Draft employment contract

lomb

Would anyone here be kind enough to provide me with a draft employment contract with fixed terms and a probationary period ideally suited for the service industry. Many thanks in advance.

lomb

Ive just done one up based on a few web templates, and one from a large service company I know of, its ideal for shops and retail etc

Regulations

and

Conditions of Employment





EMPLOYEE CONTRACT




This slatement is to comply with legislation, which requires that you are given a written statement of the main terms
and conditions ofemployment. Two copies must be signed, one of which is to be returned to the Management.

This contract of employment is made the _______________ day of ________ 201__ between (Employee name) ________________________________ of (Employee address) ____________________________________________________________, hereinafter known as ‘the Employee’, and (Employer name) ____________________________________ of (Employer address) _______________________________________________________________, hereinafter known as ‘the Company’.

The Regulations and Conditions of Employment as set out herein will be deemed to constitute a “Contract of Employment”, in fulfilment of current employment legislation. All Employees will be required to sign at the space provided at the end of these conditions, agreeing to adhere to the Company’s Conditions of Employment.

(i) Date of Commencement: _____ day of _______ 201__.

(ii) Place of Work: Your primary place of employment is

The Company reserves the right, at any time, to require you to go permanently or temporarily to any branch, where your services may be required. Your individual and domestic circumstances will always be carefully considered.
(iii) Job Function: You are employed as a
Dental Nurse & Receptionist and are transferable to all areas within the practice.

(iv) Probationary Period: A probationary period of ________ weeks/months will apply. A letter, notifying the Employee of his/her appointment to permanent staff, will be issued at the end of a successfully completed Probationary Period.

(v) Hours of Work: The hours of work shall be ______ a.m. to _______ p.m., or a total number of _____ hours per week, as shall be set out by the Company from time to time but in any event shall at all times be in compliance with the provisions of the Organisation of Working Time Act, 1997.

(vi) Salary: The Employee’s annual salary shall be €___________. Salary will be reviewed _______________. Payment shall be by direct debit into the Employee’s bank account, the account details to be provided by the Employee to the Company on the execution of the within contract.

(vii) Annual Leave: In addition to the nine Public Holidays, twenty working days holiday is allowed during a full calendar year, 1st January to 31st December in accordance with the provisions of the Organisation of Working Time Act, 1997.

On termination of employment, the entitlement will be a proportion of the appropriate annual holiday based on the number of calendar months completed during the calendar year of departure, subject to a minimum period of notice under the Minimum Notice and Terms of Employment Acts 1973-1991.

(viii) Absence Through Illness: The Manager must be notified as soon as possible after 9.00 am in all cases where a member of the staff is unable to attend at the place of work. A medical certificate is required if absence extends beyond three consecutive days and should cover the period until the staff member is declared fit for work. Dental appointments, visits to the doctors, etc, should, where possible, be arranged outside working hours.

(ix) Compassionate Leave: Compassionate leave will be at the discretion of the management but, in the case of near relatives, will be such as to allow full attendance at funeral services.

(x) Leave of Absence: Approval and duration of unpaid personal leave shall be at the discretion of the Company.

(xi) Grievance Procedure: The Company is most anxious that legitimate grievances raised by an Employee are expeditiously and fairly resolved. Any member of staff who has a grievance relating to his/her employment should discuss it with the Company.

(xii) Dismissal: The Company hopes that it will not become necessary to dismiss an Employee, however, it must be understood that there are certain breaches of Company Rules for which, after the facts have been ascertained, an Employee may be summarily dismissed or suspended, without pay, pending further investigations. In such an event, an Employee will be afforded a full right of representation of his/her case to the Company before a final decision is made. Continued failure to adhere to normal Company requirements, including timekeeping, attendance, job performance, confidentiality in relation to all the Company’s affairs and general conduct will result in an Employee being subject the following procedure:

• The Employee will receive a verbal warning.
• The Employee will receive a first formal written warning advising that continued failure to improve on the specific aspect of performance will lead to disciplinary action.
• The Employee will receive a final formal written warning.
• The Employee will be suspended for a fixed period, without pay.
• The Employee will be dismissed in the event of it becoming absolutely clear that no, or insufficient, improvement on the aspect of performance is forthcoming.

At all times the Employer will abide by procedural fairness under current employment legislation when dealing with dismissals from the Company.

(xiii) Notice Periods: Staff who wish to terminate their employment with the Company are expected to give the following notice:

All Employees on Probation – 1 week

Employees appointed to Permanent Staff – 1 month

Senior/Management Staff – 2 months

or in times of conflict in accordance with Section 4 of the Minimum Notice and Terms of Employment Act, 1973. Notwithstanding the foregoing, the Company, may, at its discretion, waive its right to notice.

(xiv) Standard of Dress: All Employees are expected to conform to an acceptable standard of dress to ensure that the image as presented to customers, colleagues and associates is in keeping with the proper professional approach of the Company.

Where uniform is required dress, no personal additions will be made to the uniform, and it shall be cleaned by the Employee for the duration of their contract.

(xv) Confidentiality: The Employee will not, during or at any time after the termination of your employment, disclose to any person or persons (except to senior Employees of the Company) nor use for your own benefit any confidential information that you may receive or obtain in relation to the affairs of the Company or its Clients.

(xvi) Alteration to Terms of Employment: Any alterations in the Regulations of Employment affecting staff individually will be notified by a letter or memorandum, but any general alteration will be communicated in a Circular to be seen by all members of staff.


I agree to be bound by the Regulations and Conditions of Employment as contained in the Foregoing


Signed:

______________________________________

Date:

______________________________________



Signed for and on behalf of
The Company:


Signed:

______________________________________

Date:

______________________________________