When employees are hired for any type of business, it’s necessary to file documentation that protects their rights as well as those of the employer. Contractual agreements maintain security for the interests of all parties involved in commercial relationships. And just as contracts for transactions must be carefully drafted so as to ensure enforceability, so must those related to employment. Without proper care, it’s possible for important terms to be rendered void under common business law if disputes surface, so it’s crucial that the drafting process be taken seriously and for advice from an experienced business attorney to be considered.
There are various types of documentation that must be filed in order to assure that the rights of all parties involved in an employee-employer relationship are secured. These agreements maintain the expectations of potential hires, as well as their benefits and obligations. Certain injustices are recognized, for instance discrimination, but also logistical terms such as employment timeframes and provisions related to termination conditions. Categories of these agreements include:
It’s crucial the terms regarding termination are settled in an employment agreement before the relationship is established. Businesses might find themselves at a loss if the conditions related to job security are not clearly laid out and liability is not delegated. Severance agreements maintain the rights of employees while also protecting employers in the event of requisite downsizing or layoffs.
If your business is deeply impacted by the efforts of competitive companies, then it might be ideal to ensure that employees are not going to transfer their services and thereby impede your commercial success. These types of agreements can be difficult to enforce, so it’s important for employers to clearly and correctly state the terms of a non-competition agreement. Similarly, employees are encouraged to ensure that they themselves are not at risk of legal trouble if such a contract could potentially bar them from progressing in their field of employment once the business relationship has ended.
Oftentimes, individuals are hired to complete specific projects during finite periods of time. These persons are distinct from standard conceptions of employees, since they are fulfilling obligations set by an employer without establishing themselves as an actual member of the “staff.” Still, independent contracts are certainly entitled to certain rights related to employment, and the agreements drafted during their period of involvement are designed to confirm these interests, including but not limited to:
If an independent contractor is employed without a properly constructed agreement in place, it’s possible for employers to suffer consequences if problems arise. If a contractor or consultant hired on these grounds is not documented as “independent” using appropriate legal terminology, the business that hired their services might be forced to suffer financial consequences related to taxing and intellectual property.
At Turner Law Offices, P.C., we know how important it is to establish job security for both employees filling a new position, as well as order and commitment for the business hiring them. Our team of lawyers has the experience best suited to ensure that employment agreements are fairly drafted and comfortable for all parties involved, and have years of experience preventing consequences when issues do surface in the employer-employee relationship. Call today, or go online to set up your Free Initial Consultation, and meet with a skilled attorney who is ready and waiting to hear your case and do whatever it takes to ensure that your rights are preserved.