(1) Is it necessary for a company representative to sign the agreement for it to be binding and/or enforceable under Thai law?
(2) Even if not required, does a company rep signature confer any benefits or entitle WD to any presumptions in the event of later litigation?
(3) Assuming there is a requirement/benefit such that a WD rep should sign the EICA, can the signature be pre-printed or does it need to be an actual wet signature?
In answering these questions, please keep in mind the following:
Our current EICA has a space for a company representative to sign, but, if possible, WD would prefer to remove the signature of the company representative so that we only have the newly hired employee sign the agreement. In case a company rep signature is required/advisable, our preference is for the signature to be pre-printed -- thereby reducing the administrative overhead associated with the on-boarding process.”
(1) Is it necessary for a company representative to sign the agreement for it to be binding and/or enforceable under Thai law?
(2) Even if not required, does a company rep signature confer any benefits or entitle WD to any presumptions in the event of later litigation?
(3) Assuming there is a requirement/benefit such that a WD rep should sign the EICA, can the signature be pre-printed or does it need to be an actual wet signature?
In answering these questions, please keep in mind the following:
Our current EICA has a space for a company representative to sign, but, if possible, WD would prefer to remove the signature of the company representative so that we only have the newly hired employee sign the agreement. In case a company rep signature is required/advisable, our preference is for the signature to be pre-printed -- thereby reducing the administrative overhead associated with the on-boarding process.”
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