This is not correct.

If an award applies to a role, it is the industrial instrument for that role.  An award sets out the minimum terms and conditions of employment. 

An employment contract cannot reduce any award entitlement, it can provide additional benefits over and above those in an award and can also impose contractual terms to supplement or add to the provisions of the award.

The employment contract should always contain a termination provision which clearly states how the employment contact may be brought to an end.