If we have to hire project based employees on our company payroll besides the normal FTE, what would be the terms and conditions of such staffs. Will they be different from the normal FTE terms and conditions. How will their appointment order look like.
If anyone can please guide
From Singapore, Singapore
If anyone can please guide
From Singapore, Singapore
When an employee accepts a position with a new company, a company will draw up an employment contract. The purpose of the contract is to detail the requirements and specifications of the position. Sections can include compensation information, an outline of job duties and whether the new worker is an employee or independent contractor. Both the employer and employee must agree to and sign the contract for it to become legally binding.
General Information
The employment contract contains general information such as the employee's name, job title, job location, starting date for the position, department information and the name of the company. If a supervisor has been assigned, the name of this person will also be included. This section might include expected work hours, whether the employee is considered full time or part time and if he is an exempt or nonexempt employee.
Type of Employee
A company can hire someone as either an employee or an independent contractor. An employee's status is important because it will determine what benefits an employer is required to offer. For example, an independent contractor is not eligible for benefits offered to full-time employees, but also cannot be held to a company's hourly work requirements or a non-compete clause.
Job Description and Duties
An employee contract outlines the job description and duties for the position. This is especially important if the job description has been changed or tailored for the employee. This can happen when an employee negotiates special arrangements or duties for the position.
Compensation
The agreed-upon salary for exempt employees or the hourly rate for nonexempt employees is outlined in the contract. Any special compensation or bonuses that might have been negotiated should also be included in this section.
Separation, Disciplinary Action and Termination
The employee contract details the process for separation from employment, whether initiated by the employee or employer. It also covers disciplinary action that can be taken against the employee for violating the terms of the employment contract. Grounds for termination should be detailed in the contract, including any severance that could be paid to the employee.
From India
28General Information
The employment contract contains general information such as the employee's name, job title, job location, starting date for the position, department information and the name of the company. If a supervisor has been assigned, the name of this person will also be included. This section might include expected work hours, whether the employee is considered full time or part time and if he is an exempt or nonexempt employee.
Type of Employee
A company can hire someone as either an employee or an independent contractor. An employee's status is important because it will determine what benefits an employer is required to offer. For example, an independent contractor is not eligible for benefits offered to full-time employees, but also cannot be held to a company's hourly work requirements or a non-compete clause.
Job Description and Duties
An employee contract outlines the job description and duties for the position. This is especially important if the job description has been changed or tailored for the employee. This can happen when an employee negotiates special arrangements or duties for the position.
Compensation
The agreed-upon salary for exempt employees or the hourly rate for nonexempt employees is outlined in the contract. Any special compensation or bonuses that might have been negotiated should also be included in this section.
Separation, Disciplinary Action and Termination
The employee contract details the process for separation from employment, whether initiated by the employee or employer. It also covers disciplinary action that can be taken against the employee for violating the terms of the employment contract. Grounds for termination should be detailed in the contract, including any severance that could be paid to the employee.
From India
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Enforcement of negative covenants in employment terms.pdf
TERMS AND ABBREVIATIONS.d oc