A secondment agreement is a legal document that outlines the terms and conditions under which an employee of one company is seconded to work for another company. This agreement is often used in Poland to allow employees to work on new projects or gain new skills and experiences while remaining employed by their current company.
When drafting a secondment agreement in Poland, there are several key provisions that should be included. First and foremost, the agreement should outline the length of the secondment, including any specific start and end dates. It should also specify the job duties and responsibilities of the employee during the secondment, as well as any reporting requirements or performance metrics.
Another important provision to include in a secondment agreement is information on compensation and benefits. The agreement should specify whether the employee will continue to receive their current salary and benefits while on secondment, or if they will receive different compensation during this time. It is also important to outline any reimbursement policies for expenses related to the secondment.
The secondment agreement should also address any intellectual property or confidentiality issues that may arise during the employee`s work with the new company. This may include provisions related to the ownership of any intellectual property developed during the secondment, as well as confidentiality requirements to protect sensitive information.
Finally, it is important to include provisions related to the termination of the secondment agreement. This may include provisions related to early termination, as well as any notice requirements that must be met prior to ending the secondment.
In summary, a secondment agreement is a legally binding document that outlines the terms and conditions under which an employee is seconded to work for another company. When drafting a secondment agreement in Poland, it is important to include provisions related to the length of the secondment, job duties and responsibilities, compensation and benefits, intellectual property and confidentiality, and termination policies. By carefully crafting a comprehensive secondment agreement, both the employee and the employer can benefit from this unique opportunity for growth and development.