The problem with employment contract templates

An employment contract should reflect the role and the specific circumstances of the engagement, including any award requirements that may be applicable.

For example, if you are employing a web developer, you will want to establish clear expectations about the ownership of intellectual property.

Or if a new business development or sales person is joining the organisation, you will be considering what may happen if this person resigns. In this scenario, many employers will include a “restraint of trade” clause in the contract, restricting competitive behaviour for a certain period after termination.

Using a generic employment contract template may not allow you to deal with important issues as they relate specifically to the role or industry.

And on the flip side, a generic template may contain clauses that are not suitable to the engagement, which may in turn cause damage to the employer. This could be because the contract is too "general" or it could be that the template is no longer up to date with Australian laws and regulations.

MyJobContracts™ provides you with the ability to instantly draft full-time, part-time or casual contracts that are relevant to you as well as the employee. This reduces any risk of future misunderstandings and provides a documented reference point.

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