All employees must have an employment agreement, mostly in written form. It must include all details concerning the job: working hours, salary, probation period, etc. The employer decides what points to mention in the contract depending on his/her business.
An employment agreement is a contract between an employer and an employee.
Before signing an employment contract, read it. The contract should contain the names both of the employer and the employee, the location of work, salary, working hours, holiday terms, the description of the employee’s duties, etc.
You may often hear or read about some employment agreement myths. We want to mention 6 myths as the top ones.
No written form, no contract
There is a misconception that if you have not signed a contract, there is no relationship between you and your employer, and neither your employer nor you have responsibilities or rights. If you agree to work for a company in exchange for a reward, that already means to have a formed contract. It just may not be written down formally. You will have all employment rights, and you can argue your rights based on the agreement between you and your manager, for example, when you are not paid the promised amount of money.
No need for a contract
You may meet people who think that they do not need a contract. You may even meet HR specialists who think in the same way. There is another statement, too: there is no need for employment agreements for short-service employees. But both sides should have a contract example to avoid disagreements.
No need for employment agreements for part-time employees
There is a misbelief that part-time workers have fewer legal rights than full-timers. Employers do not separate their part-time workers and full-time ones. Part-time contract employees have the same rights and they should not be treated less favorably than full-timers.
No need to pay if there is not much work
The employer must pay you even if there is not much work to do. If the employer has casual staff, he can send them home as long as they have completed the minimum hours defined in their agreement.
Probationary periods can last only 3 months
This period is the initial period of employment during which you try to understand if the job is proper for you if you can do it well. And this trial period helps the employer to see whether the new staff member can meet the job standards or not. The employer may offer you to establish a 6-month probationary period because it is harder for a manager to find out if you are the right person or not.
The contract can’t be prolonged
When your contract is coming to its end, your employer can dismiss you from your job. In this case, you are eligible to make a claim. Your employer must explain why he/she wants to dismiss you. You can prolong your contract if you and your employer want.
If you are going to sign a contract, it is better to read your contract carefully to avoid future disagreements. Before setting an employment agreement you may think about some myths you’ve heard. The necessity of contracts both for full-time workers and part-timers, payment, probationary period, prolongation of the signed contract are not the only myths we have mentioned above. While signing a contract or setting an agreement, you can ask your questions directly to your employer to avoid future disagreements like payment, working hours, probationary periods, etc.