Employment Contracts: Types, Benefits, and Disadvantages

This report discusses the importance of employment contracts in establishing rights and responsibilities between employers and employees. It explores different types of contracts and their implications for both parties. The report also highlights the benefits and disadvantages of various contract types.

Managing people

Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Employment contract is considered to be signed level of agreements among the individual
employee and the employers in order to have the establishments of both level of rights and
responsibilities among the two parties. It is important to have employment contracts which will
specify offenses results in the termination of employee. This helps on both the parties which
have ensuring that employee should know activities which are required and which needed to be
forbidden for rendering the serious breach. In this report, there will be clear discussion on the
employment contracts in growing recent years. On the further notice, benefit and disadvantages
of different types of contract in terms of both employee and employer.
MAIN BODY
Employment contracts is considered to be the mutual understanding of agreement among the
tow parties which are employer and employee by defining the rights and responsibilities with
more level of variations. On the other hand, many companies do not have the requirement to
have sign a contract by their respective employees. Instead they have the major level of
requirement to have non- compete outlines as per the employee condition and restrictions.
Employment contracts have the proper level of outlining to how long the employee have
been contracted to make a major stay with companies along with more level of penalty which is
needed to be paid at the time of breach of contract. In the Tyrone superstores employee contract
is considered to be essentials documents for the both staff and employers by legally establishing
the working level of relationship by setting important frameworks and policies. This provide
employer and employee to have clear agreement while outlining the all level of rights,
responsibilities and obligation.
As per the Tyrone superstores employment contracts have inclusion of understanding the
employee duties in way to meet their standard level of expectation in term of employee
performance by living no room for confusion. On the other hand, job insecurity has inclusion of
clear details in term of employment which guarantees job security for employees to motivate
employee not to violate the term of contract. The contracts should have specifications regarding
all the actions which can result in the terminations along with including the information which
have ensures which activities re more level of mandatory to their role and which actions or
behaviours are against company policy and will result in dismissal. The contracts should have
the defining the pay rates and incomes which is regarding the employee full time between the
3

parties on salary by leaving no room for miscommunication. When it comes to have workplace
disagreements which is often to do with money so the employment contracts work in order to
minimize the risk. Tyrone superstores have the major level of relieving in the atypical or the
nonstandard work arrangements for allowing more level of flexibility in the terms of there
internals and externals quantitative flexibility. On the other hand, this form has been developed
in more recent times after making significant level of adjustments regrading there rights and
protection of workers are needed to adapt to these ‘new’ situations. In fact, the majority of
workers’ rights and protection have been built around so-called ‘standard’ employment
relationships – the main features being the permanence of a contractual relationship between the
worker and an employer, with rights and protection being developed along the way.
The employment contract will have the clear level of protocols which include information
which are different forms of leave such as annual holidays, sick days, or potential maternity or
bereavement leave. This can be used as guidance for making payment staff along with maintains
significant level of confidentiality in employee access of information and data.
This is good idea to have the inclusion of confidentially of clause in order to protect the business
as employment contracts have include non-compete clause which have preventing the employee
for working any level of competitors for the certain level of period.
On the other hand, atypical contracts ae generally the defined as the employment contract which
do not have conform to be a standard, open ended and full-time contract. This have the
encompassment of many types of contract which is including part-time, fixed-term, temporary,
casual and seasonal. In addition to that’s there is referring to the employment relationship which
differ from the legal regulation as well as requirement a benefit for the workers in entitled too.
The key objectivity of the atypical employment contracts has been evident in the todays level of
labour market as this are developing underway in more prominent way. These are such as-
Permanent or full-time contractual arrangements or the standard contracts is been viewed as
more secure level of contracts as it allows pure and clear level of visibility regarding the future
evolution of the work along with income an employability.
In addition to that’s the employment has the major level of determination of the workers’ rights
in more level of social protection regimes and the workplace. As per such level of arrangement
by covering more than 50 % of workforce as the other form of work is already existed.
4

Next to that’s there non standard for of works as the category is considered to be particularly
difficult in order to pinpoint different reasons by owing more level of verticality and different
domination to be used. This term has basically the two aspects regarding the employment
arrangements which have categorised there employment duration in fixed term contracts and
another setting as there temporise agency work and on the other hand the specific form in the
part team work.
As per the Tyrone superstores there will be more level of sub categories as the nonstandard
work which ae cartelized as follows which are different types of atypical contract agreements in
the Tyrone superstores such as –
Short fixed contracts
This have the over view fixed contract which is less than the term period of six months which
have the provide level of interest in discussion of very short-term contract which is in the
incidence to tempos working in general. There is the link in between the spread of the fixed term
contracts as the number is very short and not considered to be straight forward. Specific and
contrasting situations exist. In the Tyrone superstores the company have the 95% of the
employment contract are considered too with the more level of clause which will be terminated
with in the fixed period of times which have reason of law as inclusion the employee is
misconduct or the employer operational lessons.
Oral contracts of employment as these are the employer arrangement on the broader between
the formal and informal forms which is more difficult to have estimates, quantify and regulate. as
the oral employment contracts are to be found in the informal economy, which is difficult to
document. The oral contract has the proper level of work arrangement are considered to be more
marginal aspects. Hence their oral contracts are the principles which is directly limited along
with being considered in order to have conclusion of less administrative burden.
Very short part time working this have the be examining the part time contracts which are less
than 10 hours per week as the incidence of very short period of times across the different
countries which usually have the comprising of small portion of the differential workforce.
although there is no legal limit for the people to e more level of employed to have receiving of
the maximum level of say which is considered to part of time which is entailing more part time
of risk.
5

On call or zero hour working
The lasts have the difficult issues which don’t have specify the number of the working hours in
which there is such as being available during specific periods of time in which they usually do
not work, including nights, weekends or holiday periods. Thais is on call, or the zero hours of
the working arrangements as contracts should have specifications regarding all the actions which
can result in the terminations along with including the information which have ensures which
activities re more level of mandatory to their role and which actions or behaviours are against
company policy and will result in dismissal.
this have the major level of implication that’s the atypical employment is considered to be the
new form of as the focus level of emerging personality which have the focus in the increasing
form as this is helpful in making employee sharing where an individual’s worker is moreover
being jointly hired by the group of cluster of members in order to have the meet with HR
departments which have various companies which is resulting in more permanent mannered
along with full time employment.
On the other hand, the perspective of job sharing which is more jointly to have specific job with
more combining two or more part-time jobs into one full-time position. In addition to that’s there
interim level of managements are considered to be high level of expertise in more temporally
mannered in order to have solution to specific projects along with integrated external
management capacity sin respective firm. In relation to have there managing of voucher-based
work whereby the employed have the individuals to more manner of working clients by more
level of carrying small level of jobs which have the covering there social security contribution.
Next to that’s to have understanding there where a self-employed individual works for a large
number of clients, carrying out small-scale jobs for each of them. Atypical contracts ae generally
the defined as the employment contract which do not have conform to be a standard, open ended
and full-time contract. This have the encompassment of many types of contract which is
including part-time, fixed-term, temporary, casual and seasonal. In addition to that’s there is
referring to the employment relationship which differ from the legal regulation as well as
requirement a benefit for the workers in entitled too.
The key objectivity of the atypical employment contracts has been evident in the todays level of
labour market as this are developing underway in more prominent way.
6

In next to that’s the crowd level of employment is considered to be the online level of platform
which have the clear matches form the employer and workers as the large level of task is been
splits and divided as the virtual cloud or respective workers.
Hence on the note, it is important to have their atypical forms of contracting which have the
major level of contribution to lead more level of market potential in make more mannered to
have it in more attractive way along with wide range of potential employees in more perfect
manner. On the other hand it also have the major level of highlighting the danger among there
alobar level of segmentation which are peritubular being identified as there of labour market
segmentation, particularly from casual work and voucher-based work, if the result is a
widespread acceptance of fragmented jobs that are inherently linked to low income and limited
social protection.
With next to that’s it has the avocation to have need with particular level of specification along
with tailor made approach with form of contracting which is being based on joint level of
understanding in term of individual employment forms and national/cross-national exchanges of
information and experiences.
CONCLUSION
From the above file, it can be concluded that many companies do not have the requirement to
have sign a contract by their respective employees. Instead they have the major level of
requirement to have non- compete outlines as per the employee condition and restrictions. This is
good idea to have the inclusion of confidentially of clause in order to protect the business as
employment contracts have include non-compete clause which have preventing the employee for
working any level of competitors for the certain level of period. In relation to have their
managing of voucher-based work whereby the employed have the individuals to more manner of
working clients by more level of carrying small level of jobs which have the covering there
social security contribution.
7

REFERENCES
Books and Journals
Online
Ismail, F., Chan, S.W., Bahrol, K.M. and Abdullah, M.F., 2019. Employment contract in
Malaysia.
Dung, N.V., Thang, N.N., Janssen, F. and Hine, D., 2017. EMPLOYMENT CONTRACT AND
SMES’INNOVATION IN DEVELOPING AND TRANSITION ECONOMIES: THE CASE OF
VIETNAM. Journal of Developmental Entrepreneurship, 22(04), p.1750027.
Monteiro, S., 2020. The impact of the formal employment contract on credit access in Africa.
Patterson, D.G., 2017. Contract Considerations. In Treatment of Chronic Pain Conditions (pp.
309-310). Springer, New York, NY.
Moorhouse, P., 2017. Employment: Enforcing post-employment restraints after an employer's
breach of contract. LSJ: Law Society of NSW Journal, (34), p.82.
8

9

10