"What was not achieved in the contract when it was signed - it will be difficult to introduce afterwards" (Photo: ShutterStock)
An employment agreement is a legal document for everything.
As such, it legally binds both parties: the employer and the employed.
That is why it is important that before you sign an employment contract, you carefully go over each and every clause.
Beyond that, the terms that you reached in the negotiations and that were defined in the contract will be valid at least for a while and it will not be easy to change them in your favor after the signing as it was possible before it.
"What was not achieved in the contract when it was signed - it will be difficult to introduce afterwards," says Orna Shavit, who manages several areas of activity at the Manpower company.
"Oral promises and agreements are not valid as long as they are not written in the contract, and improving the conditions you signed is not particularly easy."
For these and other reasons, it is important to carefully check all clauses of the employment contract and make sure that everything that was agreed upon in the negotiations has been included.
Orna Shavit details what is especially important to pay attention to:
In addition to the social conditions stipulated in the law, there are those that are the result of negotiations between the employer and the employee (Photo: ShutterStock)
Check how your job type is defined.
There are three types of employees: global, monthly and hourly.
The global employee works a certain number of hours and receives a certain fixed salary for them, which includes some assessment of overtime.
So even if he works beyond that or a little less than that - he does not receive a salary increase or salary offset.
A monthly employee works a certain number of hours, and if he works more or less - this is reflected in the salary he will receive at the end of the month.
An hourly employee is paid by the hour, so every minute he works is reflected in the payment.
Pay attention to the social conditions you can request
Alongside the social conditions established by law (pension, for example) there are those that are the result of negotiations between the employer and the employed.
The number of vacation days, for example, does not have to be the minimum defined by law (12).
You can bargain and try to get more.
A training fund used to be a benefit that only senior executives or workers in sought-after professions received.
Today it is much more common and can be demanded in negotiations. Another thing to consider: the job definitions detailed in the previous section can each come with different built-in social conditions, even if in practice the work is the same. An hourly worker who in practice works the same number of hours per month of the global employee will not necessarily receive the benefits that the global employee receives - and this should be noted.
Prefer that the social conditions apply to all wages
It's great that you get executive insurance and a training fund, but are these paid based on your gross salary rule?
Many workplaces define them as applying to 90% or even only 80% of wages.
This is usually not negotiable (since it is a definition that applies to all employees in the organization), but you should at least be aware of it, especially when looking for a new job while working in an existing job.
If you work in an organization that provides these according to 100% of the salary and move to an organization that pays the same salary but provides the social conditions according to 80% - in fact you have decreased in salary.
Click here to view salary tables according to the market today.
Define boundaries.
It is likely that you will not start work and then you will discover to your surprise that your employer wants you to work on Saturday and take Sunday off.
But if you are hourly or shift workers - it is important to clarify from the beginning what the boundaries of your working days and hours are and anchor them in the contract.
Check if the position is hybrid
A topic that has entered the world of work strongly since the corona epidemic and has become another one of the job conditions.
Some organizations advertise work from home positions most of the time, some allow it some of the time and some do not allow it at all.
Most of the time the hybrid arrangement is not specified in the contract, so if it is important to you to define how much you can work from home - be sure to ask to include a clause dealing with this.
"Don't be shy to try to get the best" (Photo: ShutterStock)
Do you sign section 14?
Many are familiar with the conflict: the employee has exhausted his job and wishes to leave it, but if he resigns and is not fired - he will not receive the compensation money.
The introduction of clause 14 to the contract will give him the compensation even if he left by choice.
However - this means that he will receive an amount of compensation that is a derivative of the variable salary amounts he had during his entire time in the company, while an employee who is fired without having section 14 in his contract - will receive compensation based on his current salary amount - which will naturally make them higher.
Define your travel expenses
The law requires the employer to pay according to the cost of traveling by public transportation.
This is also something that is open to negotiation, as well as the possibility that you will receive a company car.
In field positions, you usually get it based on the standard of work tools, but in different jobs you can get a car as one of the conditions of employment.
In such a case it will have consequences of taxation and clearing a certain amount from the salary.
Pay attention to the additional benefits
Subsidized lunches, health insurance, clothing allowance - these are all things that may or may not exist in the organization where you will work.
Any such benefit can be checked during the hiring process and what you received - anchored in the contract.
"Don't be ashamed to try to get the best," concludes Orna Shavit.
"The employment contract is very difficult to change afterwards. Many times the employer will tell you to wait for the annual salary discussions, and even then it is not guaranteed that you will get everything you want."
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In collaboration with Manpower
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