Employment contracts and union contracts should spell out things like what to do if the employer no longer wants the worker to continue, how much notice is required, and how much severance is required. For independent contractors the contract should detail what happens if the employer does not pay for the work provided, interest rates on balances past due, and other protections that make sure the worker gets the amount of money that was promised.
Employment contracts may also list what is required from the worker. Especially for computer consultants, the contract should detail what computer work is being contracted for, how to know when the computer work is complete, what happens if the computer hardware is defective, and what happens if commercially purchased software is defective.
The more details and contingencies that can be put into an employment contract, the better. Because this contract is so important to an independent contractor’s future, it is always better to have the contract written, or at least reviewed, by an employment attorney.