Sample Employment Contract for a Building Caretaker

Who Is the Caretaker's Employer?

In an employment contract with a building caretaker, the employer is the general assembly of unit owners. The manager signs on behalf of the assembly. Hiring a caretaker is therefore not a decision the manager can take alone; an assembly resolution is required.

The decision to hire, the wage and the working conditions should be discussed at a general assembly meeting and entered in the resolution book. The contract is then drawn up on the basis of that resolution.

What the Contract Should Contain

• The parties: the building management and the caretaker's identity details
• The start date and any probation period
• A description of duties: cleaning, heating, refuse, errands, security, listed separately
• Working hours, weekly rest day and annual leave
• Wage, payment date and method of payment
• Whether accommodation is provided and who bears utility costs
• Social security registration
• Termination provisions and vacating the accommodation

Copyable Caretaker Employment Contract Sample (Full Text)

BUILDING CARETAKER EMPLOYMENT CONTRACT

EMPLOYER: ……………………… Apartment/Complex, on behalf of the general assembly, Manager ……………………… (Full Name), Address

EMPLOYEE: ……………………… (Full Name), National ID No ………………, Address, Telephone

1. Start Date: The employee started work on …/…/20…. A probation period of …… (maximum two months) has been agreed.

2. Duties: The employee shall carry out the cleaning of common areas, collection and disposal of refuse, operation and monitoring of the heating system, garden maintenance and ……………… (other duties). Work not listed in this contract requires a separate agreement.

3. Working Hours: Weekly working time is …… hours. Daily hours are from ……:…… to ……:……. The weekly rest day is ……………….

4. Wage: The gross monthly wage is ………… TRY, paid into a bank account on the …… day of each month. The wage may under no circumstances fall below the statutory minimum wage.

5. Accommodation: The employee has / has not been allocated ……………… (caretaker's flat) in connection with their duties. No rent is charged for accommodation allocated in connection with the role. The ……………… (electricity / water / gas) costs of the accommodation are borne by ……………….

6. Social Security: The employee has been registered with the social security institution. Contributions are paid by the employer within the statutory period.

7. Annual Leave: The employee is entitled to paid annual leave under employment legislation. Leave dates are agreed between the parties.

8. Termination: Either party may terminate the contract observing the notice periods in employment legislation. On termination the employee shall vacate the allocated accommodation within the period prescribed by law.

9. Other Provisions: Matters not covered by this contract are governed by employment legislation and the rules on building caretakers.

This contract has been drawn up in two copies, read and signed by the parties. …/…/20…

EMPLOYER (Manager) ……………… Signature     EMPLOYEE ……………… Signature

Filling Guide

Describe the duties in as much detail as possible. General wording such as "all work in the building" leads to later arguments about what falls within the contract.

If accommodation is provided, state this expressly and specify who bears the utility costs. No rent may be charged for accommodation given in connection with the role.

State the wage as a gross figure and specify the payment date. Paying through a bank makes any later wage dispute easier to prove.

Related Processes

Once the contract is signed, the employment registration must be filed within the statutory period. Employing someone without registration attracts administrative fines and liability towards the owners.

Caretaker costs are shared among the owners as a common expense. Unless the management plan provides otherwise, land shares are the basis for allocation.

Common Mistakes

• Working without a contract: the absence of a written contract puts the employer in a weak position in any dispute.
• Hiring without an assembly resolution: a manager who decides alone becomes liable to the other owners.
• Charging rent for the caretaker's flat: no rent may be charged for accommodation allocated in connection with the role.
• Vague duties: failing to state which tasks are covered creates constant disputes.
• Late social security registration: employing without registration carries severe penalties.

This content and template are for information only and are examples. Adapt them to your situation and to current employment legislation; if in doubt, consult an accountant or a lawyer.