CLEANING TIPS FOR EMPLOYMENT CONTRACTS WITH DOMESTIC WORKERS! by Esemeraldo and Associates

CLEANING TIPS FOR EMPLOYMENT CONTRACTS WITH DOMESTIC WORKERS! by Esemeraldo and Associates

 

“You know what would make housekeeping way more fun – hiring a domestic worker” (quote by author unknown)

Domestic workers are an integral part of our lives. “One person caring about another represents life’s greatest value” (quote by Jim Rohn).

WHAT MUST THE EMPLOYMENT AGREEMENT CONTAIN?

Having contracts in place is important as it deters bad behaviour and results. If it is not in writing, things could be misconstrued. “Truth is truth. Implications are subjective. People will hear your words and draw their own conclusion” (quote by Neal Shusterman)

Every domestic worker must have a signed employment agreement by law. The contract should be in writing as “A verbal contract isn’t worth the paper it’s written on” (quote by Samuel Goldwyn).

“A valid contract requires voluntary offer, acceptance, and consideration” (quote by Robert Higgs).

The agreement ought to comprise of the following:
a) The full name and address of the employer b) The full name and occupation of the employee, and a brief description of the work that he or she will be doing c) The place of work d) The date of employment
e) The domestic worker’s ordinary hours and days of work f) The domestic worker’s wage or rate and method and frequency of payment g) The amount of pay for overtime work h) Any other cash expenditures that the worker is permitted to i) Any deductions taken from salaries j) The leave she is allowed to k) The notice period vital to dismiss employment, or the date of expiry of employment if the employment is for a precise period only. l) Both the worker and the employer must date and sign the contract.

CONCLUSION

It is important to note that you ensure that you understand and ensure that you comply with the rights and regulations governing domestic workers. You do not want to end up at court or the CCMA for failing to abide by the regulations and procedures. To reduce the possible result of this, ensure that there is an employment contract in place highlighting the aspects of duties; leave and compensation. It is not sufficed to only ensure it is in writing, you need to ensure that your domestic worker understands the terms thereof to avoid a possible defence on their part that “they did not understand the contract”.

 

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