CONSIDERING that the company wishes to use and temporarily retain the temporary labour services under the conditions set out therein. Whether you need to hire for a busy time or replace someone on leave, a fixed-term employment contract sets out the terms of the fixed-term position and defines the new employee`s duties, how and when they are paid. Unlike an employment contract, there is no expectation of benefits or other benefits. The use of a fixed-term contract can offer legal protection to a company when it hires a person on a short-term basis, specifying that the position is strictly temporary. This provision allows an employer to avoid the legal obligations associated with hiring a stable employee. The temporary worker is also considered “as he pleases”, which allows the employer to terminate the employment relationship for no reason. Renting? Visit rocket Lawyer`s Guide to Human Resources for more information on the recruitment process. The employee agrees that he is fully authorized to work in [name of country] and can prove this by legal documents. These documents are collected by the employer for legal registrations. RESTITUTION OF PROPERTY.
Within seven (7) days of the termination of this fixed-term contract, whether by expiry or by other means, the Temp undertakes to return to the Company all products, designs and documents, without taking into account copies or notes relating to the Company`s activities, including, but not limited to [LIST OF ITEMS] received by Temp during its representation of the company. This contract of employment is concluded between [name of employer], employer and [name of worker], worker. The employer and worker agree that the employer agrees to employ the employee in a part-time/temporary status and that the employee agrees to work for the employer in the following position [insert position title here] in a part-time/temporary status. Employment begins on [date]. Both parties agree that the above list of obligations and responsibilities is not exhaustive and may be modified, modified or extended at the discretion of the employer. . . .