Our Employment & Labour Group works closely with local businesses and Human Resource professionals to help them deal with existing problems or complaints initiated by employees. Often times, through careful planning Employers can avoid these issues all together, along with the hefty legal fees that are involved in resolving a legal battle.
We have launched a new series called HR Done Right! Tips from an Employment Lawyer, where in this article as well as across our social media accounts (@kswlawyers) we will add weekly tips that can assist Employers in thoughtful workplace management, and hopefully assist with keeping the complaints away!
Our Group regularly hold seminars and presentations on Employment, Labour and Human Rights topics, so don’t forget to sign up to our quartely newsletter to make sure you don’t miss out on the event notifications! Please don’t hesitate to email us any comments, feedback or suggestion on future topics!
HR DONE RIGHT! TIPS FROM AN EMPLOYMENT LAWYER
Tip #1: All employees should have signed written employment contracts with an enforceable termination clause.
Tip #2: An employment contract signed after the first day of work is likely unenforceable.
Many employers are unaware of the legal challenges that could occur if an employee doesn’t sign their employment contract and policies before their first day of work.
When you enter into a new employment relationship with a prospective employee, the consideration you’re providing the individual after the contract has been signed, is work (employment), salary, benefits, etc. In return, the consideration the individual is providing to you is signing off on your terms and conditions and providing you with services.
Once the employee starts working, you can no longer offer the consideration of employment in exchange for the sign off, meaning the contract will not be enforceable.
WHY DOES THIS MATTER?
If a contract is not enforceable, the terms in it are not either, including any limiting termination or severance clause. So if the employer needs to terminate the employee later on, they will have to provide notice or severance pay in accordance with common law (what the Courts say), which results in much longer notice periods (usually months instead of weeks) – see Tip #1.
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