Employment contracts are generally extended to workers at the top level of a company. In a restaurant, it is usually the employees who: It is a good idea for your employment contract to say exactly what your employee`s employment status is. Define items that are important to you as an employer. Before contracting or advising a lawyer, collect all the detailed information in the contract, including a job description, the salary and benefits package you wish to offer, as well as the terms of employment and termination. There may be other employees working in roles that expose them to sensitive information about how your restaurant is run, such as a sub-boss that you might also consider signing an employment contract. The use of employment contracts – not handshakes – to seal job offers is often worth the prior investment of resources. That`s why we`ve developed this guide to restaurant employment contracts, which includes: Here are some common employment contracts that may apply to restaurants: if you are in an area that requires minimal compensation, it is good to include a termination clause in your restaurant`s employment contract so that the employee understands what he or she is entitled to. These types of clauses can also significantly reduce the amount you may need to pay an employee. Employees can receive a salary, be paid every hour or be paid by you (the employer) and advice from clients. Your restaurant`s employment contract should specify the details of the compensation. Read the draft contract before offering it to the potential employee for signature. Make sure that all of the following features are clearly defined: All recipes and methods of preparation and service are recorded in a cookbook exclusively owned by the restaurant; all revenues generated during employment are considered temporary work and therefore restaurant property and cannot be reproduced outside the restaurant; After the termination of the employment relationship, all documents, including receipts, order checklists and user manuals, are forwarded to the employer; a confidentiality agreement prohibiting the chief from transmitting proprietary information, including revenue, profits and losses, and transactions to persons who are not directly employed in the establishment.