We go the extra mile to ensure client satisfaction by providing a complimentary replacement guarantee, offering suitable replacements in the rare event that initial placements do not meet expectations.

1. Scope of Services: Clearly define the HR services that the agency will provide, including recruitment, employee onboarding, training and development, policy development, payroll administration, compliance, etc.

2. Client Responsibilities: Outline the responsibilities and obligations of the client, such as providing necessary information, timely communication, and cooperation in the HR process.

3. Confidentiality: Establish guidelines for maintaining the confidentiality of client information and data shared during the engagement, ensuring the protection of sensitive and proprietary information.

4. Service Fees and Payment Terms: Specify the fees, billing frequency, and payment terms for the HR agency’s services. Include any additional costs or expenses that may be incurred and how they will be handled.

5. Termination and Cancellation: Describe the terms and conditions under which either party can terminate or cancel the agreement, including notice periods and any associated fees or penalties.

6. Intellectual Property: Clarify ownership and usage rights of any intellectual property created or provided by the HR agency during the engagement, such as training materials, policies, or customized software.

7. Limitations of Liability: Define the limitations of liability for the HR agency, including any disclaimers or exclusions of warranties related to the services provided.

8. Dispute Resolution: Specify the mechanism for resolving disputes, such as mediation or arbitration, and the applicable jurisdiction for legal matters.

9. Governing Law: Determine the governing law that will apply to the agreement, outlining the jurisdiction and laws that will govern the interpretation and enforcement of the terms and conditions.

10. Amendments and Modifications: Specify the process for amending or modifying the terms and conditions, including the requirement of written consent from both parties.

It is recommended to consult with a legal professional to ensure that the terms and conditions are tailored to your specific HR agency’s needs and comply with local regulations.