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The Employment Contract For Marketing Manager is a crucial legal document used when hiring marketing leadership positions in the Philippines. It serves as the primary agreement governing the employment relationship between a company and its Marketing Manager, ensuring compliance with Philippine labor laws while protecting both parties' interests. This contract is specifically designed for managerial positions, incorporating relevant provisions from the Labor Code of the Philippines and related employment regulations. It includes comprehensive sections on duties, authority levels, performance metrics, and compensation structures typical for marketing management roles. The document is particularly important as it establishes the managerial classification of the role, which has specific implications under Philippine law regarding overtime, rest days, and union participation. Companies should use this template when hiring Marketing Managers, adapting it to their specific needs while maintaining compliance with local employment regulations.

1. Parties: Identifies the employer company and the employee (Marketing Manager), including their complete addresses and tax identification numbers

2. Background: Brief context about the company, the position being filled, and the purpose of the agreement

3. Definitions: Defines key terms used throughout the contract, including Company, Confidential Information, Intellectual Property, etc.

4. Appointment and Term: Specifies the position, employment classification (managerial), and whether the term is fixed or indefinite

5. Duties and Responsibilities: Details the core responsibilities of the Marketing Manager role, reporting lines, and scope of authority

6. Work Location and Hours: Specifies primary work location, work schedule, and flexibility arrangements

7. Compensation and Benefits: Details base salary, mandatory benefits, additional benefits, and bonus structures

8. Leave Entitlements: Specifies vacation leave, sick leave, and other statutory leave entitlements

9. Performance Expectations: Outlines KPIs, performance review process, and consequences of performance outcomes

10. Confidentiality: Defines confidential information and employee obligations regarding its protection

11. Intellectual Property: Establishes ownership of work products and innovations created during employment

12. Non-Competition and Non-Solicitation: Specifies restrictions on competitive activities during and after employment

13. Termination: Details grounds for termination, notice periods, and procedures

14. Post-Termination Obligations: Outlines obligations that survive employment termination

15. Governing Law: Specifies Philippine law as governing law and relevant jurisdiction