If the employer is a larger company, many of the above points are listed in the employee handbook. Otherwise, employers and workers are responsible for negotiating their terms. As an independent contractor, you need to make sure that everything you do is designed and written in advance. Try this independent contractor agreement. This Agreement constitutes the entire agreement between the two parties and supersedes all prior written or oral agreements. This Agreement may be amended at any time, provided that the employer and the worker consent in writing. The third article, entitled `III. Period of employment“, deals with the obligation for each party to pursue the employment status developed here. You must choose one of the two basic conditions to apply for employment status. If the job is maintained „as desired“ or for as long as both parties wish to continue with the agreement, mark the first check box. If it is a „post-authorization“ situation, we need to define how these parties should terminate their employment relationship.
First, look for the item called „A.) Dismissal of the worker“ and enter the number of „days of notice“ that the worker must have acknowledged to the employer of his dismissal. If the employee is entitled to severance pay (corresponding to the current rate of pay) at the end of the employment relationship, you must determine the length of the compensation period. To do this, use the second blank line. How the employer should terminate the contract must also be defined in an „at-will“ agreement. Start by determining the number of days prior to the employer`s expected termination date for the worker in the first empty line in point „B.“) Dismissal of the employer. If the worker is entitled to severance pay, if the employer terminates this contract, in the second blank line, indicate on this point the duration of the severance pay period. If the terms of this employment are to be maintained for a certain period of time, you must choose the second choice „For a specified period“. If you set this on the employment agreement, you must provide an employment start date and an end date. Enter the start date as a calendar day, month, and two-digit year in the first three spaces of this statement and document the end date as the last calendar day, month, and year of two-digit employment using the last three empty lines. Some issues will accompany agreements that are expected to bind two parties for some time. The following two points will clarify some fundamental questions regarding termination.
First, mark the first control box in „A.) Dismissal of the employee“, to indicate that the employee has the right to terminate the agreement in advance or by marking the second check box of the same element, in order to prevent the employee from having the right to terminate the employment relationship. If the worker has this right, please indicate how many days the dismissal must be notified to the employer in the first empty line and how long the worker receives severance pay from the dismissal. In „B.) Dismissal of the employer“, we must choose between one box out of two to indicate whether the employer has the right to terminate this agreement during the employment concerned. If so, select the control box called „Soll“. If not, select the „Do not do“ box. Remember that if the employer retains this right, you must record the number of days that this company must give the worker in the first empty line before the termination of this agreement and how long after the date of dismissal of the workers, severance pay is paid in the second empty line. The probation period, also known as the „trial period“, is when a new employee is recruited on a no-obligation basis. .