The probationary period, also known as the probationary period, is when a new employee is hired without obligation. This is common with seasonal workers who are hired to see how they get along and work with the rest of the organization. At the end of the probationary period, which is usually a specific date in his employment contract, the employer has the choice to dismiss or retain the employee. If the employer decides to keep the employee, it usually triggers other benefits that come with full-time employment, such as health insurance, salary increase, vacation, etc. A sample employee contract can be used to formalize your employment contract with a new employee. Employee contracts include details such as hours of work, rate of pay, employee responsibilities, etc. In case of dispute or disagreement over working conditions, both parties may refer to the contract. The fourth article aims to define how much the employer pays the employee to perform his duties. Find the article entitled “IV. Numbers”.

Use the first two empty lines to document the amount of money the employer will pay the employee (specify this number as words on the first line and numerically on the second line). In addition to specifying this number, you must define whether this amount is an hourly rate or an annual salary. Check the “Per hour” box if the amount you report is paid to the employee on an hourly basis, or the “Salary on an annual basis” checkbox if the number you enter is the total amount the employee receives each year, regardless of the number of hours they work. We also need to record how often the employee receives compensation. Five options are available. Simply check the “Weekly”, “Biweekly”, “Monthly”, “Quarterly” or “Annual” box to consolidate how often the employee receives a paycheque. There will be a few additional areas available to cover the employee`s compensation, but these points only need to be met if they apply to the current agreement. If the employee receives a commission, note how many times they receive a commission for the first blank line of the section titled “A.”).

Commissions. You should also document the exact method by which each commission payment to the employee is calculated using the second set of blank lines. If the employer intends to grant a bonus, look for the next point (“B.”) Bonus) and note how often the bonuses are paid to the employee (p.B quarterly). Also, be sure to define how bonuses are calculated by describing the calculation on the second set of empty rows. If the employer intends to give the employee the opportunity to participate and take advantage of the benefits put in place by the employer, look for the blank lines in “V. Benefits.” List each benefit the employer wants to provide to the employee on these lines. Some employers and employees will agree that certain expenses paid by the employee while working may be reimbursed by the employer. If this is the case, check each box with an item that the employer has given to the employee for payment in “VI. Pocket. You can select “Travel”, “Food”, “Accommodation” and/or “Other”. The last check box (“Other”) displays a blank line in which you must define which expenses are reimbursable.

In “VII.”, check the first box if the employee is not a partial owner of the employer`s business. If so, mark and attach the special features in a well-labeled signed and dated attachment. Many employers require a period of time after hiring during which the employee must demonstrate competence before having access to benefits, vacation, personal days, and/or medical leave. Find the blank line in “VIII. Trial period”, then enter the number of days that must elapse after the employee`s hiring date before they can use the employer package offered. The article entitled “IX. Vacation Time” includes a default language to assign a certain number of vacation days that the employee can use during the work year. Note this number of days on the blank line in this paragraph.

The question of what happens to unused vacation days is often a concern of employees. This article also attempts to resolve this issue by using a checklist. Select the check box attached to the statement that best describes how the employer handles unused vacation days. This allows you to quickly indicate whether unused vacation days are “converted to cash,” “eligible for rollover,” “expire at the end of the year,” or processed “otherwise.” Note that some of these options require additional information. So, if unused vacation days can be redeemed, include the dollar amount paid for each unused day in the blank line in the first place. If unused vacation days are transferred, you must specify how many days can be transferred to the available space in the second choice. If they expire completely, mark the third statement. If you selected “Other”, you must describe exactly how unused vacation days are treated in the blank line provided. The following article, “X. Personal Vacation,” is used to document the number of days an employee can use for personal or medical leave. Specify this number of days in the first empty line of this article. Indicate whether or not the employee will be paid on personal days by checking the first checkbox (“Paid”) or the second checkbox (“Not paid”).

As with vacation days, what is done with unused personal days is a topic that should be covered. A short checklist that allows you to disclose whether unused personal days can be “converted to cash”,” “eligible for turnover” or “confiscated”. If, at the end of the year, the employer pays a certain amount of money for each unused personal day, check the first box and enter the dollar amount paid in the empty line. If the employee can rotate these days, select the second instruction and enter the number of days you want a rollover to perform. If none of these three statements define exactly what happens to unused personal days, check the box labeled “Other” and describe what happens to unused personal days in the blank line provided. An employment contract provides legal protection for both an employee and an employer. In the event of a dispute, both parties may refer to the initial terms agreed at the beginning of the employment relationship. Date and place of start. The ____________ In other words, the employee is free to dismiss at any time, and the employer is free to dismiss the employee at any time – as long as the basis for the dismissal is not considered unlawful dismissal. In view of this employment contract, the parties agree to the following conditions: Confidentiality: A confidentiality clause keeps confidential labour information secret.

It prevents the employee (or former employee) from discussing or using company secrets, marketing plans, and product information without the company`s express permission. Indemnification and reimbursement. The employer pays the employee an annual salary of $________ After completing the first draft of your employment contract, ask a lawyer or solicitor to review the contract to make sure it complies with all applicable laws. This can help protect your business from future disputes over employment contracts. Temporary: Employees who are employed for a certain period of time with an agreed end date. These employees differ from independent contractors in that they are treated as employees throughout the period of employment. An employment contract (or employment contract) defines the terms of a legally binding agreement between an employee and an employer, such as remuneration, duration, benefits and other terms of the employment relationship. A new employee contract template used due to employee promotion should continue to contain all the information contained in a regular employer/employee contract template (salary details, jurisdiction, signatures, etc.). When you create your own employee contract, you have to navigate a minefield of potential legal problems.

Use our ready-to-use employee contract template download for a complete guide on how to do it. .