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Ansatte
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Hiring staff to your business, such employees - whether blue or white collar - must receive an employment contract no later than a month after the initiation of the employment.
An employment contract must include provisions on: - Name and address of employer and employee
- Place of work
- Description of job function - preferably specifying employee´s job title, position, etc.
- Initiation date of employment
- Expected duration of employment
- Holiday - policy as to whether the employment includes paid holiday
- Employer´s and employee´s term of notice
- Specification of current or agreed wage/salary including any and all bonuses as well as specification of time of payment. Specification of wage/salary adjustment system
- Working hours - provision on normal daily or weekly hours
- Listing of collective agreements, if any
- Special preconditions and terms of employment must appear directly from the employment contract to subsequently gain invocational power
The above points comprise the mandatory elements of an employment contract according to a 1993 statutory order and a 2002 EU regulation.
Furthermore, such contracts typically include provisions on: - Period of probation and term of notice within the period of probation
- Policy on long term spell of sickness
- Policy on employees´ sideline
- non-competition clause or non-solicitation clause - concerning trusted employees
Besides what an employment contract must include pursuant to the above EU regulation, it can also include individual provisions on rights/obligations specific to the employment.
It is recommended that you have a lawyer work out or go through an employment contract in order to ensure that the contract complies with the above regulation as well as covers the scope of the employment.
You should pay particular attention to the wording of non-competition and non-solicitation clauses as they may later prove invalid due to miswording not providing the employer the intended security in connection with the employee´s notice.
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