As an employer you have certain obligations to your employees. These obligations are regarded as “legal standards of behaviour” in the employment relationship.
As an employer you have the responsibility to provide your employee’s with the following:
- To pay the correct wages;
- pay correct wages;
- reimburse employees for work-related expenses;
- ensure a safe working environment suitable for the performance of the employee's duties;
- not act in a way that may seriously damage an employee's reputation or to cause mental distress or humiliation;
- not act in a way that will damage the trust and confidence necessary for an employment relationship;
- not to provide a false or misleading reference (should one be provided);
- forward PAYE tax instalments to the Australian Taxation Office;
- make appropriate payment under the Superannuation Guarantee legislation.
For more information, call LAC Lawyers today on 1300 799 888 (Sydney) or 1300 734 638 (Melbourne).
In NSW, as an employer, the minimum standards you must supply to your employees are set out in the National Employment Standards and the employees applicable award. It is not legal for any employer to bind an employee to wage rates or conditions of employment that are less favourable than those that are set out in the NES or relevant award.
To ensure that your companies employment contract is legal, enforceable at court, and binding on your employee’s, please contact us for a consultation or call LAC Lawyers today on 1300 799 888 (Sydney) or 1300 734 638 (Melbourne).
A common question we get asked is ‘how legally binding is my contract of employment?’. From an employers perspective, it is imperative that you have a legally binding employment contract that is binding on your employees. This will ensure that you know your legal position, and the position of your company, should the need to challenge any aspect of your employees enterprise agreement.
An employee may legally enforce an employment contract through the courts in the same way as any other legally binding contract.
As an employer, your employment contracts should contain conditions of the employees employment, including the date the contract commenced and, if necessary, the date that the employment contract concludes. It should also contain the relevant notice periods, and redundancy entitlement as required under the NES.
As an employer, to ensure you and your company are legally covered by an enterprise agreement it is important that you have a legally binding employment contract. Contact us using one of themethods below to book an appointment for advice on your current employment contracts, or for guidance in drafting a new employment contract.
For more information, call LAC Lawyers today on 1300 799 888 (Sydney) or 1300 734 638 (Melbourne).