Confirm the legality of the employment arrangement under local labor laws

Ensure both parties (employer and employee) are legally competent to enter into a contract.

Identify the type of employment (full-time, part-time, temporary, freelance)

Confirm that the position and compensation align with the business needs and budget.

Verify compliance with all required employment permits and visas (if applicable)

Clearly define the job title and job description, outlining duties and responsibilities.

Specify the employment start date and, if applicable, the end date or contract term.

State the hours of work, including days and shift schedule.

Confirm compensation details, including salary, wage rate, or other remuneration.

Include information on overtime, if applicable, and how it will be compensated.

Specify payment methods (e.g., direct deposit, check) and frequency of pay (e.g., weekly, biweekly)

Define any employee benefits, including health insurance, retirement plans, or bonuses.

Specify eligibility requirements for benefits and the duration of coverage.

Include any additional perks, such as vacation days, sick leave, paid holidays, and personal leave.

Outline procedures for taking time off, including notice requirements and documentation

Detail any company-specific benefits or perks (e.g., gym memberships, transportation subsidies)

State if there is a probationary period and its duration

Define the expectations for performance during the probationary period.

Specify performance review timelines and criteria for permanent employment.

Outline procedures for termination during or after the probationary period

Include a non-compete clause, if applicable, outlining restrictions on working with competitors after employment ends.

Specify the duration and geographical scope of the non-compete agreement.

Include a non-disclosure agreement (NDA) to protect sensitive business information.

Define the employee’s obligations regarding confidentiality during and after employment.

Include the company’s code of conduct, outlining acceptable behavior, dress code, and workplace etiquette.

Specify policies regarding harassment, discrimination, and ethical behavior.

Address the company’s policies on alcohol, drugs, and tobacco use in the workplace.

Include rules for internet and email use, social media guidelines, and personal conduct.

Define the conditions under which the contract can be terminated by either party.

Specify the notice period required for both termination and resignation.

Outline the process for providing notice of termination or resignation.

Include the grounds for immediate dismissal (e.g., misconduct, breach of contract)

Specify any severance or termination benefits the employee may be entitled to

Define the ownership of intellectual property (IP) created by the employee during employment.

Include clauses on the transfer of rights to the employer for any work created by the employee.

Address how any pre-existing intellectual property belonging to the employee is treated.

Specify the employee’s obligations regarding the protection and use of company IP

Include a dispute resolution process (e.g., mediation, arbitration) for resolving conflicts between employer and employee.

Specify the governing law and jurisdiction that will apply in the event of a legal dispute.

Address any appeal process for disputes related to employment decisions.

Specify policies regarding conflicts of interest (e.g., working for competitors, accepting gifts)

Address whether employees are allowed to have outside employment during the contract period.

Include provisions on disclosure of any potential conflicts of interest.

Provide spaces for both the employer and employee to sign and date the contract.

Ensure both parties understand the terms and have had the opportunity to seek legal advice if necessary.

Retain copies of the signed contract for record-keeping by both parties.

Include a statement that both parties agree to the terms outlined in the contract.