Infuse 3 March 2018 | Page 41

3.
Money, Money, Money
You have in your mind an agreed-upon figure – but the employer
has another figure. Also, just because your employer is paying
you a certain amount does not mean that an award may not
apply. Your employment contract should be able to deal with
awards, and be clear as to what payments you are entitled to.
Specifically, your employment contract should state what was
agreed on, in terms of:
a. Salary. Is this amount inclusive of super?
b. A bonus. Are bonuses being paid? When? On what
basis? Is this measurable? Are bonuses discretionary? If they
are linked to your employer’s business’s performance, is the
employer prepared to give you financial records?
c. Holiday-leave loading. Does an award apply?
4. Termination
5. Restraints
If your new job is not working out and it’s time to move on,
how much notice do you need to give? Do the aforementioned
awards apply? Can you be put on ‘gardening leave’, or be paid
out? Ensure these conditions are spelled out clearly in your
employment contract.
To protect yourself, ensure there’s no confusion when you leave
as to what assets belong to the employer, and what you can and
cannot do in your next job.
Your employment contract should set out, clearly:
· What information is confidential (client details, for example);
· The restraints that you would be under, and for how long; and
· Clear parameters around any damages that you would suffer
if the above is breached.
The above guidelines serve as a starting point as you seek employment and enter
into working relationships with employers. Of course, the general lawyer disclaimer
applies: always consult a lawyer for professional advice.
Guest contributor Andrew Gardiner is a Queensland-based solicitor with more than two decades of experience.
© Dietitian Connection
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Infuse | March 2018