Fixed-term contracts are allowed in India as long as the employer employs the person for a short-term application. The government recently stated that fixed-term contracts would be allowed in all sectors – previously they were only allowed in the clothing sector. However, employers are unlikely to be able to turn existing permanent jobs into temporary positions. It should be noted that disputes can arise from a contract and that, for the resolution of such disputes, some parties prefer to go to arbitration, and in this case they contain a compromise clause in the contract, while others rely on the courts to resolve the dispute between them. By inserting a jurisdiction clause, the contracting parties clearly define the Court of Justice or the court which has the right to settle the dispute between employers and workers in its employment contract. A jurisdiction clause may either provide exclusive jurisdictional rights meaning that the courts indicated have only the rights to decide the dispute, or they may provide for non-exclusive jurisdiction. In the case of a non-exclusive jurisdiction clause, the indicated courts may hear the dispute, but the parties are free to go to other courts if they consider it intentional to refer the case to other courts. In practice, an employer and the proposed worker sign a letter of appointment before signing a formal employment contract. A letter of appointment covering the trial period is usually signed as a prelude to a formal employment contract, unless an employee is confirmed by the employer. A standard employment contract must define pay. Any employment benefits should be included in the contract.
It allows changes to employees` wages, incentives, benefits and other allowances. It contains the base salary, bonus or incentives, information about the hikes. Any special on the payment of the bonus and compensation should be indicated in the contract. A separate provision cannot provide for «any additional remuneration», i.e. that even if an employee becomes the elected manager of the company, he will not receive any additional compensation for such a benefit. «Additional non-remuneration» is essentially provided for in the executive agreement. The employment contract should be printed on stamp paper and the employer and employee must sign the document and keep a copy for their own registrations. Make sure that all agreements between you and your employer are expressly stated in your employment contract. Benefits such as tuition fees for your children`s education should be mentioned, as should the rules for service cars. A well-written employment contract should include a confidentiality clause that protects sensitive company information, such as business secrets and customer data, and requires the employee to keep that information confidential.
This special clause prevents the worker from disclosing confidential information to third parties without the employer`s consent.