{"id":5547,"date":"2021-05-11T19:05:32","date_gmt":"2021-05-11T19:05:32","guid":{"rendered":"https:\/\/www.zulaufgmbh.ch\/vertrage-reglemente\/"},"modified":"2021-09-09T12:02:42","modified_gmt":"2021-09-09T10:02:42","slug":"contracts-regulations","status":"publish","type":"page","link":"https:\/\/www.zulaufgmbh.ch\/en\/contracts-regulations\/","title":{"rendered":"Contracts & regulations"},"content":{"rendered":"\t\t
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\n <\/span>\n Contracts & regulations<\/span>\n <\/h1>\n
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Employment contracts and usually also regulations are an important basis for the employment relationship between employer and employee. There are various wordings that are necessary so that employers do not take unnecessarily risks. This is particularly the case regarding employees residing abroad.<\/p>

I review the interaction between the various documents and present proposals for adjustments. Or do you need new regulations?<\/p>\n <\/div>\n \n <\/div>\n\n <\/div>\n \t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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Creation or revision of regulations, directives and information<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Depending on the size and requirements of the company, various elements are declared to be part of the contract and must be available for the employee when the contract is signed.<\/p>

These are, for example:<\/p>

\u00a0\u00a0\u00a0 HR regulations<\/p>

\u00a0\u00a0\u00a0 Insurance regulations<\/p>

\u00a0\u00a0\u00a0 Travel and expense regulations<\/p>

\u00a0\u00a0\u00a0 Bonus regulations<\/p>

\u00a0\u00a0\u00a0 Working time regulations<\/p>

\u00a0\u00a0\u00a0 Training and further education regulations<\/p>

\u00a0\u00a0\u00a0 Company car regulations<\/p>

\u00a0\u00a0\u00a0 Home office regulations<\/p>

\u00a0\u00a0\u00a0 Regulations for assignments and secondments<\/p>

\u00a0\u00a0\u00a0 Expatriate regulations<\/p>

\u00a0\u00a0\u00a0 Employee participation regulations<\/p>

\u00a0\u00a0\u00a0 etc.<\/p>

At the instruction and information level, there are a multitude of further possibilities, whether in the obligatory or voluntary area, e.g. information in case of longer absences, unpaid leave, resignation, etc. Are you also considering the international dimension? This already starts when not all employees are resident in Switzerland and continues when they often go abroad.<\/p>

For which document may I support you?<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Correct implementation in payroll accounting<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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If employment contracts, regulations and directives are drawn up far away from those responsible for payroll accounting, one should not be surprised if they are not implemented correctly.<\/p>