WHAT TO CONSIDER BEFORE SIGNING ANY EMPLOYMENT CONTRACT

It has been discovered that most of the job seekers all over the country are interested to obtain knowledge concerning how to design Curriculum Vitae (CV), how to write job application letter and the good way of responding to questions during interview. They intend to visit various HR Consultants and seek for information about CV writing, preparation of job application letter and techniques for interview.

But when a company offers them employment contract they just celebrate and sign without review it carefully and understand the terms and conditions of that contract.

By the way, what is employment contract?

A contract of employment is a category of contract used in labour law to attribute right and responsibilities between parties to a bargain. On the one end stands an "employee" who is "employed" by an "employer".

It can be also defined as the agreement between employer and employee which governs the relationship between both parties.

 Things to consider before signing a contract of employment.

By regarding this situation as explained above, I have prepared some hints here below on what you have to consider before signing any employment contract.

1. Job Security - this means the assurance that an employee has about the continuity of gainful employment for his or her work life. It also means the feelings that employees have of being able to stay in their job as long they want to. Before signing any contract of employment you need to ask, 'Am I getting any job security with this agreement?'
2. When that contract will start to be enforced and when will it cease - here I mean 'Start and End Dates.' That contract must indicate a beginning date and an end date for your employment.
3. Cause for Termination - Termination of employment is when an employee’s contract of employment with an employer ends. This sometimes happens because of redundancy, resignation or dismissal. According to Tanzanian Employment and Labour Relations Act No.6 of 2004 there are fair termination and unfair termination. What determine whether the termination is fair or unfair is the reason for termination. So, you must review those reason in your contract to check if they are fair or not.
4. Compensation and Benefits - here you must know your base pay, criteria for a performance-based pay, objectivity of those criteria and if the benefits are guaranteed or changeable at the whim of the employer. You must make sure all compensation are detailed.
5. Job description - it is a written statement of a specific job, based on the findings of a job analysis. It generally includes duties, purpose, responsibilities,scope and working conditions of a job. It also include the job's title and the name of the person to whom the employee reports.

 NOTE: It is very important to hire a legal adviser or labour law consultant who will help you to review your employment contract and check whether it comply with particular legal requirements or not.