Suchergebnisse

Darstellung einer Spieltheorie mit den Seiten Arbeitgeber und Arbeitnehmer. Das Modell analysiert die Effekte einer Veränderung der Sozialversicherung auf die soziale Situation der Arbeitnehmer. (DÜI-Mül)

The study of this master's paper is fixed-term employment contract. This contract is the product of the flexible working arrangements. Legislator followed Council Directive 1999/70/EB concerning the framework agreement on fixed-term work concluded by European Trade Union Confederation (ETUC), Union of Industrial and Employer's Confederations of Europe (UNICE) and the European Centre of Enterprises with Public Participation (CEEP) provisions, which regulates fixed-term employment contracts. Fixed-term contract must include essential conditions, which are characteristic for usual employment contracts. Whereas fixed-term employment contract has additional conditions, which are essential conditions for fixed-term employment contract. These conditions are temporary work and terminated labour relations. The term of an employment contract may be determined until a specific calendar date or occurrence, change or cessation of specific circumstances. Employer has no right to discriminate fixed-term workers on a basis that these workers are employed on a fixed-term contract. Employer has an obligation to inform fixed-term workers about free workplaces of regular work. Fixed-term contracts finishes by the end of the working contract term. If the term of an employment contract has expired, whereas employment relations are actually continued and neither of the parties has, prior to the expiry of the term, requested to terminate the contract, it shall be considered extended for an expiry of its term, is not extended or is terminated, but within one month from the day of its termination another fixed-term employment contract is concluded with the dismissed employee, such a contract shall be recognized as concluded for an indefinite period of time. If an employment contract, upon the expiry of its term, is not extended or is terminated, but within one month from the day of its termination another fixed-term employment contract is concluded with the dismissed employee, such a contract shall be recognized as concluded for an indefinite period of time, except some cases. When fixed-term contract ends, worker does not gain severance pay, but employer must settle accounts with an employee being dismissed. Other fixed-term contracts are seasonal employment contract and temporary employment contract. A seasonal employment contract shall be concluded for the performance of seasonal work. Seasonal work due to natural and climatic conditions is performed not all year round, but in certain periods (seasons) not exceeding eight months (in a period of twelve successive months), and is entered of the list of types of seasonal work. A temporary employment contract shall be an employment contract concluded for a period not exceeding two months.

The study of this master's paper is fixed-term employment contract. This contract is the product of the flexible working arrangements. Legislator followed Council Directive 1999/70/EB concerning the framework agreement on fixed-term work concluded by European Trade Union Confederation (ETUC), Union of Industrial and Employer's Confederations of Europe (UNICE) and the European Centre of Enterprises with Public Participation (CEEP) provisions, which regulates fixed-term employment contracts. Fixed-term contract must include essential conditions, which are characteristic for usual employment contracts. Whereas fixed-term employment contract has additional conditions, which are essential conditions for fixed-term employment contract. These conditions are temporary work and terminated labour relations. The term of an employment contract may be determined until a specific calendar date or occurrence, change or cessation of specific circumstances. Employer has no right to discriminate fixed-term workers on a basis that these workers are employed on a fixed-term contract. Employer has an obligation to inform fixed-term workers about free workplaces of regular work. Fixed-term contracts finishes by the end of the working contract term. If the term of an employment contract has expired, whereas employment relations are actually continued and neither of the parties has, prior to the expiry of the term, requested to terminate the contract, it shall be considered extended for an expiry of its term, is not extended or is terminated, but within one month from the day of its termination another fixed-term employment contract is concluded with the dismissed employee, such a contract shall be recognized as concluded for an indefinite period of time. If an employment contract, upon the expiry of its term, is not extended or is terminated, but within one month from the day of its termination another fixed-term employment contract is concluded with the dismissed employee, such a contract shall be recognized as concluded for an indefinite period of time, except some cases. When fixed-term contract ends, worker does not gain severance pay, but employer must settle accounts with an employee being dismissed. Other fixed-term contracts are seasonal employment contract and temporary employment contract. A seasonal employment contract shall be concluded for the performance of seasonal work. Seasonal work due to natural and climatic conditions is performed not all year round, but in certain periods (seasons) not exceeding eight months (in a period of twelve successive months), and is entered of the list of types of seasonal work. A temporary employment contract shall be an employment contract concluded for a period not exceeding two months.

The study of this master's paper is fixed-term employment contract. This contract is the product of the flexible working arrangements. Legislator followed Council Directive 1999/70/EB concerning the framework agreement on fixed-term work concluded by European Trade Union Confederation (ETUC), Union of Industrial and Employer's Confederations of Europe (UNICE) and the European Centre of Enterprises with Public Participation (CEEP) provisions, which regulates fixed-term employment contracts. Fixed-term contract must include essential conditions, which are characteristic for usual employment contracts. Whereas fixed-term employment contract has additional conditions, which are essential conditions for fixed-term employment contract. These conditions are temporary work and terminated labour relations. The term of an employment contract may be determined until a specific calendar date or occurrence, change or cessation of specific circumstances. Employer has no right to discriminate fixed-term workers on a basis that these workers are employed on a fixed-term contract. Employer has an obligation to inform fixed-term workers about free workplaces of regular work. Fixed-term contracts finishes by the end of the working contract term. If the term of an employment contract has expired, whereas employment relations are actually continued and neither of the parties has, prior to the expiry of the term, requested to terminate the contract, it shall be considered extended for an expiry of its term, is not extended or is terminated, but within one month from the day of its termination another fixed-term employment contract is concluded with the dismissed employee, such a contract shall be recognized as concluded for an indefinite period of time. If an employment contract, upon the expiry of its term, is not extended or is terminated, but within one month from the day of its termination another fixed-term employment contract is concluded with the dismissed employee, such a contract shall be recognized as concluded for an indefinite period of time, except some cases. When fixed-term contract ends, worker does not gain severance pay, but employer must settle accounts with an employee being dismissed. Other fixed-term contracts are seasonal employment contract and temporary employment contract. A seasonal employment contract shall be concluded for the performance of seasonal work. Seasonal work due to natural and climatic conditions is performed not all year round, but in certain periods (seasons) not exceeding eight months (in a period of twelve successive months), and is entered of the list of types of seasonal work. A temporary employment contract shall be an employment contract concluded for a period not exceeding two months.

The study of this master's paper is fixed-term employment contract. This contract is the product of the flexible working arrangements. Legislator followed Council Directive 1999/70/EB concerning the framework agreement on fixed-term work concluded by European Trade Union Confederation (ETUC), Union of Industrial and Employer's Confederations of Europe (UNICE) and the European Centre of Enterprises with Public Participation (CEEP) provisions, which regulates fixed-term employment contracts. Fixed-term contract must include essential conditions, which are characteristic for usual employment contracts. Whereas fixed-term employment contract has additional conditions, which are essential conditions for fixed-term employment contract. These conditions are temporary work and terminated labour relations. The term of an employment contract may be determined until a specific calendar date or occurrence, change or cessation of specific circumstances. Employer has no right to discriminate fixed-term workers on a basis that these workers are employed on a fixed-term contract. Employer has an obligation to inform fixed-term workers about free workplaces of regular work. Fixed-term contracts finishes by the end of the working contract term. If the term of an employment contract has expired, whereas employment relations are actually continued and neither of the parties has, prior to the expiry of the term, requested to terminate the contract, it shall be considered extended for an expiry of its term, is not extended or is terminated, but within one month from the day of its termination another fixed-term employment contract is concluded with the dismissed employee, such a contract shall be recognized as concluded for an indefinite period of time. If an employment contract, upon the expiry of its term, is not extended or is terminated, but within one month from the day of its termination another fixed-term employment contract is concluded with the dismissed employee, such a contract shall be recognized as concluded for an indefinite period of time, except some cases. When fixed-term contract ends, worker does not gain severance pay, but employer must settle accounts with an employee being dismissed. Other fixed-term contracts are seasonal employment contract and temporary employment contract. A seasonal employment contract shall be concluded for the performance of seasonal work. Seasonal work due to natural and climatic conditions is performed not all year round, but in certain periods (seasons) not exceeding eight months (in a period of twelve successive months), and is entered of the list of types of seasonal work. A temporary employment contract shall be an employment contract concluded for a period not exceeding two months.

The Employment Contracts Act 1991 is the most controversial piece of labour legislation ever passed in New Zealand. It attracted considerably more opposition than the introduction of compulsory arbitration in 1894. The Act reverses almost a century of legislative development and, in particular, attempts to significantly reduce the central role that collective organizations and union - employer negotiations have played in industrial relations over that period. It also ends the national award system which provided minimum standards of protection for most New Zealand workers through the subsequent parties provisions in the previous legislation. The new Act is largely the product of intense lobbying by supporters of the New Right supported by some employers who have rightly seen the passage of the Act as an opportunity to mount a major attack on wages and working conditions. Outside this group, the introduction of the Act enjoyed little popular support.

A number of important changes in New Zealand's industrial relations have been credited to the effect of the Employment Contracts Act. Among them has been a decline in the level of industrial action, or as Bill Birch has put it, "a dramatic turn-around from the industrial conflict of the past" This particular change has been attributed by the Government to the establishment of increased and more constructive communication between employers and employees) no longer impeded by the autocratic and unwarranted interference of old style untontsts.

Within most nations there has been growing evidence of a shift from 'traditional' or ongoing employment contracts to arrangements which are more 'fixed-term' or 'contingent' in structure. The growth of contingent employment arrangements raises questions concerning the applicability of existing theories of individual behaviour (e.g. satisfaction, motivation, etc.). Utilizing 'employment commitment' as an illustrative example, this article examines potential limitations in the applicability of commitment theory to different forms of contingent employment contracts. It also addresses some implications for union representation in contingent work arrangements.

Summary Fixed-term Employment Contract in the Context of Other Employment Contracts A right to work is one of the basic human rights. After Lithuania joined the European Union, it's legal system became inseperable part of Lithuania's legal system, therefore the author of this thesis is comparing the possibilities for formation, pursuance and discontinuation of temporary job contract in accordance with acting legal regulations, emphasising the restrictions, which were not present until Labour Code of Republic of Lithuania came to act. Thus, the author gives the analysis if the provisions of directive, regulating the work by temporary job contracts, are implemented into the Lithuanian legal system. The thesis concentrates mainly on temporary job contract, it's formation possibilities and laws, prohibiting formation of such contract. In order to display the pecularities of temporary job contract, the author reviews necessary contract preconditions not only for temporary job contracts, but other job contracts as well, including temporary job, seasonal job, avocation, settlement for additional job. Author points out the guarantees and restrictions, which originate when a temporary job contract is signed instead of usual job contract. The author pays great attention to job contracts where the contractor is the head of a company, and emphasises the basis of discontinuation of such contracts.

Summary Fixed-term Employment Contract in the Context of Other Employment Contracts A right to work is one of the basic human rights. After Lithuania joined the European Union, it's legal system became inseperable part of Lithuania's legal system, therefore the author of this thesis is comparing the possibilities for formation, pursuance and discontinuation of temporary job contract in accordance with acting legal regulations, emphasising the restrictions, which were not present until Labour Code of Republic of Lithuania came to act. Thus, the author gives the analysis if the provisions of directive, regulating the work by temporary job contracts, are implemented into the Lithuanian legal system. The thesis concentrates mainly on temporary job contract, it's formation possibilities and laws, prohibiting formation of such contract. In order to display the pecularities of temporary job contract, the author reviews necessary contract preconditions not only for temporary job contracts, but other job contracts as well, including temporary job, seasonal job, avocation, settlement for additional job. Author points out the guarantees and restrictions, which originate when a temporary job contract is signed instead of usual job contract. The author pays great attention to job contracts where the contractor is the head of a company, and emphasises the basis of discontinuation of such contracts.