In an employment contract, a worker may be compensated directly by the employer, but the worker must comply with the rules adopted by the employer, such as working hours, etc. However, in a service contract, the service provider must only provide the service or product agreed within the agreed time frame. In addition, the service provider is not obliged to comply with other rules unless otherwise agreed. A non-compete clause prevents the service provider from unfairly competing with the customer after the termination of its employment. This means that at the end of the service provider`s work, he or she cannot accept a job in a company in direct competition with the client. A resting clause prevents the service provider from inciting other employees or contractors to leave the client or to interfere with the client`s relationship with other employees in general. This means that the service provider cannot invite the client`s staff to move in with them to another workplace. The courts cannot apply a competition or non-invitation clause if: the service provider can be paid or compensated in several different ways. If a certain amount (rate) is paid to the service provider for each period, use, as required, “hour by hour,” “week,” “monthly” or “annual.” If a certain fixed amount is to be paid to the service provider for the full benefit under the agreement, use the “fixed amount.” If compensation is a multiple payment or trade in services or goods, use “Other.” If you have a specific rate for services provided with additional compensation, use this question for the base rate and use the question “Additional Compensation” to describe the additional compensation.
Favourable changes to contracts, such as a pay increase or an increase in the right to annual leave, should not be a problem, as the worker is unlikely to object. However, they should write down any treaty changes (favourable or not) to ensure that there is no dispute over what has been agreed.