Pharmaceutical Scientist Employment Contract
An employment contract is a treaty which is usually enforced by law between two parties. In this instance, it is between the employee (scientist) and the employer (pharmaceutical company). There are critical aspects from a human resource perspective that must be inclusive in the employment contract; of utmost significance is that the deal lays out the responsibilities and rights of both the employee and the employer. Secondly, a contract for employment should include the wages or salary that the scientist will be entitled to (Baker, 2002).
Contacts usually itemize the wage, commission, or salary that both entities were in agreement with. There should also be a well laid down policy touching on vacations, time off, and sick days for the ideal scientist. The contract has to have a confidentiality agreement between the scientist and the pharmaceutical organization, considering the nature and scope of work that is involved. Besides, a technology privacy policy should also be outlined to counter unhealthy competition from other outlets when a significant research breakthrough has been achieved (Baker, 2002). The job information should be clear and to include the employment period and the schedule that the scientist will undertake at the organization.
Lastly, the contract should be clear on the terms and conditions leading to the termination of employment. This is to avoid potential employment legal battle when the scientist contract for work is terminated through a justifiable reason (Mankiw, 2006). In summary, for a contract to be valid, it must have some ideal elements that include an offer, consideration, acceptance, capacity, and certainty, and above all, one that is binding between the employer and the employee and which creates a legal relation (Mankiw, 2006).
References
Baker, G. P. (2002). Incentive contracts and performance measurement. Journal of political Economy, 100(3), 598-614.
Mankiw, N. G. (2006). The macroeconomist as scientist and engineer. Journal of Economic Perspectives, 20(4), 29-46.