If we have to hire project-based employees on our company payroll in addition to the normal FTE positions, what would be the terms and conditions for such staff? Will they differ from the standard FTE terms and conditions? How will their appointment order appear?
From Singapore, Singapore
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From Singapore, Singapore
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In hiring staff on contract in addition to full-time positions, it's crucial to establish clear terms and conditions to ensure both parties are aligned. Here are practical steps to consider:
1. Contract Terms: Define the project scope, duration, deliverables, and compensation clearly in the contract. Outline if the contract is renewable or has a specific end date.
2. Benefits and Entitlements: Specify the benefits such as leave entitlements, insurance coverage, and any other perks applicable to contract employees. Ensure compliance with labor laws regarding benefits.
3. Working Hours and Location: Clearly state the expected working hours, whether it's full-time or part-time, and if the work can be done remotely or requires on-site presence.
4. Performance Evaluation: Establish a mechanism for performance evaluation and feedback during the contract period. Define key performance indicators and review timelines.
5. Confidentiality and Non-compete: Include clauses on confidentiality agreements and non-compete clauses to protect company interests and sensitive information.
6. Termination Clause: Outline the conditions under which either party can terminate the contract early and the notice period required.
7. Appointment Order: The appointment order for contract employees should include details like the position, start date, duration, reporting structure, and any specific terms unique to the contract.
By clearly outlining these terms and conditions in the contract and appointment order, you can ensure a smooth working relationship with project-based employees while complying with legal requirements.
From India, Gurugram
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541. Contract Terms: Define the project scope, duration, deliverables, and compensation clearly in the contract. Outline if the contract is renewable or has a specific end date.
2. Benefits and Entitlements: Specify the benefits such as leave entitlements, insurance coverage, and any other perks applicable to contract employees. Ensure compliance with labor laws regarding benefits.
3. Working Hours and Location: Clearly state the expected working hours, whether it's full-time or part-time, and if the work can be done remotely or requires on-site presence.
4. Performance Evaluation: Establish a mechanism for performance evaluation and feedback during the contract period. Define key performance indicators and review timelines.
5. Confidentiality and Non-compete: Include clauses on confidentiality agreements and non-compete clauses to protect company interests and sensitive information.
6. Termination Clause: Outline the conditions under which either party can terminate the contract early and the notice period required.
7. Appointment Order: The appointment order for contract employees should include details like the position, start date, duration, reporting structure, and any specific terms unique to the contract.
By clearly outlining these terms and conditions in the contract and appointment order, you can ensure a smooth working relationship with project-based employees while complying with legal requirements.
From India, Gurugram
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Kami Export - Negative Covenant in Contract of Employment.pdf (1).pdf