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Removalist in Liverpool carrying boxes on the truck

What Clients Want to Know When Engaging a Removalist in Liverpool

When clients make contact with a removalist in Liverpool, they want to be across some key information before agreeing to their services.

Every outlet will have the capacity to move items across the South-West of Sydney, but what else is involved in the package?

There are essential considerations that have to be in play in order for customers to invest in their staff.

Price of Service

Clients of every background will be interested in the price of a removalist in Liverpool, establishing what kind of operation they run and the type of constituency they are trying to attract. There will be cheap outlets that will be able to run quick and efficient moves within a short distance while the longer premium projects will be set at a higher rate. Consumers will need to determine what each brand has to offer through their quoting procedure and weigh that against the expected spend.

Capacity to Load & Move Valuables

Local homeowners who have to shift some furniture and goods will be in safe hands with a removalist in Liverpool. Issues may emerge for constituents who need to move heavy collections of prestige valuables where added labor and resources are required. Representatives will be happy to walk clients through their program as they detail what kind of packages are on hand when it comes to item loading capacity from one site to the next.

Areas Available to Move

Shifting items through a removalist in Liverpool should be easy to manage, but complications can arise when the destination happens to be far beyond the city limits and even venturing into the interstate territory. Participants should make contact with these brand providers and ensure that they can actually make the distance required. There could be some premium prices included depending on the postcode, but there will be measures in place that facilitates a safe and secure move to be overseen.

Business License & Accreditation

Two removalists in Liverpool unloading boxes

In order for men and women to have peace of mind with a removalist in Liverpool, they need to ensure that the operator has a sufficient operating license and works in accordance with correct professional provisions. This is inclusive of insurance coverage in case the valuables are compromised in any shape or form. Checks for this process should be easy to manage as movers display their industry credentials for community members.

Scheduling Opportunities

If a removalist in Liverpool ticks all of the relevant boxes for clients but happens to be unavailable for days and weeks on end, then a contingency plan has to be put into place before another specialist is contacted for the job. Men and women are advised to make contact with operations to ensure that they have available windows open on a selected time and day. The earlier that contact is made, the easier it will be to find a placement that meets expectations and avoid a scheduling delay.

Project Flexibility

Constituents in the South-West of Sydney might find that they want to move more or fewer items on the day given a change in circumstances. Those unexpected challenges will test some outlets for their proficiency and flexibility, something that not every brand can deliver on. If home and business owners see that they are adaptable, that will be a big vote of confidence.

Brand Track Record

The history of a removalist in Liverpool and their community reception will tell a lot about the brand and their viability in the market. Constituents want to see stunning 5-star reviews. They want to hear from personal referrals about their excellence and duty of care. This is where a track record is assessed from customer to customer, showcasing where the rhetoric matches the action for industry practitioners.…

What are the obstacles to starting a business while being an employee? Part 2

The employee who does not respect his exclusivity clause violates his contractual obligation. As such, it may be sanctioned by dismissal for misconduct, which in certain cases can be qualified as serious misconduct, in which case the employee may not claim either the termination indemnity or the compensation for notice. Only paid leave not taken will be paid.

B- Obstacles after the termination of the employment relationship

Considered at the time of the conclusion of the employment contract, the non-competition clause, which also limits the exercise of professional activity, takes effect after the termination of the employment relationship. Such a clause is only valid if it meets the following conditions:

– be essential for the protection of the interests of the company;

– take into account the specificities of the employee’s job (possibility for the employee to find a job corresponding to his qualification);

– be limited in time (duration of its application) and in space (geographical area concerned);

– be accompanied by the employee by a financial contribution.

The non-competition clause which does not meet these conditions will be declared void by the court and therefore releases the employee from his obligation.

An employee who violates the non-competition clause loses his right to financial compensation.

In addition, the employment contract may include a penalty clause in the non-competition clause, which is a lump sum indemnity that the employee must pay to the employer.

Finally, the judge can order the employee to cease his activity.

What are the obstacles to starting a business while being an employee?

Being at the disposal of his employer, the employee may be prevented from setting up a business in certain cases. This restriction of the freedom to undertake, which is nevertheless a principle with constitutional value, can be put in place by the insertion in the employment contract of clauses which apply during the employment relationship (exclusivity clause) or after the termination of the employment contract (non-competition clause). It can also simply arise from the employment relationship (obligation of loyalty) without it being necessary to introduce any clause.

A- Obstacles during the employment relationship

When the employee signed his employment contract, the employer was able to provide for a so-called exclusivity clause that prohibits or limits the exercise by the employee of another professional activity. Such a clause can be particularly restrictive since it can concern any type of activity and not only those likely to compete with the employer.

However, it is possible to rule out the application of this exclusivity clause. Thus, the Labor Code allows an employee who creates a company to suspend the application of the exclusivity clause provided for in his contract for one year from:

 – or its entry in the trade and companies register;

– or his declaration of the start of professional activity.

This suspension may be extended if the employee takes leave or part-time work for setting up a business, which was mentioned previously, until the end of this leave or part-time.

In addition, the exclusivity clause, which restricts the freedom to work, is only valid if it is essential for the protection of the legitimate interests of the company, justified by the nature of the task to be accomplished and proportionate to the aim sought.

In other words, the employee can ask the Labor Council, the competent court to deal with disputes between employers and employees concerning the execution and termination of the employment contract, to rule out the application of an exclusivity clause if it does not meet the criteria indicated above.

The employee who does not respect his exclusivity clause violates his contractual obligation. As such, it may be sanctioned by dismissal for misconduct, which in certain cases can be qualified as serious misconduct, in which case the employee may not claim either the termination indemnity or the compensation for notice. Only paid leave not taken will be paid.