Payment Schedule In Your Contract It shouldn’t be more than 10-20 percent of the total cost of the job. Homeowners should never pay a contractor more than 10-20% before they’ve even stepped foot in their home.

A: It’s not uncommon for contractors to ask for a down payment up front to secure your spot on their schedule or purchase some of the job materials in advance. Asking for more than half of the project cost up front, though, is a big red flag. I recommend tying payments to progress made during the job.

Final Payment means the last and final monetary compensation made to Contractor for any portion of the Work that has been completed and accepted for which payment has not been made, amounts owing to adjustments to the final Contract Sum resulting from approved change orders, and release of Contractor’s retainage.

While it is not illegal to pay employees and independent contractors in cash, it’s not a good business practice for many reasons. Some businesses use cash to pay employees in an attempt to avoid paying payroll taxes, and some employees ask for cash payments to evade paying income taxes.

In general, readers who had a wrongful termination claim against a large employer (with more than 100 employees) received an average of $43,400 in compensation—almost twice as high as the average for readers who’d worked for smaller employers. Large employers may simply have the money to offer higher settlements.

In the case of an unfair dismissal, the maximum amount that can be awarded is 12 months’ salary and in the case of an automatically unfair dismissal the maximum compensation that can be given is 24 months’ salary.

It’s always ‘automatically unfair’ if you’re dismissed because you:

• are pregnant or on maternity leave.
• have asked for your legal rights at work, eg to be paid minimum wage.
• took action about a health and safety issue.
• work in a shop or a betting shop and refused to work on a Sunday.

2 years

3 months

Employees can only usually claim unfair dismissal against an employer if they have a minimum of 2 years service. If an employee is able to establish an automatically unfair or discriminatory reason for their dismissal, in most cases there is no qualifying service period.

Unfair dismissal claims are complex and it is essential that you have an excellent and determined legal representation by a solicitor (not a paralegal).

If the employment tribunal does rule in favour of your employee, they’ll instruct you on how much compensation for unfair dismissal you must pay. Compensation for an unfair dismissal normally consists of a basic award and a compensatory award. This award is usually between 26 to 52 weeks’ pay.