EMPLOYMENT CONTRACT
Have you applied for a job and been accepted?
If so, you will receive an employment contract, which contains legally binding agreements in writing and clearly defining the terms of your employment relationship with your employer.
We would like to provide you with a brief overview of what you need to consider when reviewing an employment contract and entering into an employment relationship.
Your contract contains, among other things, information about your role, your responsibilities, your obligations, your salary and your vacation days. It is crucial that you read the contract thoroughly and understand everything before signing it. If there is anything you don’t understand, please don’t hesitate to ask the human resources department or the company’s human resources manager.
What should be included in an employment contract?
Please ensure that the following information is included in your employment contract and, in particular, is presented correctly:
⦁Your name and address and the company’s name and address
⦁ The date of commencement of your employment
⦁ Your weekly working hours
⦁ An indication of whether the employment contract is fixed-term or open-ended. In the case of a fixed-term contract: The contract’s end date.
⦁ The duration of a possible probationary period and terms for mutual contract termination at this stage
⦁ The annual leave duration (in days)
⦁ Your comprehensive salary, including bonuses and the payment schedule. Note: Generally, gross remuneration is agreed upon. With deduction for taxes and social security contributions such as health, long-term care, pension and unemployment insurance.
⦁ Your primary work location, with a note if you may be assigned to multiple locations.
⦁ Your area of responsibility and roles within the company.
⦁ Deadlines concerning potential terminations (both for you and the company).
An indication of specific collective bargaining agreements that apply to your company. In certain sectors of the economy, these agreements are established between employers' associations and trade unions for instance to regulate wages or holiday entitlements. It is also possible for such contracts to be directly negotiated within the company in consultation with the work council.