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Journal articles on the topic 'Form of an employment contract'

Author: Grafiati

Published: 30 May 2022

Last updated: 31 July 2025

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1

Lemieux, Thomas, W. Bentley MacLeod, and Daniel Parent. "Contract Form, Wage Flexibility, and Employment." American Economic Review 102, no. 3 (2012): 526–31. http://dx.doi.org/10.1257/aer.102.3.526.

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We begin with two uncontroversial hypotheses - firm productivity is expensive to measure and employment entails relationship-specific investments. These assumptions imply that firms would optimally choose fixed-wage contracts, and complement these with bonus pay when measuring employee performance is not too costly. These assumptions imply that under an optimal employment contract hours of work is less responsive, while total compensation is more responsive to shocks under bonus-pay contracts compared to fixed wage contracts. Using data from the Panel Study of Income Dynamics (PSID) where shoc

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2

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 relation

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3

Khadjaeva, Saodat. "IMPORTANCE OF ELECTRONIC EMPLOYMENT CONTRACT." JOURNAL OF LAW RESEARCH 6, no. 9 (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

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4

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 (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 appr

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Micle, Ioan. "DISCIPLINARY AND CRIMINAL LIABILITY OF THE EMPLOYEE - FORM OF LEGAL LIABILITY." Agora International Journal of Juridical Sciences 9, no. 3 (2015): 29–37. http://dx.doi.org/10.15837/aijjs.v9i3.2140.

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The duration and nature of the employment contract does not have an influence on the existence of any misbehavior. Any employee with employment contract, either fixed or indefinite period, even if they are on probation, is likely to respond to disciplinary action. Also, the person who performs work under a contract of employment which proves to be invalid is obliged to obey the order and discipline of work, being unable to defend himself against disciplinary action by invoking vices in the employment contract.

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Raonić, Rajko. "TRANSFORMACIJA UGOVORA O RADU NA ODREĐENO U NEODREĐENO VRIJEME U CRNOJ GORI." Glasnik prava 15, no. 1 (2024): 61–76. http://dx.doi.org/10.46793/gp.1501.61r.

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Ever since the need for human work appeared on planet Earth, people have resorted to clearly defining their work relationship, all with the sole aim of being safe at a certain work-work task and thus ensuring their own existence as well as that of their family. In order to succeed in that desire, they resorted to various methods to demonstrate loyalty to the employer. With the evolution of labor law and the employment relationship itself, one of the most appropriate methods of binding the worker-employee is certainly the employment contract, which gained its full expansion at the beginning of

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7

Collins, H. "Legal Responses to the Standard Form Contract of Employment." Industrial Law Journal 36, no. 1 (2007): 2–18. http://dx.doi.org/10.1093/indlaw/dwl037.

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8

Tomanek, Artur. "THE FREEDOM OF CONTRACT AND ADDITIONAL CONTRACTS OF THE PARTIES TO THE EMPLOYMENT RELATIONSHIP." Roczniki Administracji i Prawa specjalny, no. XXI (2021): 427–41. http://dx.doi.org/10.5604/01.3001.0015.6151.

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The issue of freedom of contract in the individual labour law is discussed in this text taking into account the additional conctracts, concluded by the employer and the employee in addition to the primary contract (i.e. employment contract). The scope of freedom of contract which is construed in the relation to the additional contracts shows deviations from the basic model. The main difference is the recognition of the rule of numerus apertus (as opposed to numerus clausus rule) of additional conctracts. The specifity of additional contracts extends the freedom of parties of an employment rela

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9

Róg-Ilnicka, Joanna. "O wybranych konsekwencjach nietypowych form zatrudnienia w świetle wywiadów jakościowych." Studia Demograficzne, no. 2(164) (December 6, 2013): 81–92. http://dx.doi.org/10.33119/sd.2013.2.4.

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Selected results of the qualitative research about social and individual consequences of non – typical forms of employment are presented. The research was carried out in the Lubuskie voivodship in 2011. They seem to show that the inhabitants of this province are aware of advantages and disadvantages of the flexible labour market. For some people flexible job contracts offer a chance to create self-made careers. Some people declare flexible jobs as a substitute under a lack of full-time jobs in searching for job. They understand that flexible jobs counteract unemployment and guarantee any

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10

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

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11

Huysamen, Elsabé. "An Overview of Fixed-Term Contracts of Employment as a Form of A-typical Employment in South Africa." Potchefstroom Electronic Law Journal 22 (October 11, 2019): 1–42. http://dx.doi.org/10.17159/1727-3781/2019/v22i0a4605.

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A fixed-term employment contract is an example of atypical or non-standard employment. Fixed-term appointments can have many benefits when utilised for proper and lawful reasons. These contracts are frequently abused, however, by unscrupulous employers and are generally regarded as providing less security to employees than permanent employment. The article considers the general use of fixed-term contracts and addresses selected issues pertaining to the 2014 amendments to the Labour Relations Act 66 of 1995 in as far as these contracts are concerned. The article also considers the potential eff

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12

Rahmatillah, Muhammad Syaukas, and Edi Yuhermansyah. "LEGAL PROTECTION FOR WORKERS AT LKP SAHABAT CENDEKIA SIGLI, INDONESIA." JURISTA: Jurnal Hukum dan Keadilan 8, no. 1 (2024): 325–44. http://dx.doi.org/10.22373/jurista.v8i1.144.

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The Institute of Courses and Education or LKP is one form of non-formal education institution that employs educators as applicable in formal education. However, in some LKP cases, it raises problems including the absence of contractual provisions of employment agreements that cause uncertainty and protection for both parties between LKP and workers. For this reason, the focus of this research is how is the system and form of employment contract and its implementation at LKP Sahabat Cendekia Sigli, and how is the legal protection for workers at LKP Sahabat Cendekia Sigli reviewed according to t

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13

Kot-Radojewska, Magdalena, and Iryna V. Timenko. "Employee loyalty to the organization in the context of the form of employment." Oeconomia Copernicana 9, no. 3 (2018): 511–27. http://dx.doi.org/10.24136/oc.2018.026.

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Research background: Organizations that function in the contemporary, competitive economy attribute the increased importance to employee loyalty, which translates, to a large extent, into commitment to work. A loyal employee, strongly associated with the organization, is its valuable asset. On the other hand, in the dynamically changing reality, organizations more often use the alternative, flexible forms of employment, which are not only a response to the needs of the organization, but also employees themselves. Purpose of the article: The purpose of the paper is to examine the relation

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14

Faizin, Mu'adil. "Digital Employment Contract Practices (Contentpreuner – Mediapreuner) Media Industry in Indonesia." Jurnal Hukum dan Kenotariatan 7, no. 4 (2023): 226–38. http://dx.doi.org/10.33474/hukeno.v7i4.20802.

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The practice of digital-based work contracts is experiencing rapid development, one form of business that uses digital-based work contracts, namely Mediapreuner, an example of a fairly large Mediapreuner business model in Indonesia, namely the Pikiran Rakyat Media Network (PRMN). The reality found on the ground, digital work contracts have been carried out massively, even by business networks that are national in scale. This seems to reconstruct the work contract culture that has been widely practiced by business people, starting from the MoU process. This then encourages researchers to carry

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15

Duraj, Tomasz. "COOPERATIVE EMPLOYMENT CONTRACT AS THE BASIS FOR ESTABLISHING AN EMPLOYMENT RELATIONSHIP." Roczniki Administracji i Prawa specjalny, no. XXI (2021): 261–73. http://dx.doi.org/10.5604/01.3001.0015.6116.

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The subject of the foregoing study is the characteristics of the cooperative employment contract, which is the basic form of employment of worker cooperatives members, and, in principle, is used only there. The legislator requires that, in addition to the cases laid down in the provisions of the Cooperative Law, the cooperative member is employed for the entire duration of the membership on the basis of a cooperative employment contract, which has a significant impact on the way in which the contract is concluded and its content. Pursuant to Article 182 of Cooperative Law, as soon as a person

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16

Sokolenko, N. N. "Conclusion of an employment contract: some problems." Voprosy trudovogo prava (Labor law issues), no. 6 (June 30, 2023): 324–31. http://dx.doi.org/10.33920/pol-2-2306-01.

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In modern conditions, a labor contract is a form of individual labor regulation that allows you to across-the-board assess the personal abilities of an employee, personalize his labor duties, individualize, specify working conditions, including the employer’s ability to establish benefits and guarantees, in addition to those established by law. However, the analysis of law enforcement and judicial practice of concluding an employment contract allows us to talk about some problems of legal regulation that need to be solved.

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17

Islomqulova, Shokhsanam. "LABOUR RELATIONSHIPS IN CIVIL LAW. DIFFERENCE BETWEEN LABOUR AND CIVIL CONTRACTS." JOURNAL OF LAW RESEARCH 6, no. 9 (2021): 25–32. http://dx.doi.org/10.26739/2181-9130-2021-9-3.

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This article examines how and by what normative legal acts labor relations in civil law are regulated. This article analyzes errors and shortcomings in civil law contracts related to the provision of services in practice, as well as difference labor contracts and civil law contracts and errors that are allowed in their registration. The aspects and proposals that are necessary to eliminate and prevent offenses are also emphasized. The content, form, parties to the contract, obligations and rightsof the parties, obligations for violation of the contract, grounds for termination of the contract

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18

Sadovei, Nicolae, and Tatiana Mihailov. "Considerations on legal regulation of the on call employment contract." Supremacy of Law, no. 2 (July 2024): 99–107. https://doi.org/10.52388/2345-1971.2023.2.11.

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The on-call employment contract represents a distinctly atypical form of employment characterized by the fact that, in the employment contract concluded between the parties, typically, there is no clause specifying a minimum number of working hours that the employee would be obliged to work for and in favor of an employer, and therefore there is no correlative obligation to pay the salary by the employer. Such a contractual form finds its express regulation at the level of national legislations of the member states of the European Union, while each member state has its own regulatory specifics

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19

Nádas, György, and Tamás Prugberger. "Voluntary errors as causes of challenge in the employment relationship." European Integration Studies 18, no. 2 (2022): 17–23. http://dx.doi.org/10.46941/2022.e2.17-23.

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The study covers two main topics. The first part of the study deals with the avoidance of the statement on commitment relating to relating to employment. Thus, the Hungarian Labour Code, in contrast to the provisions of the Hungarian Civil Code, assures a quite short period for the avoidance of the statement, in case of coercion, threat, mistake or mislead. In the opinion of the author, this special, shorter period is not justified. In the second part of the study, the author proposes to handle employment-related legal acts similarly to consumer contracts, since labour contracts are mostly con

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20

Chernykh, N. V. "Self-Employed Labor — A New Form of Atypical Employment?" Actual Problems of Russian Law 16, no. 12 (2021): 98–108. http://dx.doi.org/10.17803/1994-1471.2021.133.12.098-108.

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The paper raises the problem of the status of self-employment in the context of referring self-employment to the forms of exercising citizens’ right to freely choose their type of activity, analyzes the development of legislation regulating the self-employed. The author highlights uncertainty in the issue of classifying a self-employed as a subject of entrepreneurial activity. The paper examines the problem of the possible use of self-employment to bypass labor legislation in terms of hiring workers under an employment contract. The author dwells on her stance concerning the need to include no

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21

Chamdani, Chamdani, Budi Endarto, Sekar Ayumeida Kusnadi, Nobella Indrajaja, and Syafii Syafii. "Perlindungan Hukum Terhadap Pekerja/Buruh Yang Putus Hubungan Kerja Sebelum Masa Kontrak Kerja Berakhir." Jurnal Kepastian Hukum dan Keadilan 4, no. 1 (2022): 1. http://dx.doi.org/10.32502/khk.v4i1.4672.

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This research is a conceptual study that aims to analyze the form of legal protection for workers who break their employment before the contract period ends by using the logic of deductive thinking with a statutory approach (statute approach). by relying on the concepts of its incarnation, views or doctrines that have existed with legal materials accessed through the internet after the enactment of Law No. 11 of 2020 concerning Job Creation. The results show that the government's constitutional obligation not only provides the widest possible employment for citizens, but also obliges to provid

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22

ROBA, Roxana. "PROBATION PERIOD IN THE INDIVIDUAL LABOR CONTRACT. THEORETICAL AND PRACTICAL ASPECTS." Curentul Juridic/Juridical Current 98, no. 3 (2024): 53–61. http://dx.doi.org/10.62838/cjjc-2024-0020.

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To check the skills of the employee, at the conclusion of the individual employment contract for an indefinite period, a probation period of no more than 90 calendar days may be established for the execution functions and no more than 120 calendar days for management positions. The probation period is, as a rule, optional, in the individual employment contract and is stipulated in the form of a contract clause. There are a number of important advantages in this way of checking the skills of the employee, which is why in practice it is frequently used by the parties of the individual employment

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23

Ofman, Elena M. "The mechanism of implementation of the subjective right of the employer to conclude an employment contract and the formation of its content." Vestnik Tomskogo gosudarstvennogo universiteta. Pravo, no. 48 (2023): 132–49. https://doi.org/10.17223/22253513/48/12.

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The subjective right of an employer to conclude an employment contract is fixed in Article 22 of the Labor Code of the Russian Federation, however, the mechanism of its implementation is not legally defined. The normative and doctrinal interpretation of the employment contract suggests that the employment contract is understood as an agreement between the parties; the parties to the contract (and the employer first of all) are free to form its content; the employment contract is stable; the basis for signing the employment contract is a decision made by the employee and the employer; the court

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Dr., Mufti Muhammad Anas Rizwan. "MODERN APPROACH TOWARDS "STANDARD FORM" CONTRACTS: A LEGAL PERSPECTIVE." Al-Misbah Research Journal 02, no. 03 (2022): 8–25. https://doi.org/10.5281/zenodo.7261814.

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<em>In “Standard Form” contracts, one party drafts the terms and conditions and the other party is invited to accept it or leave it. Only option for the invited party is either adhere to all the terms and conditions or leave it altogether. Standard forms are commonly used in the contemporary complex world of mass corporations, mass production of goods and services among others.In addition to agreements in commercial transactions standard terms and conditions are used in agreements with public authorities, multinational corporations, huge corporations, the banking industry, the insu

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25

Jaworska, Katarzyna. "TEMPORARY EMPLOYMENT OF TEACHERS." Roczniki Administracji i Prawa specjalny, no. XXI (2021): 479–86. http://dx.doi.org/10.5604/01.3001.0015.6186.

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The employment of teachers is stable. The preferred legal form of performing work is an employment relationship for an indefinite period. Employment under a fixed-term employment contract is exceptionally permissible. The Teacher’s Charter identifies four such situations. This does not mean that temporary employment may last for many years. The legislator introduced special mechanisms limiting the duration of these contracts. Exceeding the limit indicated in the act results in the transformation by operation of law into an unlimited employment relationship. Also, unlawful entrustment of work f

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26

Näslund, Lovisa. "The Employment Contract as Materialization of Social Order. Contracts at Albert Ranft’s Stockholm theatres, 1895-1926." Nordic Theatre Studies 29, no. 1 (2017): 81. http://dx.doi.org/10.7146/nts.v29i1.102969.

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In the archive, the materialized traces of theatrical organization and performances remain. In this paper, we focus on the employment contract, as a type of source material commonly found but rarely studied in theatre studies. Empirically, the paper is based on a study of contracts from Albert Ranft’s Stockholm theatres, 1895-1926. Ranft built his commercially funded theatrical empire in Stockholm in a period when the competition from subsidized theatre was minimal, and for a time dominated the Stockholm theatres. The study demonstrates how the study of employment contracts allows us to form a

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Näslund, Lovisa. "The Employment Contract as the Materialization of the Social Order. Contracts at Albert Ranft’s Stockholm theatres, 1895-1926." Nordic Theatre Studies 29, no. 1 (2018): 81. http://dx.doi.org/10.7146/nts.v29i1.103310.

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In the archive, the materialized traces of theatrical organization and performances remain. In this paper, we focus on the employment contract, as a type of source material commonly found but rarely studied in theatre studies. Empirically, the paper is based on a study of contracts from Albert Ranft’s Stockholm theatres, 1895-1926. Ranft built his commercially funded theatrical empire in Stockholm in a period when the competition from subsidized theatre was minimal, and for a time dominated the Stockholm theatres. The study demonstrates how the study of employment contracts allows us to form a

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Glotova, Irina A. "EVALUATION OF THE STABILITY’S FACTORS OF LABOR RELATIONS IN THE CONDITIONS OF THE DIGITAL ECONOMY AT THE CONTEXT OF FIXED-TERM EMPLOYMENT CONTRACTS IN RUSSIA AND ABROAD." Vestnik Tomskogo gosudarstvennogo universiteta. Pravo, no. 39 (2021): 149–58. http://dx.doi.org/10.17223/22253513/39/12.

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Temporary employment is defined in the scientific literature as atypical for the sphere of wage labour and even as an element of precarious employment. Today, fixed-term labour contracts are seen as a mechanism for labour market actors to respond to any shocks in the economy, a way of flexibly regulating the number of employees and reducing "dead" costs for employers. Russian labour law prohibits the conclusion of fixed-term employment contracts for the purpose of avoiding the rights and guarantees provided for workers with whom an indefinite-term employment contract is concluded. But extensiv

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Fahwan Gayo, Muhammad Agiel, Ridwan Nurdin, and Badri Hasan. "LABOUR PROTECTION SYSTEM AT PDAM TIRTA DAROY ACCORDING TO IJÂRAH 'ALA AL-'AMÂL CONTRACT." JURISTA: Jurnal Hukum dan Keadilan 5, no. 2 (2021): 147–87. http://dx.doi.org/10.22373/jurista.v5i2.3.

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The implementation of employment contracts in a company must prioritise the welfare of workers contracted by the company even though the employment contract mechanism itself has been determined in the Law, but there are several aspects in accordance with the contract in Islamic teachings that must be applied where this is regulated in the Ijarah Ala Al Amal contract, in this study the authors took research concentration in PDAM Tirta Daroy, where how the mechanism for implementing employment contracts at PDAM TIrta Daroy has been running according to the provisions of the Ijarah Ala Al Amal co

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Ilham, Rianza Naufalfalah, and Akmal Risqi Yudhianto Pratama. "Employment Contracts in the Transformation of Employment Law: Analysis of the Shift of Employment Contracts Through Public Law." AURELIA: Jurnal Penelitian dan Pengabdian Masyarakat Indonesia 3, no. 1 (2024): 666–71. http://dx.doi.org/10.57235/aurelia.v3i1.1701.

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This research analyzes the transformation of employment contract law in Indonesia, focusing on the shift from the private dimension to integration with public law. The research methods used involve analysis of legal documents, literature studies, and an in-depth understanding of changes in labor regulations. The approach taken in this research is normative, exploring legal developments and their impact on employment relations. A normative approach is used to outline the philosophy behind Article 102 (2) and (3) of Law no. 13 of 2003. The research tries to combine the understanding of law, the

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Ali, Annisa Hummatul Maula. "Kecemasan Menghadapi Berakhirnya Masa Kontrak Kerja Pada Karyawan Kontrak PT. Intecon Bangun Persada Jember." Psychospiritual: Journal of Trends in Islamic Psychological Research 2, no. 2 (2023): 77–86. https://doi.org/10.35719/psychospiritual.v2i2.25.

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Feelings of worry, restlessness, anxiety, and unease are common symptoms of anxiety. The anxiety felt by contract employees is fear if the work contract that has been agreed between the company and the employee ends. Worries about their survival make contract employees feel anxious. This research aims to determine the factors that make contract employees feel anxious when facing the end of their work contract at PT. Intecon Bangun Persada. To find out the form of anxiety experienced by contract employees who are facing the end of their employment contract at PT. Intecon Bangun Persada. To find

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Azkar, Shul Thanul, and Umi Khaerah Pati. "Analysis of Employment Contracts after Implementation of Law of The Republic Indonesia No. 11 in 2020 Concerning Employment Creation (Case Study in Pt Perkebunan Nusantara XIII)." Journal of Law, Society, and Islamic Civilization 10, no. 2 (2022): 122. http://dx.doi.org/10.20961/jolsic.v10i2.65190.

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This research aims to examine the implications of Law of The Republic of Indonesia No. 11 of 2020 On Job Creation to the substance of the Employment Contract and analyze its implementation in a company (PT Perkebunan Nusantara XIII) to the worker after the ratification of the new regulation. The employment contract material that will be studied in this study focuses on the substance of the employment contract starting from the form, contract elements, and contract structure to the anatomy of the contract enforced by PT Perkebunan Nusantara XIII. This research is descriptive empirical legal res

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Radizlov, A. "THE ROLE OF THE LABOR CONTRACT IN THE IMPLEMENTATION OF THE RIGHTS AND OBLIGATIONS OF THE PARTIES OF THE LABOR LEGAL RELATIONS." Social Law, no. 2 (April 23, 2019): 195–200. http://dx.doi.org/10.37440/soclaw.2019.02.30.

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The article is devoted to the study of the role of the employment contract in the realization of therights and obligations of the parties to the employment relationship. The views of well-known scientistsconcerning the nature of the employment contract and labor relations are investigated. Attention is drawnto the fact that along with the fact that the employment contract is the basis for the emergence ofemployment relationships, it is also their regulator. The feasibility of the future Labor Code of Ukrainesubstantiates as fully as possible the rights and obligations of employees and employer

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Zainul Akhyar, Muhammad Elmy, and Maritatul Kiptiah. "Juridical Analysis of Contract Work Agreements For Honorary Employees and The Right To Obtain Employment and A Decent Livelihood For Humanity." LITERACY : International Scientific Journals of Social, Education, Humanities 3, no. 2 (2024): 22–42. http://dx.doi.org/10.56910/literacy.v3i2.1480.

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The issue of contract workers emerged following the enactment of Law Number 5 of 2014 regarding State Civil Apparatus and Government Regulation Number 49 of 2018, which implied the termination of contract workers in government agencies. The objectives of this research are: 1. To understand the process and content of employment agreements signed by the parties, reviewed from a juridical aspect for contract workers in the ULM environment. 2. To determine the right to work and obtain decent income for humanity for contract workers in the ULM environment from a juridical aspect, and 3. To identify

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Seri Mughni Sulubara, Amrizal Amrizal, Ashari Efendi, Zainal Abidin, and Budiman Budiman. "Aturan Hukum Terhadap Atlet E-Sport Terkait Kontrak Kerja." Eksekusi : Jurnal Ilmu Hukum dan Administrasi Negara 1, no. 3 (2023): 141–51. http://dx.doi.org/10.55606/eksekusi.v1i3.467.

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E-sport is a new electronic sport that involves competing in video games. E-sports is known as a sport that uses gaming as its field. Growing e-sports provides many benefits to players who want to become pro players or e-sports athletes. The form of legal protection that can be given to e-sport athletes is preventive and repressive, one of which is done through an employment agreement contract with athletes, so that the employment agreement contract can be a form of legal remedy in employment agreements related to wages. This study aims to determine how the legal rules apply to e-sport athlete

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Synchuk, S. M. "Employee’s working hours as a condition of the employment contract." Analytical and Comparative Jurisprudence 1, no. 3 (2025): 541–45. https://doi.org/10.24144/2788-6018.2025.03.1.83.

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The article clarifies the legal characteristics of working hours as a condition of an employment contract in modern conditions. The author emphasizes that the contractual legal status of the subjects of labor relations is the content of an employment contract as a set of conditions formed by the mutual expression of will of these subjects. Among the individually negotiated (mutually agreed) terms of an employment contract, the essential terms are distinguished. The author supports the need for legislative consolidation of the concept and list of essential terms of an employment contract, which

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Zhyhylii, S. P. "Non-disclosure of trade secrets is one of the important conditions of an employment contract." Analytical and Comparative Jurisprudence, no. 2 (April 28, 2025): 421–25. https://doi.org/10.24144/2788-6018.2025.02.60.

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In the conditions of the functioning of the digital (information) society, ensuring the legal protection of trade secrets becomes particularly relevant, which necessitates the need to improve and adapt legal mechanisms to the dynamic development of information technologies. Today, trade secrets are a key factor in the economic development of an enterprise, providing it with competitive advantages, the possibility of market dominance, increased profitability, the creation of barriers to entry for competitors, increased investment attractiveness and effective protection of innovations. At the sa

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Piwowar-Sulej, Katarzyna, and Dominika Bąk-Grabowska. "The Impact of Mandate Contract and Self-Employment on Workers’ Health—Evidence from Poland." International Journal of Environmental Research and Public Health 18, no. 6 (2021): 3138. http://dx.doi.org/10.3390/ijerph18063138.

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The purpose of the study is to analyze the correlations between two clearly defined forms of non-standard employment (self-employment and mandate contract) and workers’ health. The study also addressed such variables as gender, age, length of service, and the reason for employment (voluntary vs. non-voluntary). The research was carried out in Poland in 2020 using the CATI method (a telephone interviewing technique), and it covered a sample of 200 workers (100 self-employed and 100 working under a mandate contract). Most of the respondents declared that their form of employment did not affect t

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Sydorenko, V., O. Sakhno, A. Lukiianchuk, A. Denysova, and V. Kharahirlo. "Labor relations in the field of professional (vocational) education: theoretical and applied aspect." Fundamental and applied researches in practice of leading scientific schools 38, no. 2 (2020): 122–26. http://dx.doi.org/10.33531/farplss.2020.2.22.

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The article examines theoretical and applied aspects of labor relations in the field of professional (vocational) education. The authors highlight the problems, indicators and mechanism of regulation of labor relations in the field of professional (vocational) education. There is the analysis of the state of normative-legal regulation of conditions and grounds for hiring scientific and pedagogical workers, as well as the grounds, procedure and guarantees for dismissal of employees of this category. The authors focus in the article on the description of the conditions for concluding, performing

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Agashev, Dmitry V. "Invalidity of the employment contract and recognition of the employment contract as not valid as a promising way to protect labour rights." Russian Journal of Labour & Law 13 (2023): 245–60. http://dx.doi.org/10.21638/spbu32.2023.117.

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The study is devoted to the substantiation and formulation of proposals for the implementation in Russian labour law of a promising way of protecting individual labour rights — invalidity of the employment contract and the recognition of an employment contract as inactive in court, as well as their ratio. Based on the analysis of the labour legislation of the Russian Federation and other states of the EAEU, an analysis is made of the current state of the normative legal regulation of the issues of the invalidity of an employment contract. It is proposed to fix in the Russian labour legislation

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Wieczorek, Mariusz. "Dualny charakter zatrudnienia dyrektora instytutu Sieci Badawczej Łukasiewicz." Studia z zakresu Prawa Pracy i Polityki Społecznej 31, no. 2 (2024): 135–42. http://dx.doi.org/10.4467/25444654spp.24.011.19486.

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The directors of Łukasiewicz Research Network institutes and their deputies are both the employees of a Network institute and individuals hired under management contracts. The legislator has selected this dual employment model involving two legal relationships. One is a relationship of employment based on appointment, the other a civil relationship of employment based on a contract of Network institute management. The employment model of a Network institute director is opposed to the view, established in the doctrine and judicial decisions, which treats as unacceptable using two grounds for wo

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Nidogon Višnjić, Sonja, and Neven Vrček. "Digital Transformation of Agencies for Students` Part Time Jobs in the Republic of Croatia." Journal of information and organizational sciences 45, no. 2 (2021): 513–33. http://dx.doi.org/10.31341/jios.45.2.9.

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Digital transformation (DT) of agencies for students`part time jobs in the Republic of Croatia (RC) began to be mentioned through the adoption of the Act of student activities (Act). The work of students in the Republic of Croatia is regulated by the Act [1], which provides the legal basis for the DT system of mediation in employment. The Act and the Ordinance oblige the mediator to keep all records in electronic form and define the possibility of issuing student contracts in electronic form, but up to now this form of contract has not been experienced in practice [1], [2]. The distinction bet

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Svichkarova, Yaroslava. "Attempt № 2 on “improvement of labor legislation on the concepts of non-standard forms of employment” (zero-hours contract)." Law and innovations, no. 1 (33) (April 5, 2021): 46–54. http://dx.doi.org/10.37772/2518-1718-2021-1(33)-7.

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Problem setting. Nowadays one of the little-studied forms of atypical employment in the science of labor law is on-call work. At the end of 2020, the Ministry of Economic Development, Trade and Agriculture of Ukraine prepared a draft Law of Ukraine “On Amendments to the Labor Code of Ukraine to regulate some non-standard forms of employment”, which proposed the construction of a zero-hours contract. This was the second “attempt” to introduce the construction of such an employment contract. If we analyze the definition and content of the zero-hours contract contained in the project, we can see

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Kalamatiev, Todor, and Nikola Murdzev. "Electronic documents and electronic signature as a means of concluding an employment contract." Radno i socijalno pravo : časopis za teoriju i praksu radnog i socijalnog prava 28, no. 2 (2024): 23–37. http://dx.doi.org/10.56461/rrsp2402_02.

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This paper investigates the possibility of using electronic documents and the electronic signature as a means of signing and concluding the employment contract between the employee and the employer. Furthermore, the paper analyzes EU Regulation 910/2014 on electronic documents, electronic identification and trust services, and consequently reflects to the existing legal regulations in the field of electronic documentation and labour law in the Republic of North Macedonia that regulate the form and the manner of concluding the employment contract. Lastly, the paper points out specific existing

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Kwiecień, Sebastian. "The Worker’s Employment Contract—the Legal Regulations of Interwar Poland." Roczniki Nauk Prawnych 28, no. 4 ENGLISH ONLINE VERSION (2019): 73–97. http://dx.doi.org/10.18290/rnp.2018.28.4-5en.

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In independent Poland, the foundations for a new area of law, that is, labour law were laid, abandoning the previously crucial principle of freedom of contract underlying the contractual relationship between an employee and the employer. On March 16, 1928, the President of the Republic of Poland issued an ordinance on labour contracts, defining mutual obligations of employees and their employers under an employment contract based on which the employee undertook to perform work for the employer against remuneration. The legislator permitted the conclusion of employment contracts in writing, ora

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Nusi, Novriyanto. "Electronic Legality Of Employment Contracts On Minor Children." Estudiante Law Journal 2, no. 2 (2020): 293–308. http://dx.doi.org/10.33756/eslaj.v2i2.13195.

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Based on the results of the study, the answers to the existing problems were obtained, that the validity of the employment contract between Youtube and the content creator who was still underage in the statutory provisions contained four conditions for the validity of an agreement, one of which involved the ability to make agreements. Like the real world, there are several requirements from the electronic service provider that must be approved by social media users, especially a content creator. These requirements are commonly known as terms of service. One of the things that are usually regul

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Soba, Giovani Marco Tarani, Sunarjo Sunarjo, and Ariyanti Ariyanti. "Legal Protection for Contract Workers Post Changes to Labor Laws." Jurnal Cakrawala Hukum 14, no. 3 (2023): 265–78. https://doi.org/10.26905/idjch.v14i3.11216.

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An employment relationship is a relationship that occurs between workers/laborers and employers who bind themselves through an employment agreement. An employment agreement is the basis for an employment relationship, whether it is carried out for a certain period or an indefinite period. There has been a change in the Law regarding limiting the period of implementation of a contract work agreement, so that it causes injustice to workers. It is feared that the change in regulation will provide the status of lifelong contract workers/laborers. The methodology used in this study is normative leg

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Honchar, R. V. "Termination of the employment contract for violation of labor discipline on the grounds provided for by special laws." Analytical and Comparative Jurisprudence, no. 4 (November 27, 2022): 157–62. http://dx.doi.org/10.24144/2788-6018.2022.04.28.

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The article states that terminating an employment contract is one of the most effective means of ensuring labor discipline. Disciplinary responsibility can be general or special. Special (official) disciplinary responsibility is provided only for specifically defined categories of employees and is established in statutes, provisions on disciplinary responsibility and special regulatory acts. It is characterized by the presence of a special subject of a disciplinary offense, a special nature of a disciplinary offense, special types of disciplinary penalties, a special procedure for imposing and

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Kasmoen, Jasper Mario, and Mohammad Saleh. "Legal Assurance Against Contract Workers in Review of Copyright Law." International Journal of Social Science Research and Review 5, no. 4 (2022): 92–96. http://dx.doi.org/10.47814/ijssrr.v5i4.264.

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This research is descriptive in a normative juridical manner, using secondary data, primary and secondary legal materials. Legal protection and welfare for workers is duty of government. One form of welfare is by making policies in form of revising Law Number 13 of 2003 concerning Manpower with Law Number 11 of 2020 concerning Job Creation and its derivatives Government Regulation of the Republic of Indonesia Number 35 of 2021 concerning Work Agreements for a certain time, Outsourcing, Time Work and Rest Time, and Termination of Employment. The Employment Creation Act has provided answers to p

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Malacka, Michal. "General commercial terms and standard-form contracts in international business relations." Bratislava Law Review 2, no. 2 (2018): 30–47. http://dx.doi.org/10.46282/blr.2018.2.2.102.

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The present paper discusses the importance of general commercial terms and business conditions as basis for the conclusion of commercial contracts. The paper describes the historical development of general commercial terms and the increasing importance of individually stipulated standard-form contracts as well as the influence of both legal sources on the contract practice in international trade. The notion “general commercial terms” (abbr. GCT) designates proposals for standard contracts as produced in many cases by neutral experts of national and international organizations, whereas the noti

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