An individual employment agreement (IEA) is a legal document that outlines the terms and conditions of a working relationship between an employer and an employee. It is unique to each employee and is not transferable to anyone else.
Here are some important things to consider when drafting an IEA:
1. Employment Status
The IEA should clearly state whether the employee is a permanent or fixed-term employee. This will affect entitlements such as annual leave, sick leave, and notice periods.
2. Job Description
The job description should be clear to avoid any confusion about the employee`s duties and responsibilities. The IEA should contain a detailed job description that outlines the employee`s role, tasks, and any relevant skills or qualifications required.
3. Hours of Work
The IEA should state the number of hours an employee is required to work each week and if there are any flexible working options available. This could include working from home, flexible start and finish times, or job sharing.
4. Remuneration
The IEA should clearly state the employee`s salary or hourly rate of pay. This should include any additional payments such as bonuses, commission, or overtime rates.
5. Termination
The IEA should contain provisions for the termination of employment, including the notice period required by each party.
6. Intellectual Property
The IEA should include clauses relating to intellectual property ownership. This will ensure that any work done by the employee during their employment is owned by the employer.
7. Confidentiality
The IEA should contain clauses relating to confidentiality. This will ensure that any confidential information learned by the employee during their employment is not shared outside the organization.
8. Dispute Resolution
The IEA should contain provisions for dispute resolution. This could include mediation or arbitration to resolve any disagreements between the employer and employee.
The IEA is a vital document in any employment relationship. It outlines the expectations, duties, and responsibilities of both the employer and the employee. A well-drafted IEA can minimize confusion, provide clarity, and protect both parties in the event of a dispute.
