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Unless an employer issues an employment contract, the relationship between an employee and his or her employer is governed by the various laws in the employment area. Therefore to mitigate the undesired effects that employment law can have on this relationship, our advice is to at least consider issuing each employee with an employment contract.

An employment contract should contain the following points:
Parties to the contract – the names of the employee and employer
Conditions – the contract can be repudiated if satisfactory references are not received, or if what the employee told the employer in his or her interview turns out to be inaccurate
Commencement – date the contract starts
Duties and Responsibilities – of the employee
Terms – salary and other benefits and the timeframe for salary reviews
Job Description
Holidays – entitlements and notice required
Working Time – hours of business of the employer
Notification of Illness – how the employer is to notified of absence due to illness
Confidentiality – non disclosure of confidential information while the employee is working with this particular employer
Conflict of Interest – to prevent the employee from having another job that would conflict with this one
Performance – the employer reserves the right to review employee performance from time to time. This way if an employee is not performing to agreed levels the employer can review the position.
Termination – periods of notice from the employer and the employeernLaw – the contract is governed by the laws of Ireland ( if applicable )
Dismissal – procedure to be followed if the employer wishes to dismiss the employee
There must also be policies in place regarding the procedure to be adopted with regards to bullying in the workplace and what happens if the employee has a grievance


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