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Journal articles on the topic 'Employment contract'

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Published: 4 June 2021
Last updated: 8 March 2025

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1

Honeyball, Simon, and David Pearce. "Contract, Employment and the Contract of Employment." Industrial Law Journal 35, no. 1 (March 1, 2006): 30–55. http://dx.doi.org/10.1093/indlaw/dwj002.

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2

Danna, Denise, and Demetrius Porche. "Employment Contract." Journal for Nurse Practitioners 5, no. 10 (November 2009): 781–82. http://dx.doi.org/10.1016/j.nurpra.2009.09.008.

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3

Brodie, Douglas. "The employment contract and unfair contracts legislation." Legal Studies 27, no. 1 (March 2007): 95–109. http://dx.doi.org/10.1111/j.1748-121x.2006.00040.x.

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In 2005, the Law Commissions published a report reviewing unfair contracts legislation in the UK. Where the contract of employment was concerned, the Commissions were of the view that, in short, the status quo should remain. This paper seeks to appraise that position and considers whether an opportunity to bring forward beneficial reforms has been missed. The paper takes cognisance of the legislative scheme in New South Wales, which contains extensive powers where unfair contracts are concerned. It is suggested that, in the UK, the two key issues which need to be addressed are contracting-out and terms which may be substantively unfair.
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4

Edwards, John C., and Steven J. Karau. "Psychological Contract or Social Contract? Development of the Employment Contracts Scale." Journal of Leadership & Organizational Studies 13, no. 3 (February 2007): 67–78. http://dx.doi.org/10.1177/10717919070130030601.

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5

FENTIMAN, R. "CONTRACT OF EMPLOYMENT." Industrial Law Journal 14, no. 1 (1985): 51–53. http://dx.doi.org/10.1093/ilj/14.1.51.

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6

LEIGHTON, PATRICIA. "CONTRACT OF EMPLOYMENT." Industrial Law Journal 14, no. 1 (1985): 54–57. http://dx.doi.org/10.1093/ilj/14.1.54.

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7

RIDEOUT, R. W. "CONTRACT OF EMPLOYMENT." Industrial Law Journal 15, no. 1 (1986): 183–87. http://dx.doi.org/10.1093/ilj/15.1.183.

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8

BEERS, LEE SAVIO. "Employment Contract Negotiation." Pediatric News 41, no. 2 (February 2007): 66. http://dx.doi.org/10.1016/s0031-398x(07)70128-5.

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9

Wilhelm, Warren R. "The employment contract." Human Resource Management 33, no. 3 (1994): 323–24. http://dx.doi.org/10.1002/hrm.3930330302.

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10

Grebenyuk, V. "EMPLOYMENT LAW CONTRACT AS A SPECIAL TYPE OF EMPLOYMENT CONTRACT." Law and public administration 1, no. 1 (2020): 237–42. http://dx.doi.org/10.32840/pdu.2020.1-1.36.

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11

Anderson, Gordon. "Employment Rights in an Era of Individualised Employment." Victoria University of Wellington Law Review 38, no. 3 (November 1, 2007): 417. http://dx.doi.org/10.26686/vuwlr.v38i3.5530.

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On 7 August 2007, Gordon Anderson delivered his inaugural lecture after becoming a professor in the Law Faculty of Victoria University of Wellington. Gordon took as his theme the protection of employees employed on an individual contract of employment. Following the repeal of the award system by the Employment Contracts Act 1991 the majority of New Zealand employees ceased to be covered by collectively negotiated instruments. Instead the contract of employment became dominant. The lecture argued that the common law contract of employment provides little protection for employees. Instead protection depends on some critical statutory interventions that provide a degree of balance within the employment relationship. While not perfect, these protections may be the best that can be expected in the real world of employment.
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12

Kozub, Iryna. "An employment contract for remote work in the system of employment contracts." Entrepreneurship, Economy and Law, no. 4 (2021): 118–26. http://dx.doi.org/10.32849/2663-5313/2021.4.18.

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13

Dimitriu, Raluca. "Choosing between civil contract and employment contract." Journal of Accounting and Management Information Systems 17, no. 4 (December 31, 2018): 663–76. http://dx.doi.org/10.24818/jamis.2018.04008.

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14

Zhao, Jing. "CEO employment contract heterogeneity and acquirer risk-taking." Corporate Ownership and Control 20, no. 3 (2023): 8–31. http://dx.doi.org/10.22495/cocv20i3art1.

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This study analyses a hand-collected, unique dataset on chief executive officer (CEO) employment contract details for S&P 500 companies over the period of 1993–2005. To control for the sample selection issue associated with firms granting a CEO contract, the study estimates the Heckman Selection model. The study finds substantial heterogeneity in contract provisions and their impact on acquirer risk-taking in mergers and acquisitions (M&As). More specifically, contract provisions that provide job and compensation security and equity incentives appear to encourage valuable risk-taking. In contrast, bureaucratic type provisions (automatic contract renewals; lack of equity incentives) motivate risky but value-decreasing deals. Further, more refined definitions of just cause for dismissal enhance valuable risk-taking, possibly by reducing contract ambiguities and the resulting disputes, whereas just causes based upon personal conduct reduce valuable risk-taking. This paper shows how heterogeneous contract provisions reflect the optimal contracting process in a competitive market for CEO talent versus managerial power over complacent boards, highlighting the importance of understanding contract complexity and heterogeneity in designing efficient contracts to enhance shareholder value and achieve strategic corporate goals.
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15

Shoniya, G. V. "Employment Contract in France." Actual Problems of Russian Law, no. 7 (July 1, 2018): 224–31. http://dx.doi.org/10.17803/1994-1471.2018.92.7.224-231.

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The article examines some issues of the institution of the employment contract in France. The author examines the concept of an employment contract in the 1980s of the last century and in the present period, draws attention to the changes and reforms of labor legislation that have been carried out in recent years. At the end of the article, the author summarizes the results of the analysis and suggests conclusions. It is noted that the experience of French legislation, taking into account the diversity and specificity of labor of various categories of workers and forms of employment, deserves attention and study. This will allow the Russian legislator to take into account both positive and negative aspects for its implementation during lawmaking in the sphere of labor law, which eventually will ensure greater effectiveness of such an institution as an employment contract.
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16

Levine, David I. "The New Employment Contract?" Employment Research 9, no. 1 (January 2002): 4–6. http://dx.doi.org/10.17848/1075-8445.9(1)-2.

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17

Aronsson, Gunnar. "A new employment contract." Scandinavian Journal of Work, Environment & Health 27, no. 6 (December 2001): 361–64. http://dx.doi.org/10.5271/sjweh.627.

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18

BURROWS, A. S. "THE CONTRACT OF EMPLOYMENT." Industrial Law Journal 15, no. 1 (1986): 133–35. http://dx.doi.org/10.1093/ilj/15.1.133.

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19

MCLEAN, HAZEL. "THE CONTRACT OF EMPLOYMENT." Industrial Law Journal 16, no. 1 (1987): 59–61. http://dx.doi.org/10.1093/ilj/16.1.59.

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20

Brodie, D. "The Personal Employment Contract." Industrial Law Journal 33, no. 1 (March 1, 2004): 87–89. http://dx.doi.org/10.1093/ilj/33.1.87.

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21

Кичигин, Сергей, and Sergey Kichigin. "Start of Employment Contract." Bulletin of Kemerovo State University. Series: Humanities and Social Sciences 3, no. 2 (September 3, 2019): 173–80. http://dx.doi.org/10.21603/2542-1840-2019-3-2-173-180.

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Determining the moment when an employment contract comes into force has a pronounced practical value as it marks the beginning of mutual rights and obligations. It allows the employer to record an individual as an employee when calculating the average staff number, calculating work experience, granting a paid leave, etc. In the text of the Labor Code of the Russian Federation there is no definition of the notion of “start of employment contract”. However, it is possible to deduce a single rule for all cases: the employment contract takes effect from the moment of the labor relationship that arises between the employee and the employer when an employee begins work with the knowledge of the employer. For the labor contract to come into force, impartial actions of the parties are necessary that are aimed at the implementation of the employment contract. The conclusion of the contract may coincide in time with the abovementioned actions or may be separated in time. In the second case, in the absence of the fact that the employee began performing the labor function defined in the contract in the conditions when he or she was admitted to work by the employer or his authorized representative, the labor contract remains unfulfilled.
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22

Barmes, Lizzie. "The Personal Employment Contract." Modern Law Review 68, no. 3 (May 2005): 512–16. http://dx.doi.org/10.1111/j.1468-2230.2005.549_7.x.

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23

Carse, Alice. "The Contract of Employment." Industrial Law Journal 48, no. 2 (February 21, 2019): 339–41. http://dx.doi.org/10.1093/indlaw/dwz002.

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24

Kissler, Gary D. "The new employment contract." Human Resource Management 33, no. 3 (1994): 335–52. http://dx.doi.org/10.1002/hrm.3930330304.

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25

Zawahreh, Dr Mohammed Muslim Al. "Civil Liability for Breach of Employment Contract." International Journal of Research Publication and Reviews 5, no. 7 (July 2024): 2559–65. http://dx.doi.org/10.55248/gengpi.5.0724.1817.

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26

Wang, Fuxi, Bernard Gan, Yanyuan Cheng, Lin Peng, Jiaojiao Feng, Liquian Yang, and Yiheng Xi. "China’s Employment Contract Law: Does it deliver employment security?" Economic and Labour Relations Review 30, no. 1 (February 7, 2019): 99–119. http://dx.doi.org/10.1177/1035304619827758.

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During its transition to a market economy, structural inequalities became increasingly apparent across China’s workforce, threatening social harmony. China’s 2008 Employment Contract Law, legislated amid policy debate, was intended to remedy these phenomena. We examine a crucial element of its remit: has its promotion of continuing contracts as against fixed-term employment contracts been effective? This is crucial for improving workers’ rights through secure employment. How have employers responded to this challenge to their prerogatives in terms of hiring and firing? We analysed data from 2007 and 2012 drawn from All-China Federation of Trade Unions surveys, which cover approximately 80,000 individuals. Using institutional theory, we discuss a variety of employer responses. We find that the Employment Contract Law has increased the likelihood of signing continuing contracts among migrant workers, employees in privately owned enterprises, and those with lower professional titles and who are short-term employees – all disadvantaged labour market categories previously. It has also significantly narrowed gaps regarding access to continuing contracts between these categories and matched advantaged ones. There is also evidence that some employers seek to avoid or sidestep compliance through cost-minimising worker engagement strategies. JEL Codes: J41, J53, K31
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27

Serova, A. V. "Smart contract and employment contract: are they compatible?" Voprosy trudovogo prava (Labor law issues), no. 8 (August 27, 2023): 452–61. http://dx.doi.org/10.33920/pol-2-2308-01.

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Smart contract is one of the most developing digital technologies in the field of civil turnover. The question of the legal nature of smart contracts in civil law is debatable. At the same time, it is already necessary to determine the legal possibility of introducing smart contracts in relation to an employment contract. The article analyzes the positive aspects of a smart contract, the potential of which could be revealed in the field of labor. A number of legal obstacles to the conclusion of an employment contract in the form of a smart contract are identified. It is concluded that relations between digital labor platforms and platform workers could be formed in this form today.
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28

Bigey, N. "Employment contracts: the inherent dangers of the fixed-term contract." Journal of Dentofacial Anomalies and Orthodontics 21, no. 4 (December 2018): 408. http://dx.doi.org/10.1051/odfen/2018096.

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Hiring an employee can be risky, especially when choosing the contract that will bind the employer to the employee. It is essential to choose a suitable contract. Oftentimes, the preferred choice is a fixed-term contract. If the reason for this choice is contested, the financial consequences may be exorbitant.
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29

Bubilaitytė, Beata. "Terminuotų darbo sutarčių teisinio reguliavimo ypatumai pagal Lietuvos teisę." Teisė 69 (January 1, 2008): 132–37. http://dx.doi.org/10.15388/teise.2008.0.318.

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The purpose of this paper is to explore and to ana­lyse peculiarities of Lithuanian legal regulation of fixed-term employment agreement. Peculiarities are divided into four groups: peculiarities of concept of fixed-term employment agreement, peculiarities of conclusion, performance and expiry of fixed-term employment agreement. Specific essential conditions for conclusion of a fixed-term employment contract are: the term of an employment contract (if the parties to the contract have used both methods to define the term, one of them must be chosen as a prevailing one) and the circumstance that legal acts must allow to conclude it at all. The performance of a fixed-term employment contract according to Lithuanian labour law is not that specific compared to the performance of other employment contracts. Peculiarities of the expiry of fixed-term employment contract are: firstly, only the will to terminate fixed-term employment contract does end the employment contract at all. Otherwise, the expiry of the term of an employment contract will end only the fixed-term employment contract but not the employment contract itself. Secondly, the law does not make it clear, whether restrictions on the termination of an employment contract must be applicable to fixed-term employment agreements. Lithuanian legal doctrine does believe that they should, but Lithuanian Supreme Court says that they should not.
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30

Zavgorodniy, Alexander V. "Reasons for the instability of labor relations between teachers and educational organizations of higher education in the Russian Federation." Russian Journal of Labour & Law 14 (2024): 63–76. http://dx.doi.org/10.21638/spbu32.2024.104.

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When concluding an employment contract, its parties: a teacher and an educational organization of higher education (employer) are mutually independent, free and equal. However, when determining the content (conditions) of an employment contract, it is hardly possible to rely only on the equality of the parties. Both the teacher and the employer, when determining the terms of the employment contract, first of all, defend their interests. When a compromise is reached and an employment contract is concluded, one can count on the stable nature of the employment relationship. In this case, when concluding an employment contract, labor relations will be stable. In order to achieve stability in labor relations, the parties to an employment contract must come to a certain compromise on all the terms of the employment contract, including its duration. It should be recognized that the most acceptable for a teacher to maintain stable employment relations in the future is the conclusion of an employment contract for an indefinite period in accordance with Part 1 of Art. 332 of the Labor Code of the Russian Federation. However, this type of employment contract is evaluated differently by teachers and employers. A teacher, as a rule, focuses on a long-term employment relationship or on the conclusion of a fixed-term employment contract, but for a maximum period of five years. In turn, the employer is interested in concluding an employment contract, where there is no long-term nature of legal relations, and as a stronger party imposes on the teacher the conclusion of a fixed-term employment contract for shorter periods (for one year or one semester). The conclusion of such "short-term" employment contracts violates the balance of interests of the parties to labor relations in favor of the employer and provokes their instability. This article will consider only some of the reasons that cause instability of labor relations between a teacher and an educational organization with repeated conclusion of fixed-term employment contracts between them for the shortest possible time.
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31

Vereitin, S. V. "Content of the contract as a type of employment contract." Bulletin of Kharkiv National University of Internal Affairs 101, no. 2 (Part 2) (July 10, 2023): 96–108. http://dx.doi.org/10.32631/v.2023.2.40.

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The current state of legal regulation of mandatory and additional terms of employment contracts and contracts in Ukraine has been studied and its shortcomings have been identified. It has been specified that a rather long legislative uncertainty regarding mandatory and additional terms of an employment contract and the current conflict of legislation on this issue have led to the existence of different positions in the science of labour law regarding the terms of an employment contract. Scientists’ views on the essence of the content of an employment contract have been analysed. It has been proven that the terms of the employment contract should be considered the terms that are drawn up by its parties. Traditionally, such conditions in labor law are divided into mandatory and additional. The terms of the employment contract are recognized as mandatory, without which the content of the employment contract or contract cannot be considered concluded. Those without which the conclusion of an employment contract or contract is possible are considered additional. Mandatory and additional terms of the contract have been defined. Mandatory terms of the contract are: place of work; labor function; the moment of the start of the work and the duration of the contract; rights and duties; terms and amount of remuneration; financial support of the employee; labor organization; responsibilities of the parties; terms of termination of the contract. Additional terms of the contract are: term and conditions of the trial; non-disclosure of commercial secrets and other legally protected information; frequency and duration of professional training, retraining and advanced training of the employee; improvement of working conditions, industrial life and recreation; medical and sanatorium provision; social and household benefits and social and cultural services. There is a well-founded need to supplement the Code of Labor Laws of Ukraine with Article 21-2 “Content of the employment contract and contract”, in which mandatory and additional conditions of the employment contract and contract shall be established.
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32

Osipova, S. V. "CIVIL LAW CONTRACTS RELATED TO LABOUR AND EMPLOYMENT CONTRACT." Juridical Journal of Samara University 4, no. 3 (October 27, 2018): 99. http://dx.doi.org/10.18287/2542-047x-2018-4-3-99-106.

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33

Pietruszyńska-Jarosz, Katarzyna. "Umowa o pracę." Praca i Zabezpieczenie Społeczne 2020, no. 9 (September 20, 2020): 58. http://dx.doi.org/10.33226/0032-6186.2020.9.9.

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34

Pietruszyńska-Jarosz, Katarzyna. "Umowa o pracę." Praca i Zabezpieczenie Społeczne 2020, no. 9 (September 20, 2020): 58. http://dx.doi.org/10.33226/0032-6186.2020.9.9.

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35

Saunders, Mark N. K., and Adrian Thornhill. "Forced employment contract change and the psychological contract." Employee Relations 28, no. 5 (September 2006): 449–67. http://dx.doi.org/10.1108/01425450610683654.

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36

Nakakubo, Hiroya. "Labor (Employment) Contracts in Japan: A Comparison with Civil and Commercial Contract." International Journal of Comparative Labour Law and Industrial Relations 17, Issue 4 (December 1, 2001): 423–40. http://dx.doi.org/10.54648/394548.

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A labor (employment) contract is used when an individual is hired by an employer. Affected by both the applicable statutory provisions and the actual employment practices, Japanese labor contracts have acquired distinctive traits. The contracts are so wildly different that it is often difficult to distinguish if the contracts are truly contracts. This article will examine the Japanese labor contract and then make comparisons of the labor contract to other contracts.
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37

Bilokha, A. "Regarding the concept of employment contract as the basis for the emergence of employment legal relationships." Uzhhorod National University Herald. Series: Law 3, no. 75 (April 11, 2023): 7–12. http://dx.doi.org/10.24144/2307-3322.2022.75.3.1.

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The article is devoted to a comprehensive analysis of the concept of an employment contract as a basis for the emergence of labor relations, which characterize the interest and degree of will of the parties to such legal relations. Since the employment contract occupies a central place in the system of labor law, it regulates the will of the parties who conclude it. However, currently the provisions on the employment contract, labor relations arising from such a contract are enshrined in a rather old, in the opinion of the author, normative legal act, which causes the emergence of various approaches in the interpretation of the specific concept of the employment contract. The author considered the concept of an employment contract in accordance with the first part of Article 21 of the Labor Code (hereinafter - the Labor Code of Ukraine), Article 31 of the 2019 draft Labor Code of Ukraine. It was concluded that the concept of an employment contract according to Article 31 of the draft Labor Code of 2019 is more complete and relevant in relation to the definition regulated by the first part of Article 21 of the Labor Code of Ukraine at this stage of the development of legal science and legislation in Ukraine. Exactly in this definition of the concept of an employment contract that the employer's obligation to provide the employee with work and the employee's obligation to personally perform work in the employer's interests appear. Different views of legal scholars on this issue were analyzed and the features of this concept proposed by scientists were investigated. The author outlines the main features of an employment contract, among which it is worth highlighting: the will of the parties, timeliness, compliance with the written form, the extension of guarantees and benefits to the employee, etc. The article defines the moment of the emergence of labor relations, because, according to the author, it is not the same as the moment of concluding an employment contract, and therefore this issue deserves a more detailed consideration. The author also defined the classification and listed the types of employment contracts according to the following standards: according to the time criterion, open-ended, fixed-term employment contracts and contracts concluded for the duration of work are distinguished; according to the form of agreement, they are divided into oral and written; according to the form of labor organization, it is possible to distinguish a contract on out-work, a contract on remote work, an employment contract with non-fixed working hours, etc., and part three of Article 21 of the Labor Code of Ukraine provides for a special form of employment contract - a contract.
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38

Omieczyńska, Sylwia. "Employment of a partner under an employment contract." Doradztwo Podatkowe - Biuletyn Instytutu Studiów Podatkowych 11, no. 339 (November 29, 2024): 42–49. http://dx.doi.org/10.5604/01.3001.0054.8683.

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Work is an inseparable part of life in society. Thanks to work, we develop and earn money. In addition, through our work,we develop the state by paying public law dues from the employee – and more specifically taxes. In this situation, theemployee is paid personal income tax – PIT, which is one of the tax pioneers supplying the economy of our country.Another public law liability is social security contributions, which protect the employee against the inability to take upwork due to age, illness or random accidents. They are a kind of security of existence in a situation where we no longerreceive remuneration as an employee. Everyone should be provided with them, because human aging is inevitable, andwith it the loss of strength, resulting in the lack of employment opportunities. The source of work may be, among others,an employment contract. This is one of the safest contracts, guaranteeing the employee various types of security – frominsurance or in the event of damage. An employment contract requires the fulfillment of certain conditions set by law.Mainly the requirements of the Labor Code, but these are not the only premises. On such an agreement, it is possibleto employ, among others, partners in partnerships and capital companies. Each of these companies has its own specificrequirements that must be adapted to employment. The requirements are shaped on the basis of the CommercialCompanies Code. Employment in partnerships must be different from running the company’s affairs and representingit. On the other hand, in capital companies, an employee who is a shareholder cannot be the majority shareholder.There must be a situation of subordination to one’s employer-company. Appropriate adaptation of legal regulationswill allow us to achieve the given legal status we are looking for and the desired legal effects and benefits.
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Mäkeläinen, Emma-Lotta, Sofia Toivonen, and Tiina Räsänen. "Proper, Weighty and Extremely Weighty Cause to End an Employment Contract in Finland." Udayana Journal of Law and Culture 2, no. 1 (May 25, 2018): 1. http://dx.doi.org/10.24843/ujlc.2018.v02.i01.p01.

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Employment relationship can be ended in many ways and under different circumstances. This article discusses the rules in Finland regarding the termination of employment contract. It analyses in outline what can be considered as a proper and weighty reason or an extremely weighty reason to end an employment contract. The Finnish Employment Contracts Act demands that there must always be a proper and weighty reason to end the employment contract. If the employer wants to end the employment contract summarily without notice, there must even be an extremely weighty reason to do that. Even though the employment legislation stipulates that there must be a legal ground to end the employment contract, the legislation does not contain any list of the acceptable grounds of termination or cancellation of the employment contract. In the legal practice and legal literature, it has been argued that the proper and weighty reason may be for example the neglect of the work obligations, competing activity and violating of the business secrets, use of intoxicants, criminal activity and inappropriate behaviour and in some cases even illness. However, the grounds for the termination or cancellation of the employment contract cannot be precisely defined because every termination and cancellation of the employment contract is unique.
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40

Zhang, Yuchao, Ting Ren, and Xuanye Li. "Psychological contract and employee attitudes." Chinese Management Studies 13, no. 1 (April 1, 2019): 26–50. http://dx.doi.org/10.1108/cms-06-2017-0171.

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Purpose This paper aims to investigate the Chinese employment relationship under the framework of psychological contracts. The authors explored the effects of firm ownership (in terms of state-owned and private enterprises) and employment type (in terms of permanent and temporary employees) on employee perceptions of psychological contract. In addition, the associations between fulfilled psychological contract and various dimensions of employee attitudes were examined. Design/methodology/approach The authors adopted a questionnaire as the primary instrument to investigate the impact of firm ownership and employment type on psychological contract perceptions and outcomes. The analysis was based on a Chinese sample of a size of 363 employees. Findings The results indicate that state-owned employees overall reported fewer promises (employer under-obligation promised psychological contract), while private employees tended to have more promises (mutual high obligation, employer over-obligation and quasi-spot obligation promise-based psychological contract). Permanent employees reported high fulfillment (employer over-obligation, mutual high obligation and employer under-obligation fulfilled psychological contract). In contrast, temporary employees presented many promises (mutual high obligation promised psychological contract) and low fulfillment (quasi-spot fulfilled psychological contract). In general, firm ownership had weak effects on permanent and temporary employees’ perceptions of promise-based psychological contract, but no significant influence on fulfillment-based psychological contract. Moreover, psychological contract fulfillment was positively related to employees’ fairness perception and job satisfaction, while negatively related to the intention to quit. The authors failed to find comprehensive statistical support for the moderating effects of firm ownership or employment type. Originality/value The study contributes to the literature through a number of ways. First, instead of psychological contract breach, the authors use psychological contract fulfillment as a direct measure to examine the relationship between psychological contract and employees’ attitudes. Second, they investigate the effects of firm ownership on employment relationship under the psychological contract framework, enriching the institutional lens of the issue. Third, while majority of psychological contract studies concerning employment type concentrate on either permanent or temporary employees, the authors take both types into account. Fourth, they integrate perspectives of firm ownership and employment type. Finally, the authors perform the study in the Chinese context, which offers extra evidence to the body of psychological contract literature.
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41

Pidpala, Iryna. "Features of seafarers employment contracts." Journal of Education, Health and Sport 9, no. 11 (November 29, 2019): 455–65. http://dx.doi.org/10.12775/jehs.2019.09.11.042.

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This article has explored the features of the employment contract of seafarers. The parties to this contract are the seafarer and the shipowner, who have their own subjective rights and obligations, which are defined as contracts of tax and labor law in general. Legal regulation of contracts is carried out by both international and labor legislation of the sailor's country. Objective features of seafarers' labor relations necessitate the establishment of special norms regulating working crew members of seagoing vessels, because they perform the labor functions of seafarers, attract grounds for sectoral differentiation of legal regulation of their work. Certainly, seafarers must be very attentive when concluding a contract, pay attention to the minimum list of clauses of the employment agreement, do not sign an incomplete agreement, make sure about the specified wages, compensation payments, and other conditions, show legal literacy.
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42

Arnow-Richman, Rachel. "Foreword: The Role of Contract in the Modern Employment Relationship." Texas Wesleyan Law Review 10, no. 1 (October 2003): 1–8. http://dx.doi.org/10.37419/twlr.v10.i1.1.

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To be sure, many questions about the relationship between contract and employment remain unanswered. The complexity of employment issues-the inherent tension between public regulation and private ordering, between legal agreements and moral obligations, between business interests and human need-will doubtlessly continue to challenge courts and legal scholars. The voices collected here offer a first step toward a richer understanding of the contractual dimension of employment and employment's influence on contracts in addressing some of the most pressing issues of the contemporary labor economy.
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Mediawati, Noor Fatimah, and Rifqi Ridlo Phahlevy. "The Importance of Employment Contract for Umsida Quality Employees Improvement." Rechtsidee 2, no. 2 (December 1, 2015): 141. http://dx.doi.org/10.21070/jihr.v2i2.106.

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The absence of employment contracts in UMSIDA recognized cause some problems. Especially in improving the performance of employees. Issues a little more disturbing harmonious labor relations between employees and UMSIDA. In the terminology of the Labour Act, employment contract terms it is known as the Employment Agreement. Where the existence of labor agreement / contract employment is expected to harmonize the working relationship with the employer in accordance with the applicable rules. The existence of employment contracts is also a legal instrument which according to researchers ought to be put forward in efforts to increase the qualifications and competence of employees. By contract it will also avoid things that are not desirable in an employment relationship, because each party will always carry out their rights and responsibilities are aligned and balanced. Tranquility in the work and the guarantee of legal protection are expected to improve employee performance especially towards quality UMSIDA 2020. So this study explored further the urgency employment contract once its design. How To Cite: Mediawati, N., & Phahlevy, R. (2015). The Importance of Employment Contract for Umsida Quality Employees Improvement. Rechtsidee, 2(2), 141-156. doi:http://dx.doi.org/10.21070/jihr.v2i2.106
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Khadjaeva, Saodat. "IMPORTANCE OF ELECTRONIC EMPLOYMENT CONTRACT." JOURNAL OF LAW RESEARCH 6, no. 9 (September 30, 2021): 33–40. http://dx.doi.org/10.26739/2181-9130-2021-9-4.

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This article discusses issues related to the importance of an electronic contract concluded electronically.Inthearticle,specialattentionispaidtoissuesrelatedtothecomprehensivedisclosureofongoingreforms,improvementoflaborlegislation,aswellasputforwardproposalsforconcludinganemploymentcontractelectronically.Atthesametime,thisworkrevealsthecurrentpracticeofconcludingandregisteringanelectroniccontractanditsadvantages.In this scientific publication were analyzedopinions of scientists on the translation of an employment contract into electronic form and other issues related to an employment contract.Keywords: labor, contract, form, electronic, conclusion, employee, employer, labor relations, indefinite, term
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DAMBAEVA, I. V. "Termination of social employment contract." Eurasian Law Journal 4, no. 143 (2020): 174–76. http://dx.doi.org/10.46320/2073-4506-2020-4-143-174-176.

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Blaug, Mark. "Education and the Employment Contract." Education Economics 1, no. 1 (January 1993): 21–33. http://dx.doi.org/10.1080/09645299300000004.

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Charness, Gary, and David I. Levine. "Changes in the employment contract?" Journal of Economic Behavior & Organization 47, no. 4 (April 2002): 391–405. http://dx.doi.org/10.1016/s0167-2681(01)00207-4.

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Wood, Sir J. "The Mythical Contract of Employment." Denning Law Journal 5, no. 1 (October 30, 2012): 141–50. http://dx.doi.org/10.5750/dlj.v5i1.198.

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Davies, A. C. L. "The Contract for Intermittent Employment." Industrial Law Journal 36, no. 1 (March 1, 2007): 102–18. http://dx.doi.org/10.1093/indlaw/dwl043.

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Davydova, Iryna. "FROM EMPLOYMENT TO GIG CONTRACT." Journal of Civil Studies, no. 52 (2024): 56–59. http://dx.doi.org/10.32782/chc.v052.2024.9.

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