How to ensure good management of employment contracts
The management of employment contracts is done in the human resources department, whose members must have training in labor law and not only the basics of labor law. The skills must be kept up-to-date as labor law is a moving and very technical law. The HR team must ensure several steps to avoid any risk of failure that could be detrimental to the company.
First, the HR department must ensure that the employment contract is legally correct and contains the necessary clauses and collective agreement. The employment contract must be drawn up and printed in at least two copies, one for the employer and one for the employee. It must be signed by the employee. This signature constitutes acceptance of all the terms of the contract.
The next step is the establishment of the employment contract. The employee then begins their work period during which both parties can decide to break the contract, without any justification. During the trial period, the employer must put in place the necessary measures to comply with all legal obligations: training, medical, workplace health measures, etc.
Employment contracts often evolve. The management of employment contracts also concerns all the modifications to be made to the initial agreements, such as contract evolutions or possible amendments, particularly in the case of increases or changes in position.
The last step will be the administrative management of contracts, which is essential in all cases but especially if the company has many employees. It will also be necessary to manage the end of the contracts: resignation, contractual termination, retirement, end of project in the framework of fixed-term contracts, etc.
The management of employment contracts extends from the signing of the document to its end of life for any reason.
To be fully efficient, the HR team will be equipped with software adapted to its activities, including management tables for employment contracts, contract templates, templates for current letters required in the life of the employment contract, various dashboards on remuneration and training needs, etc. Dematerialization is a real added value in HR services.
Furthermore, the software will be a serious tool to simplify the management of absences and vacations. Thus, depending on the employee and their contract, the software will calculate the number of days of leave still available according to hours worked.
All information relating to the management of employment contracts is centralized and accessible at any time by the HR department.
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