Contract of Employment and Staff Handbook Software

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What is it?

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.

Why should I use it?

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.

How much does it cost?

Single employer, unlimited employees €149
Multiple employers, unlimited employees €299
Phone/email support Free

Price is per user and subject to VAT. Price covers 12 months full use from date of activation.

Feature Packed Software

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.

Unlimited Employees

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.

Create Your Staff Handbook

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 Employment Contracts

Create a contract for each employee and record when they are signed. Archive old contracts. Base one contract on another for rapid creation.

Styles, Fonts, Colours

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.

Document Previewing

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.

Keeping Track

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 An employee is flagged amber if he or she has an out of date handbook or soon to expire contract.

At a Glance

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.

Guidance and Tips

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.

Always Up To Date

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.

Bureau Version

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.

Industry Customisation

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. 

Latest from the Blog.

15
Feb 17

Posted by
Laura Murphy

Sunday Working - what employers need to know

In today’s world, the reality is that many businesses are open on Sundays, requiring employees to work Sundays.

Employers of these businesses need to be aware of the additional responsibilities that apply to Sunday working.

Employment Contracts

Where an employee is required to work on a Sunday it should be specifically stated in their contract of employment, otherwise it may be fairly assumed that Sunday is a rest day, as per the Organisation of Working Time Act.

Compensation

The Act also specifies that employees who work on a Sunday must be compensated with a reasonable allowance, increase in pay, time off, or a combination of these.

Where confusion can occur, and conflict arise, is where the Act does not specify what or how much is considered to be a reasonable allowance or increase in pay. The amount of premium paid will vary between industries and employment. However, for further guidance on what actually is considered as a reasonable premium, case law does provide useful assistance.

Some learnings from previous decisions include:

  • If a premium or increased pay is being paid it should be clearly set out, ideally in the contract of employment
  • A rate of pay that exceeds the National Minimum wage is not automatically sufficient.
  • Full-time and part-time staff may not be treated differently with regard to a Sunday premium.
  • Payment in kind is not a premium, for example providing a meal on a Sunday would not be a reasonable allowance
  • If an employee is employed to only work Sundays they will still be entitled to a Sunday premium.

A specific code of practice for Sunday working in the retail sector exists, employers within this sector should ensure they are familiar with the code.

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