Introduction The culture of impunity and malpractice in employment is almost being solved due to the amendments being done on the laws regarding employment agreements. In addition, workers and employers have formed various unions to ensure they champion for the rights of their clients through proposing policies that will protect their interests. This essay explores the argument presented through an employment agreement case study involving a company and sacked employee. Definition An employment agreement is a document that explains the terms and conditions that specify the relationship between workers and their employers. Even though, these documents differ depending with organisations they have basic requirements that must be observed. Some of these include the nature of contract, compensations, witnesses, duties, benefits, termination and applicable laws amongst other provisions. A breach of contract means that one or both parties have failed to meet one or some of the requirements of the agreement, and this may lead to termination of the contract. Case Study: Basic Information Bill Beasley was employed by California Cuisine Inc. on July 24, 2011 and his contract was terminated five months later due to what the company termed improper behaviour. The company discovered that he had introduced a new concept that allowed clients to place their orders using their mobile phones or other mobile communication devices that were provided by the hostess. This concept involved sending short messages to the relevant authorities, and the hotel staff would take the orders to the clients’ tables. The company terminated his employment contract because it claimed that he had breached their employment contract since he did not consider their opinion before developing and using the concept. This led to a string of accusations from the company and Beasley as they tried to prove their innocence and how the other party breached the employment agreement. The company claimed to be compensated all the salary Beasley had been paid since the commencement of his employment while he demanded that the company should compensate him for wrongful termination. Legal Considerations and Conclusion The above events show that most people and organisations sign employment agreements without understanding the provisions that protect them and what they should do in case one party breaches the contract. It is necessary to explain that while these agreements aspire to promote a good relationship between an employer and employees it can also be misused and advance animosity between the two parties. The most common causes of conflicts regarding employment agreement arise due to the following two factors. First, each party must read and agree to the terms and conditions that bind them before they sign the agreement form. This means that they must ask questions and seek clarifications regarding an issue that is not clear. Therefore, by signing the agreement form it is assumed that both parties have agreed to be controlled by the terms and conditions stipulated by the agreement. This means that in case one party does not feel conformable with all or any of the requirements it should not sign the agr