If you didn’t use a job description, take an hour to sit down and write out the duties you want your employee to perform. Be as specific as possible. Assign a weight to each task: the more time you expect an employee to spend on a duty, the greater its weight. The job description also should have included the target wage. You should consider whether or not you are paying a fair rate. If you don’t know, search online to see standard wages. [1] X Research source Always be sure to pick a wage that your business can afford to pay.
If you identify proprietary information such as patents or trade secrets, you can draft a separate non-disclosure agreement for the employee to sign. The non-disclosure agreement will outline what the employee can do with this information.
Identify competitors in the same city or county as you. You may want to limit your employee’s ability to go work for them. Also factor in how specialized the employee’s knowledge is. If you are hiring an unskilled employee to provide basic receptionist or janitorial duties, then your competitors would probably not gain an edge in hiring the employee away from you. In this case, you might not want to bother with trying to limit the employee’s ability to work for a competitor.
Also note how the parties will be referred to in the rest of the contract. For example, “This Agreement is between Acme Corp. (“the Employer”) and Susan Smith (“the Employee”)…”
“Whereas the Employer desires to obtain the benefit of the services of the Employee, and the Employee desires to render such services on the terms and conditions set forth. In consideration of the promises and other good and valuable consideration, the parties agree as follows:”
For example, an administrative assistant might spend 50% of his time answering the phone and greeting people, 20% filing and performing records management, 20% taking dictation, and 10% performing “other administrative duties. ” For the sake of clarity, you should list the job duties using an outline form. Also establish guidelines for who the employee should approach with questions or problems that arise during the course of employment.
Specify how overtime will be paid. Include how overtime pay is calculated. For example, sometimes employees will get time and a half (1. 5 their base pay). Other employees are paid straight base pay. Also explain how the employee will be paid on public holidays. For example, some employers pay time and half for work on public holidays. If overtime is not allowed, be sure to include specific language to this effect. Make sure there is no confusion on this issue. Also add a clause explaining when compensation will be re-evaluated. Including this language does not commit you to giving a raise. Rather, it simply clarifies when and how you will consider one.
For example, employees sometimes accrue vacation and sick leave for each pay period. If you want to give an employee 80 hours vacation time a year, then the employee might earn a set number of hours with each monthly paycheck. Divide 80 by 12, and the employee will earn 6. 67 hours a month. If the employee must contribute to a benefit (such as health insurance), specify the amount and how the employee must pay. Often, the money is simply deducted from the paycheck.
Also be sure to clarify what consequences flow from the evaluation. For example, raises or bonuses may depend on a positive evaluation. Be sure to explain this in detail.
Also, if you are hiring someone to create original works that could be patented or copyrighted, clearly define who will own the intellectual property rights to that work. You might assume that, as the employer, you do; but the law can sometimes be unclear. Additionally, if you are giving your new employee the responsibility to handle your social media accounts (such as Facebook, Twitter, Pinterest, etc. ), then you should note that in your employment agreement and assert ownership over the work product.
You can include a similar limitation on use of the company’s computers, laptops, mobile phones, fax machines, and telephones.
Leaving a contract as “at will” employment is often the easiest. The contract can also set out policies for suspension. Include examples of conduct that would warrant suspension, as well as the method of notifying the employee. Also include the length of the suspension or reserve the right to come up with a reasonable suspension based on the seriousness of the employee’s conduct.
In many states, a non-compete clause is flat-out illegal. They are illegal in North Dakota and Oklahoma. Where allowed, they must be “reasonably limited” in duration and geographic scope. An indefinite time limitation will not be “reasonable,” but a two-year limit often is. [2] X Research source Similarly, the geographic scope cannot be unlimited. However, courts have upheld a limitation on competition within a 100 mile (160 km) radius of a former place of employment. [3] X Research source Check your state law on what qualifies as a “reasonable” non-compete clause. This will vary by state.
A sample sexual harassment clause may read: “No manager or supervisor shall threaten or imply that an employee’s refusal to submit to sexual advances will adversely affect that person’s employment, compensation, advancement, or any other term or condition of employment. Sexual joking, lewd pictures, and any conduct that tends to make employees of one gender ‘sex objects’ are prohibited. Employees who have complaints should report such complaints to their supervisor. If this person is the cause of the offending conduct, then the employee may report this matter directly to [specify various officials, such as Director of Human Resources or the President of the company. ]”[4] X Research source
Sample language could include: “This Agreement contains the entire agreement between the parties, superseding in all respects any oral or written agreements or understandings pertaining to the employment of the Employee by the Employer and shall be amended or modified only by written instrument signed by both of the parties. ”
An example of an unfair contract is a clause demanding that disputes be resolved only through expensive arbitration. [5] X Research source
If the prospective employee has questions about vague language, be prepared to go back and re-draft the contract. Do not expect that your verbal agreement will trump the written contract. Handshakes are a good way to close the deal on a used car. They are not acceptable methods of starting an employment relationship.
