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   (02) 9519-5030

   info@celaw.com.au

Nicholas Clayhills

Carefully entering into or gracefully exiting an employment contract requires business, corporate and employment experience across many industries.

Executive and management contracts, rather than award contracts, require careful drafting and wording to ensure the intentions and hidden assumptions of both employer and employee are stated clearly.

Businesses employing staff or contractors to manage their business or create/deliver goods & services do so under employment contracts, even if not written.

Carefully entering into or gracefully exiting an employment contract requires business, corporate and employment experience across many industries.

This is experience we do possess and can benefit you.

“When we bought our business in 2009, Nic Clayhills professionally guided the process to completion, there was no stone unturned. Four years later and Nic’s due diligence is invaluable. When we engaged Clayhills we didn’t understand that we would be forming one of our most important business relationships. Nic, over the years has successfully advised and represented us. I could not recommend Nic more highly”
  • “Family law conflicts are very difficult to negotiate both personally and to the non-lawyer confronted by the confusing legal system. Having previously had a very bad experience, we felt supported and properly advised in our journey through the family law system and continue to be most grateful to Kate and to Nic for providing us with state of the art professional and personal advice.”

    LB

    Clovelly, NSW

Common Employment Questions

  • What goes into an employment contract?

     – award or non-award;

    – job role specifics;

    – standard or separate contract;

    – how long the contract should last – is it ongoing (with no specified termination date), for a fixed-term, fixed-project or is it casual?

    – ending a contract covers notice periods, entitlements and the actual termination procedure;

    – changing a contract involves adding enough flexibility to allow small changes (such as wage or salary increases) without needing a new contract; and

    – linking the employment contract with confidentiality and no-compete is also worthwhile considering.

  • What about employment disputes – wrongdoings or termination?
    Situations we regularly deal with cover:

    – new executive contracts

    – taking or restraining work place information created by employees

    – sudden terminations without notice

    – employees coming from or moving to competitors

    – fraud and white collar crime