Employment Agreement for Import-Export Staff

What a good one includes

• A detailed scope of work that specifies the employee’s exact role, whether handling customs clearance, managing freight forwarders, or negotiating international sales.
• A dedicated trade compliance clause requiring strict adherence to import-export laws, customs regulations, and anti-bribery statutes like the FCPA.
• Robust non-disclosure provisions to protect your proprietary shipping routes, carrier pricing sheets, and global customer databases.
• Clear terms governing compensation, especially commission structures, currency of payment, and performance bonuses tied to shipping milestones or sales targets.
• A governing law and dispute resolution clause that clearly identifies which country or state laws apply if a conflict arises during global operations.
• Provisions outlining employee accountability for costly operational errors, such as filing incorrect customs documentation or missing critical shipping deadlines.

Common mistakes to avoid

• Using a generic, one-size-fits-all employment template that fails to address the specific regulatory compliance and customs risks inherent to international trade.
• Failing to clearly define the ownership of client accounts and supplier relationships, which allows departing staff to easily poach your global logistics partners.
• Neglecting to specify the exact jurisdiction and governing law, leading to expensive legal headaches if a dispute occurs with a remote or international worker.
• Omitting clear performance metrics or penalty clauses for negligent delays in customs filings that could cost your business thousands in demurrage fees.

Frequently asked questions