Recruitment
Human Resource Solutions for People & Companies
Learn More

 

Service Level Agreements / Employment Contracts Pretoria

Every employer is required by law (Basic Conditions of Employment Act – section 29) to provide the employee with a written contract of employment not later that the first day of commencement of employment.

Employment Contracts

Failure to do so could land the employer in jail for a term of imprisonment (section 93 of the BCEA) or to liability for a hefty fine (schedule 2 – BCEA).

Here’s what every employment contract should include:

1. Job information.

Some key pieces of information to start with include the job title and the team or department with which the employee will work. Explain how performance will be evaluated and to whom the new employee will report.

2. Compensation and benefits.

Outline the compensation and benefits package. It should include the annual salary or hourly rate, information about raises, bonuses, or incentives and how these may be obtained. Explain what the benefits plan includes -- medical, dental, eye care, etc. - what percent the employer pays, and what percent the employee pays. If offered, include information about any fringe benefits.

3. Time off, sick days, and vacation policy.

Thoroughly explain the time off policy. How many paid vacation days are accrued per pay period? Also explain your expectations regarding sick days, family emergencies, or unpaid leave. Can employees make up hours by working after-hours and weekend events?

4. Employee classification.

Define whether the new employee is an employee or contractor to ensure tax and insurance compliance.

5. The schedule and employment period.

The contract should clearly state if employment is ongoing or for a set term. It should also include when the employee is expected to work to define the employer-employee relationship.

Include the amount of hours the employee is expected to work and any flexible working options, like working from home or remotely while out of town. If the job requires working nights and weekends, explain when and how often.

6. Confidentiality agreement.

Protect sensitive information like business trade secrets and client data by having the employee sign a confidentiality agreement within the contract. Instead of making this a separate contract or piece of paper, include it as a section of the employment contract and place a field in the section where new employees can sign digitally.

7. A technology privacy policy.

Clarify what’s OK and what’s not regarding the use of social media and email on company property. For example, if you don’t want employees to use company computers or mobile devices to update their personal social media channels or check personal email, say so. If you don’t want employees saying anything negative about work on social media, prohibit it.

8. Termination terms and conditions.

Explain what is required for either party to terminate the relationship, including the amount of notice required and if it should be written.

While these basic elements are a good starting point, there are plenty of other things you can include to further define the role or the business relationship.

Ukomelela HR Solutions - Employment Contracts Pretoria

Ukomelela HR Solutions can assist you with this process:

  • Review/ Audit the current Employment contract/ Service level agreement. Ensure contract alignment with relevant legislation.
  • If no contracts/ service level agreement: Implementation of new contracts/ service level agreements, ensuring alignment to relevant legislation.
  • Due diligence audit to ensure that each employee has a signed employment contract on file.

For more information about our services, please contact us.