First: Ensure employee contracts are drafted with clauses that guarantee the rights of both the company and the employees. In addition to the basic clauses in the contract, a clause should be added clarifying that the contract is seasonal, temporary, or for a specific task that ends upon its completion. The probation period, if any, should also be explicitly stated, and it is advisable to clarify all procedures and obligations of the contracting parties in the event of disputes. Second: Document contracts electronically. It is no secret to any employer that this procedure is mandatory and carries great importance in preserving the rights of both parties. Electronic documentation also ensures the legality of the contract, its compliance with conditions, and its fulfillment of required clauses such as the agreed wage, type of work, and contract duration. Third: Establish a job description with specific tasks and a clear evaluation mechanism, and explain them to new employees regularly. Having a clear job description for each title helps reduce conflicts arising from differing perspectives once every employee knows what is required of them and on what basis they will be evaluated. Fourth: Adopt work regulations. This is a document that defines key information regarding how your establishment operates, including safety precautions, working hours, leave days, and many other matters. You can adopt the standard work regulations template from the Ministry of Human Resources and Social Development if your employees number fewer than 50. However, if your establishment has more than 49 employees, you must create custom work regulations, submit them to the Ministry, and await approval.