Achieving Fair Outcomes in Employment Relationships.
Employment Contracts
The employment contract forms the foundation for a successful working relationship between employer and employee. It should be balanced and clearly regulate the key elements, to avoid default application of the general principles of the Swiss Code of Obligations. Essential aspects include provisions regarding salary, probationary period, holidays and leisure time, as well as rules governing overtime and additional working hours.
Absences, Holidays, Overtime
Not every employment relationship proceeds without complications. Absences due to illness or accident, as well as maternity leave or military service, can give rise to disagreements. If the employment relationship is to be terminated, the parties may mutually agree on a termination agreement, or either the employer or employee may proceed with an ordinary dismissal — with extraordinary dismissal as a last resort.
Ordinary and Extraordinary Dismissal / Termination Agreements, Non-Compete and Confidentiality Obligations, References
Upon termination of employment, disputes often arise regarding non-compete clauses or disagreements about employment references. Reviewing the personnel file can provide important clarification before initiating potential legal proceedings. Furthermore, the question often arises whether an employer may give reference information, or whether an employee remains obliged to maintain confidentiality regarding manufacturing and trade secrets even after the end of the employment relationship.
Get in touch with us today – your trusted experts for employment law.
- Employment Contracts
- Salary, Holidays, Overtime and Working Hours
- Non-Compete Clauses and Confidentiality Obligations
- Ordinary and Extraordinary Dismissal / Mutual Termination Agreements
- Absences due to Illness, Accidents, Maternity Leave and Military Service
- Employment References and Personnel Files
