What about employment contracts?
Employment contracts are written agreements regarding the terms and conditions of a job seeker’s employment with an construction employer. It often involves a term length of employment, compensation matters and the details of separation. There are pros and cons to having an employment contract. Only a small percentage of construction executive hires utilize employment contracts. Some industries utilize contracts more often than others, and some positions more often than others. But most employment contracts are simple written agreements and not the complex contracts job seekers sometimes hear about. The reason so few hires involve contracts is that it delays the hiring process, is usually a double-edged sword and often complicates the hire to the point of jeopardizing it entirely. Contracts involve lawyers, and lawyers will dig up the worst case scenarios that cause both parties to begin worrying about things they never would have otherwise. Contracts are often complex negotiations where one party gives concessions only if they get an equivalent return such as one year’s severance pay for three year’s non-compete. The battle over details often causes both parties to become adversarial which is no way to begin an construction employer/employee relationship. Generally it is thought that construction executives should not ask for an employment contract unless they have special circumstances regarding their compensation package. Most agreements can be in writing in the form of an offer letter that covers a construction executive’s concerns such as severance pay.
