About these documents:
These are far-reaching common law employment contracts for senior staff below director level. They have been drafted to preserve maximum flexibility to the employer. Use them to protect your business.
They do not seek to provide a contract that contains the "minimum requirements" allowed under any particular Act, but rather one that seeks to produce a "good individual contract" for both parties that is "aware" of the minimum requirements. If you are trying to produce a minimum requirements employment contract, you should seek advise help from a lawyer who specialises in industrial law.
NOTE: These contracts opt out of recent changes to industrial law, especially the Workplace Relations Amendment (Work Choices) Act 2005 and other related changes. Recently the Minister said, "... if you don't like this Act you still have access to common law contracts". These documents are for people who are not interested in AWAs but who want a comprehensive template for their common law contracts. If you are after an AWA, you should go to the Office of Employment Advocate (OEA).
Who will use these documents?
Any employer with senior staff. These documents include more extensive provisions relating to intellectual property and other areas than the other Net Lawman employment contracts. This is especially important for senior staff because they have the scope to damage your business in the event of a dispute.
Key features:
- includes model disciplinary and grievance procedure;
- flexible - alternative paragraphs to suit your needs;
- invaluable notes guide you through the minefield (as with all Net Lawman documents);
- very comprehensive;
- suitable for any size of business - pay us once, then amend to suit your other staff.
- written in plain English!
This document includes provision for:
- trial period if required;
- alternative holiday arrangements;
- retirement;
- sickness, certification, sick pay;
- arrangements during notice period;
- summary termination;
- confidentiality;
- data protection;
- clear and comprehensive grievance and disciplinary procedures.
