Job offer accept karte waqt salary pe focus sabse zyada hota hai, lekin employment contract ke kuch clauses aage jaake headache ya safety net ban sakte hain.
Probation clause ka matlab hai ki initial period (say 3–6 months) trial phase hai. Is period me performance closely watch hoti hai, aur termination comparatively easier ho sakta hai. Lekin even probationers ke basic rights – like notice or minimal fairness – fully vanish nahi hote.
Non-compete clauses company ko protect karne ke liye hote hain – “employee exit ke baad certain time tak rival firm join nahi karega ya same business start nahi karega.” Courts often sceptical rehte hain overly broad non-competes ke against, specially post-termination, kyunki yeh livelihood restrict kar sakta hai. Narrow, time-limited, reasonable scope wale clauses zyada acceptable hote hain.
Notice period dono sides ka exit rule define karta hai – one month, two months, three months. Salary in lieu of notice, garden leave, and buy-out options clear hone chahiye.
Employees ko contract sign karne se pehle yeh teen cheezein ache se padhni chahiye. Later shock avoid hota hai jab promotion, switch, ya layoff ke time yeh clauses suddenly centre-stage pe aa jaate hain.