often observe a situation where the contract or regular employment contract with the director is no different from the agreement concluded with ordinary workers.This approach is not entirely correct.
Despite the fact that on the one hand and the Director is an employee of the company and it is fully subject to the provisions of labor legislation, however, besides the head - it is the executive body responsible for the organization's activities.
should also remember that the duties and rights of the director are defined as the constituent documents, and the labor contract, which is, along with the legal regulations source of regulation of relations with the employees in the enterprise.If you underestimate the importance of this document, then the employer may be labor disputes in cases where they could be easily avoided.
employment contract with the director: mandatory conditions
Any employment contract, including lies with the head, must necessarily include the conditions without which the document can be considered not concluded or decorated with violations of the labor law.Unfortunately, in some cases, some employers ignore the law.
Thus, the employment contract with the director should contain all the data about the head and employers.At the conclusion of the contract with the head, be sure to specify your decision, which was the basis for registration of the contract.The decision should specify the powers of the person signing the employment contract with the head of the employer.
The contract also indicate the name of the company, describes the work functions.It should be remembered, and there may be mentioned, by signing an employment contract with the director that he can not run concurrently, with the exception of the artistic, scientific or teaching.
sample of the employment contract with the director should contain items relating to fundamental rights and duties of the employer and the employee.These conditions are often underestimated by the employer, resulting in serious proceedings in conflict situations and in resolving disputes becomes the decisive factor.
If you look closer, it often happens that the employer does not have enough clear guidance on the rights and duties of directors in the constituent documents, except banal references to the contract.To avoid unpleasant conflict, the tenant has the possibility to define a clear relationship with the leader.You must register or detail all the obligations and rights of the director in the text of the employment contract, or in accordance with established procedure to approve the job description for the Director of the organization.In this case, the agreement makes reference to the relevant documents.For example, "the employee agrees to faithfully perform all the duties that are specified by the charter company and the job description."
employment contract with the (commercial) director must also contain the validity of the relationship, in this case, the document is called a contract.In the absence of this paragraph shall be, that the employment contract is indefinite.
The employment contract must specify the mode of work and rest the head.Despite the fact that the director is a non-standard working day, you must set a start and end of working hours and breaks, weekends and holidays.
Besides the contract with the head should contain the conditions of payment for his labor the days of the order and payment method of calculating wages, the salary, allowances, bonuses, incentive payments.
