1.7 “Dismissal,” “dismissal,” “rescinding” means termination of the candidate only in the following circumstances: resignation by the candidate, dismissal for breach of misconduct, dismissal for gross misconduct, failure of the candidate to hire a job or advice regardless of the performance of an employment or employment contract. Show your potential customers why your team is qualified to support their staffing needs with this detailed hr-service proposal model! As part of this agreement, Virtual Assistance Ltd undertakes to inform you of data privacy violations and will keep you informed of changes to the RGPD, services or guidelines. 8.1 the company`s failure to pay royalties due under this contract within sixty (sixty) days of maturity, unless such a delay has been explicitly agreed between the contracting parties. You can then log in to your account at any time to make sure your profile is updated, or if you need to edit or delete your information, you have total control. Firefish software allows you to choose your preferences in terms of marketing, job alerts, SMS notifications and other preferences via your own personal registration. Virtual Assistance Ltd encourages all applicants to maintain their own data. The recruiter will do his best to find a suitable candidate and present him to the company. The recruiter will use his skills, his experience in recruitment and human resources (HR) as well as his knowledge of the sector to locate, verify, interview and test candidates. The recruiter may search directly for candidates or outsource this role to third parties or networks. The recruiter does not perform specific tests such as drug testing, background checks and credit checks. 7.3 Subject to sub-paragraph 7.4, the Agency may not disclose personal data to third parties without the applicant`s consent. 5.
OUT OF POCKET EXPENSES In addition to the royalties covered in point 4, the company undertakes to pay, reimburse and compensate the staff intermediary for all costs, overhead and out-of-pocket expenses incurred through staff within and during the duration of the contract, provided that these expenses are approved by the company in writing before they are made and that proof of payment of these costs and in good faith is presented immediately. PandaTip: This is the most important clause of this agreement on the recruitment strategy, and it is the most likely to be challenged, so it is important to design it very clearly. Is the headhunter paid a fixed fee or a percentage? Or maybe he has elements of both? Are the costs of the recruiter (or part of the recruiter) contingent on the candidate remaining in the role for a period of time? Should the payment be paid to the headhunter, even if no candidate is found? We take examples: $10,000 ($10,000) to Sign On; 15% of the candidate`s annual salary for Sign On; The sum of $5,000 ($5,000) to be paid at the signing of this agreement and 20% of the annual salary of the candidate for Sign On; $10,000 ($10,000) to Sign On and 20% of the candidate`s salary once they have spent six months working with the company.