Bright Contracts is a software package that has everything you need to create and manage a professional staff handbook and contracts of employment. Getting these in place has traditionally been an expensive, complicated and time-consuming process. Bright Contracts makes it quick and easy.
Without employee contracts in place, an employer is risking large settlements in the case of staff disputes, and fines in the case of regulatory inspections. Having contracts also clearly defines the contractual relationship between you and your employees. Bright Contracts is the easiest way to get sorted.
|Single employer, unlimited employees||€149|
|Multiple employers, unlimited employees||€299|
Price is per user and subject to VAT. Price covers 12 months full use from date of activation.
Bright Contracts is teeming with useful functionality, from the obvious to the obscure. Yet it delivers it all in a neat, easy to use package. You'll wonder how you ever managed without it.
Bright Contracts does not set a limit on the number of employees you can add. And there are no confusing price brackets that depend on the number of employees you have.
Use the suggested content or customise it to your needs. Add pre-defined sections or add your own proprietary sections. Re-arrange as required.
Create a contract for each employee and record when they are signed. Archive old contracts. Base one contract on another for rapid creation.
With full control over cover pages, logos, headers, footers, fonts, colours, and more, you can ensure your documents match your corporate identity, or just simply make them look how you want.
Before you print a handbook or contract, you can see an accurate on-screen preview of how it will look on page. Scroll, zoom and pan controls make it simple and flexible.
An employee is flagged red if he or she does not have a handbook or contract. An employee is flagged amber if he or she has an out of date handbook or soon to expire contract.
The summary screen gives you an overview of handbooks in use, recent handbook updates, who does and doesn't have a handbook, and who does and doesn't have a current signed contract.
Not everyone is an employment law expert. If you're not sure what to enter for a certain field, or you're not 100% sure what something means, click the handy tip icon for an inline explanation.
Employment law legislation changes over time. When it does, and the Bright Contracts handbook or contract template changes, you'll be made aware of the adjustment, which you can accept with a single click.
Expand the services you offer or add a new revenue stream to your business wih the Bureau version of Bright Contracts, which allows you to create handbooks and contracts for unlimited employers and employees.
Bright Contracts partners with professional bodies and groups to create bespoke contracts and handbooks. Industry customisation is an excellent value added member offering for any professional group.
Following on from our previous posts on Protected Leave, we will now look at Parental Leave and Force Majeure.
Parental Leave has been available in Ireland since 1998 having been implemented to allow working parents take time off to look after their children.
Parental leave is available to all workers with 1 years’ service, exceptions can be made where the child is near the age threshold. Under the legislation each parent is entitled to 18 weeks’ parental leave on the birth of a child / placement of a child for adoption. The leave may be taken up until the child’s 8th birthday, or 16th if the child has a long term illness.
Parental leave is unpaid leave, employers are not required to pay employees on paternity leave, nor is there a social welfare payment, equivalent to maternity pay, for paternity leave. However, as with all protected leave, the employee still retains their rights to accrual of normal entitlements, i.e. holidays, public holidays, etc.
With regard to taking parental leave, the rules are quite flexible. Legislation states that the leave may be taken in one continuous period or in two separate blocks of a minimum of 6 weeks. It is also stated where an employee has more than one child they may take a maximum of 18 weeks in any 12 month period. However, employers are free to agree alternative arrangements in relation to all of the above depending on their own business needs.
Should an employer receive a request for parental leave they may postpone the request for up to 6 months, based on business needs, e.g. work cover or seasonal work loads. Normally only one postponement is permitted.
Parental leave is not transferable between parents. However, if both parents are employed by the same employer, the employer may agree for up to 14 weeks of the leave to be transferred between parents.
Force Majeure is paid leave that can only be used for urgent family reasons whereby the presence of the employee is immediately required. It may be taken in respect of immediate family members only, i.e. child, parent, sibling, grandparent.
“Force Majeure” (greater force) is paid leave of up to 3 days in any 12 month period or up to 5 days in 36 months which can be taken for family emergencies.
It is not an annual entitlement so therefore should not be treated as part of an employee’s annual leave calculation.
Bright Contracts has a Parental Leave and Force Majeure policy built into the software, however, this can be reviewed and adjusted accordingly to suit your own companies’ requirements if necessary.