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Employment Agreement (Full Time)

Answer the following questions to generate your customised document. Your document is provided to you in a Microsoft Word format, allowing you to make changes if you wish.

Employer Details

*What is the name of your Company or Business?

e.g. LawLive Ltd

Ensure that you put your office registered address, and not your mailing address.

*What is the registered office address of your Company or Business?

Employee Details

*What is the Employee's full name?

*What is the Employee's address?

Employment Details

This is the date that you wish the employment to be contractually binding.
Click 'No' if you wish to specify a date later.

*Do you know on what date will the employment commence?

Yes No

Please enter date of commencement of employment:

Select Permanent if the Employee is to be employed for an indefinite duration.

Fixed Term employment is where the Employee is employed only for a specific time period, event or project. There must be a genuine business reason for the fixed term. For example, the Employee is to be employed while another employee is absent on maternity leave; or during the ski season.

*Is the employment to be of permanent or fixed term duration?

Permanent Fixed Term

*When will the fixed term employment end?

On a specific date
On the occurrence of an event
On the completion of a project

Please specify the date

e.g. Employment will end when "the ski season ends roughly around the start of October"

Employment will end when

Please specify the project name

*Do you wish to include a probationary period?

Yes No

To be eligible for the 90-day trial period, the Employer must have fewer than 20 employees and the Employee must not have previously worked for the Employer.

Do you wish to include your own probationary period or the 90-day trial period?

Own probationary period
90-day trial period

How long do you want the probationary period to be?

e.g. three (3)

How much notice is required for termination during the probation period?

e.g. seven (7)

How much notice is required for termination during the trial period?

e.g. seven (7)

*What position/job title will the employee be fulfilling?

e.g. Receptionist

Some positions are of a kind where the duties and responsibilities are obvious from the title of the position. There are some positions where it would be wise for you to list any specific duties. If so, you can list those duties and responsibilities here.

*Do you wish to enter a list of the Employee's duties and responsibilities?

Yes No

Employee Duties & Responsibilities
*Enter a Duty or Responsibility for the employee:
Remove

On commencement of work

*Do you wish to specify what date must the Employee report to work?

Yes No

Please specify date:

*What time must the Employee report to work?

*What address must the employee report to on the first day of work?

*Who will the Employee report to on the first day of his/her employment?

e.g. John Smith

*What is the position of the person the Employee reports to?

e.g. HR Manager

*How many weeks written notice is required by either party to terminate employment?

weeks

*Where is the Employee's primary place of work?

*How many hours per week will the Employee be expected to work?

*What time will the Employee be required to start work each day?

*What time will the Employee be expected to finish work each day?

*On what days will the Employee be required to work?

e.g. from Monday to Friday

*Do you require an overtime rate?

Yes No

For example, "time and one half for the first 2 hours" and "double time thereafter"

If so what will the penalty rate be?

*How long will the Employee be allowed to take a meal break for?

minutes

*What time will the Employee be required start a meal break?

*What time will the meal break end?

A salary is a yearly amount of income which will be paid to an employee. A wage is normally calculated with reference to an hourly rate of pay.

*Will the Employee be paid a 'salary' or a 'wage'?

salary wage

*How much will the Employee be paid including tax?

*Will the Employee recieve any bonus or commission?

Yes No

If so please specify:

plus a bonus/commission of

*How often will the Employee be paid?

*How often will the Employee's remuneration be reviewed?

every 3 months half yearly annually

If you wish to enter into a Salary Sacrificing Arrangement a separate Salary Sacrificing Agreement will be required along with the insertion of this clause.

*Do you wish to include a clause allowing the Employee to enter into a Salary Sacrificing Arrangement?

Yes No

Optional Clauses

By using this clause the employer will endeavour to be protected from an employee working for competitors for a set period of time after the employee ceases to work for the company. Please note that a restraint clause may be ineffective if it is too wide or if it bears little or no relation to the time the employee worked for the company, and it may be appropriate to obtain legal advice.

*Does the Employer wish to restrain the Employee from working for any competitor after his/her employment with the Employer ceases?

Yes No

If so for what period of time?

Within how many kilometres of the Employer's place of business?

kilometres

*Is the Employee entitled to more than four weeks of paid annual leave?

Yes No

If so specify the number of weeks of paid annual leave

*Is the Employee entitled to long service leave?

Yes No

What is the rate of long service leave?

e.g. 10 days after 10 years of service and will have 5 years to use this leave

It is a good idea to have a Handbook which includes full details of the additional documentary requirements for personal leave. The template Employee Handbook in the Employment Pack includes a number of sample policies and/or procedures, including those relating to personal leave.

For your convenience the LAWLIVE website provides an Employee Handbook.

If you are going to purchase an Employee Handbook in the future it is a good idea to answer this question with a "Yes".

*Does the Employer have an Employee Handbook or a similar document setting out policies and/or procedures for the workplace?

Yes No

*Will the Employee have access to the Company's computers?

Yes No

There is a 'Computer Policy' contained in the Employee Handbook found on this site, or is also available separately.

Does the Employer have a Computer Policy?

Yes No

This clause prohibits your employee from using any information which the Employee acquires in the course of his/her employment in any manner which may reasonably be expected to cause injury or loss or be calculated to injure or cause loss to the Company.

*Will the Employee have access to any of the Employer's confidential information?

Yes No

The Employee may be required as a pre-condition to reimbursement to provide the Company with invoices or receipts for such expenses.

*Do you wish to indicate in this Agreement that the Employee will be reimbursed for approved expenses incurred during the course of employment?

Yes No

*Do you wish to indicate in this Agreement that unpaid leave can be taken by the Employee at the Employer's discretion?

Yes No

*Will the Employee be entitled to take Domestic Violence Leave immediately or only after 6 months of Employment?

Immediately After 6 Months

*Will the Employee be entitled to redundancy pay in the event that his/her position is made redundant?

Yes No

How much redundancy pay will the Employee be entitled to?

e.g. the equivalent of one months base salary

*Do you wish to indicate that that the Employee must return all Employer's property upon termination of their employment?

Yes No

Would you like to specifiy any specific equipment that must be returned upon termination?

Yes No

Please specify the equipment: