About two months after hiring, the employee was informed that the company had to fire him as part of a reduction in his strength. The worker immediately sought legal advice, as the letter of offer indicated that there would be job security and that there was no explanation of will. Although the complaint was a financial burden on the company, it taught the employer to write a letter of offer in an appropriate language that does not constitute an implied contract. An employer should write a general letter of offer with a standard format that can be used for each position held by the company. The standard form should capture the applicable position, the exceptional status of the Fair Labor Standards Act (FLSA), the start date, the full-time or part-time status and the rates of pay. If your business is growing and your job offer is well defined and standardized, you can avoid individual employment contracts, except in the case of management positions where a legal agreement is always recommended. An employment contract (or employment contract) defines the terms of a legally binding agreement between a worker and an employer, such as remuneration, duration, benefits and other terms of the employment relationship. In addition, an employment contract may require employees to give a certain period of notice prior to termination, so that they can help hire or train their replacement. In addition, an employment contract, through the documentation of clear professional expectations and responsibilities, allows employers to discipline and dismiss employees who do not meet professional performance standards.