It is best to avoid the three conditions in your contractual contracts. If a client is persistent, you offer to discuss the terms and reach a mutually beneficial agreement. If a non-departmental penalty is part of your contract, you may have to pay penalties to your client. Typically, this appears as a certain number of hours that the customer can charge you himself using the contract rate. This also brings a much higher financial risk on you and nothing on the customer. Plus, you need to figure out how to react when they reappear. This arrangement is difficult because it is almost always qualitative and based on your client`s opinion. If the client is not fully satisfied with the work of the temporary staff you have provided or if he feels that the contractor has not fulfilled his role at the client`s request, he can avoid paying the entire bill. Too often, this condition contains very vague language that the parties interpret in different ways. This concept is similar to a contractual guarantee, but it is specific to temporary or contract workers who become „no-shows”. As a recruiter, you work hard to find reliable and exemplary candidates that meet the needs of your clients.
You can probably offer a quality workforce that you and the customer can trust. But there are many examples that show that temporary workers simply do not get to a mission. „contractual guarantee,” a clause in a contractual staff agreement in which the staff officer or staff company guarantees that an interim worker will accept a contract. This seems to be a fair condition – of course, clients want candidates who can bring quality work and skills that benefit their business, right? The client would expect the candidate to complete the work. But nothing can be guaranteed in a contract, unless you can safely control the situation. Let`s start with contract contracts and why you need them. Whether you are a staff agent or a company, you work with many clients who use your services to find and manage temporary workers. To legally establish a business relationship, you need an agreement or a contract. These can be reasonably straight, but it is important to look for conditions that put a higher financial risk on you. As a recruiter or staff company, you cannot control the action or life of your employees. Maybe they get sick or have a family emergency.
Maybe they don`t have the know-how the client needs, or they`re not the perfect candidate you thought. If you guarantee that your employee is entering into a contract, the agreement may contain heavy penalties that are on their shoulders. Either you owe the customer a refund or you have to find a replacement for free.