in your workplace. These rights and obligations are referred to as “contractual conditions.” Implicit terms are terms of the employment contract that are not necessarily fixed in writing or have experienced an oral agreement, but are nevertheless part of the agreement between the employer and the worker. Whatever the wording of the employment contract, there will always be implicit conditions and it is important to know what obligations and duties they impose. The temporary term may be renewed with an agreement, but you cannot generally keep anyone on four-year fixed-term contracts; At this point, they become permanent employees. One of the most important conditions of the contract is the duration of the contract. While the importance of setting the duration of the agreement is obvious, many employers unfortunately tend to overlook or minimize the importance of this provision.
The importance of this provision will be painfully highlighted later when the employer attempts to terminate the contract. A working agreement should specify the duration of the agreement. The written agreement may indicate that the employment is “at will,” which means that the employment relationship may be terminated by either party at any time, with or without reason, with or without notice, or by minimal notification, such as. For example, a written communication seven or fourteen days before termination. Note that if an employment contract requires notice, the employee must be paid for that notice. The agreement may be valid for a fixed period, for example. B for a year or two. For a fixed period of time, the parties must clearly state what is happening at the end of the validity period.
In other words, the parties should decide whether the agreement will simply be terminated or whether the agreement will continue, for example. B with a one-year extension of the agreement, unless one party indicates to the other party that there will be no renewal of the contract. It is also important to be aware that executive salaries are generally determined by the annual amount the executive receives. In the event that an executive`s employment contract is tacitly silent on how the executive is paid, it may be possible to read the agreement so that he receives the full annual salary for the balance of the term of the contract.