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If you are looking to create your own plumbing business or expand your already existing plumbing business, it is advisable that you carefully consider the contents of your employment contracts. Employment contracts are essential in ensuring your business runs like a well-oiled machine by protecting you from any legal or financial liability. In addition, written contracts outline the way in which your employees should interact with one another, which means each of your employees feels safe and is able to work in a nurturing environment. This article outlines what you should include in your employment contracts to ensure the smooth running of your business.
1. Safety
The most important aspect of your employment contracts, from a liability perspective, should be safety. You should consider including rigorous safety considerations tailored towards risks your employees could encounter while carrying out plumbing work. For example, you might include procedures to undertake in the instance of injuries to hands or eyes from dangerous equipment or metals.
However, as your employees may find themselves in a unique range of situations depending on the plumbing issue they are fixing, the safety procedures that you include should be flexible enough to leave room for your employee’s discretion. This will:
- cover your business from any liability; and
- allow your employees to feel safe.
You must also refer specifically to your work health and safety obligations. The contract should include a clause outlining the importance of employees complying with any reasonable directions you give them regarding work health and safety.
2. Employee Obligations
Furthermore, your employment contracts should inform your employees of what is expected of them when they interact with each other. This includes their obligations regarding bullying and harassment in the workplace, as well as the resources available to them to report any issues of this kind.
By including clear and detailed information in your employees’ contracts, you will be able to deal with any potential issues without having your employees pursue action with the Fair Work Commission or in court.
To further mitigate this risk, you may also put in place an anti-discrimination, harassment and bullying policy. This policy should be separate from your employment contracts and should explain:
- what the unacceptable behaviour is;
- the processes that employees should follow to report such behaviour; and
- how you or other managers will deal with any issues.
Finally, you should ensure that your employment contracts remain employee-focused, not business-focused. This means that you must outline the role of your employees in a detailed manner, including:
- the work that you expect them to complete and believe that they are capable of doing, based on their experience or relevant qualifications;
- their daily tasks and responsibilities;
- working hours and pay rates; and
- any areas of further training you think they might need.
You should ensure that, based on an employee’s contract, you are meeting their minimum legal entitlements.
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3. Equipment
In order to carry out their work, your employees may also need to be supplied with certain equipment. You should specify the expectations for the supply and use of this equipment in your employment contracts. You should also advise of any expenses which you are willing to reimburse the employee in relation to the maintenance of their equipment.
As an employer, it is essential to understand what employment laws have changed and their implications for your business — particularly the changes to the Fair Work Act 2009 through the new Closing the Loopholes legislation.
Key Takeaways
As a registered plumber, you must consider your employment contracts and ensure that they are specifically tailored to your industry. This includes clauses related to the safety, obligations and equipment of your employees. By having robust employment contracts, you can ensure that each employee knows their role at all times. You can also foster a safe and nurturing environment in which your employees can expand their skills and become true assets of your business.
If you require assistance drafting your employment contracts, our experienced employment lawyers can assist as part of our LegalVision membership. For a low monthly fee, you will have unlimited access to lawyers to answer your questions and draft and review your documents. Call us today on 1300 544 755 or visit our membership page.
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