Contract of Employment

Unless your work for a legal firm why would you hand employees an employment contract & policies that require a legal degree to read and understand?

When something is presented in a way that is complex or full of legalese it’s human nature to be instantly wary of the contents & the person delivering it to them

Is this employer dodgy? Are they actually trying to rip me off? I don’t even know what I just signed

The information you convey to employees should be easy to digest and transparent

Are you a micro business? We offer heavily discounted Contract of Employments to make quality processes accessible to everyone 

Description

Unless your work for a legal firm why would you hand employees an employment contract & policies that require a legal degree to read and understand?

When something is presented in a way that is complex or full of legalese it’s human nature to be instantly wary of the contents & the person delivering it to them

Is this employer dodgy? Are they actually trying to rip me off? I don’t even know what I just signed

The information you convey to employees should be easy to digest and transparent, I mean if you are going to invest good money in putting a framework in place you want it to actually be of value right?

Employees can’t be productive and work within your behavioural expectations if they don’t understand what they are because your documents aren’t written to suit your employee demographic and culture 

The People & Culture Office offers a bespoke experience – tailor made just for you. No mass produced, cookie cutter products. We want to understand your business to give you HR solutions that add value to your organisation. This is the true value of quality HR

Understand your obligations; Understand the risks

  • Paying a flat rate of pay? Without a legally compliant “set off” clause Fair Work will view your flat rate as a base rate of pay + penalties, meaning you could be faced with a crippling underpayment order
  • In order to set off Award clauses to pay a flat rate of pay you are also removing Award clauses related to leave accruals, therefore, leave should be accrued based upon the employees’ ordinary working hours, not 38 hours per week
  • Individual Flexibility Agreements (IFA) are stand alone documents to provide both parties to the agreement flexibility with certain Award clauses. These should not be incorporated into Contracts of Employment as it is a legal requirement that they can only be made with existing employees
  • We commonly see IFA’s built into employment contracts to pay a flat rate of pay. IFA’s can be terminated by either party with 30 days notice, when IFA’s are used in this way the employer is exposed to the flat rate of pay converting to a base rate subject to penalty rates
  • Leave policies out of Contracts of Employment, the content of your employment contracts are legally binding. Want to change a policy? You need to renegotiate contracts with your employees. Haven’t followed a policy? You are at risk of a breach of contract claim

Are you a micro business? We offer heavily discounted Contract of Employments to make quality processes accessible to everyone