According to Tadjibaev, the first alarming sign is the absence of a written employment contract. He explained: “If you do not have an employment contract, this is a serious signal. It will be difficult to confirm the salary amount and the fact of performing work later on. If you need to go to court after dismissal, there may be difficulties in filing a lawsuit.”
If an employment contract is available, the expert recommends paying attention to several key aspects:
Duration of the contract. Tadjibaev noted that in most cases, employment relationships are formalized with an indefinite contract, while fixed-term contracts are used only in exceptional cases, such as substituting a main employee or seasonal work.
Working hours. The absence of a clear indication of the work schedule in the contract creates uncertainty regarding working hours and workload.
Salary amount. It is important that the salary amount is clearly stated in the employment contract. Tadjibaev emphasized that the wording “according to the staffing schedule” can lead to risks, as the employer is not obliged to provide employees access to this schedule for signature.
Form of salary payment. If an employee is offered part of their salary on a card and another part “by list,” this may indicate the presence of “double accounting,” according to Tadjibaev. He stressed that payments should be made in a cashless form.
Conditions of the benefits package and vacation. The expert advises carefully clarifying details regarding vacations and social guarantees.
Familiarization with local documents. Tadjibaev pointed out that the employee should be familiarized with the company’s internal documents, such as job descriptions, internal regulations, disciplinary provisions, and documents related to the processing of personal data.
“We believe that an employee should familiarize themselves with 7 to 20 documents, depending on the specifics of the industry,” he added.
