According to Tajibaev, the first alarming signal is the absence of a written employment contract. "The lack of such a document is the first warning sign. It will be difficult to confirm the amount of salary and the fact of employment later on. When terminating employment, there may be issues with going to court, and claims may not even be accepted," he emphasized.
If an employment contract is available, the expert advises checking several key points:
Duration of the contract. Tajibaev noted that employment relationships are usually formalized with indefinite contracts, while fixed-term contracts are used only in exceptional situations, for example, during the absence of the main employee or for 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. In the expert's opinion, the amount of salary must be specified in the employment contract. He warned that the term "according to the staffing schedule" can increase risks, as the employer is not obliged to familiarize employees with this schedule under signature.
Method of salary payment. If part of the salary is offered to be received on a card, and part "by payroll," this may indicate the presence of "double accounting," according to Tajibaev. He also added that salaries should be paid exclusively in cashless form.
Conditions of the benefits package and vacation. The expert recommends separately clarifying details regarding vacations and social guarantees.
Familiarization with internal documents. Tajibaev noted that in addition to the employment contract, the employee should be familiarized with the company's internal acts — job descriptions, rules of labor discipline, disciplinary norms, as well as documents related to the processing of personal data.
“According to our calculations, an employee should be familiarized with 7 to 20 different documents, depending on the field of activity,” he added.
