Dissertations / Theses on the topic 'Termination by agreement'

La rupture du contrat de travail se caractérise en général par la volonté unilatérale d’une partie et ce n’est que par une construction jurisprudentielle issue du droit des contrats en application de l’article 1134 du Code civil que la rupture d’un commun accord a été rendue possible. Elle ne doit pas être confondue avec une transaction et ne poursuit pas les mêmes objectifs. Elle connu néanmoins un succès très restreint et fût mise à l’écart par le droit du travail. Ce mode de rupture amiable n’a connu sa consécration qu’avec la loi du 25 juin 2008 créant la rupture conventionnelle. Elle a été influencée par la jurisprudence relative à la rupture d’un commun accord classique pour finalement s’en éloigner définitivement et suivre son propre chemin. On a donc pu apprécier l’incidence que chacune des formes de rupture a pu avoir sur l’autre. Les litiges entre les parties, ainsi que les restrictions liées à l’état de santé du salarié ne font désormais plus obstacle à la conclusion d’une rupture conventionnelle, privilégiant ainsi la volonté des parties au détriment de la protection du salarié. Cette réforme a de plus créé une dualité entre ces deux régimes ; mais le juge a rapidement affirmé l’exclusivité de la rupture conventionnelle en ce qui concerne le contrat à durée indéterminée. Toutefois cette dualité persiste encore dans de nombreux domaines. Il semblait donc intéressant d’étudier les pistes destinées à améliorer encore ce mode de rupture amiable en essayant de concilier la fluidité et la sérénité des relations de travail<br>The termination of an employment contract is generally characterised by one party’s unilateral intention to terminate and the possibility to terminate by mutual agreement has only been construed by case law on the basis of article 1134 of the civil code. Such termination by mutual agreement is not to be confused with a transaction and does not pursue the same objectives. This construction has however not encountered much success and has been sidelined by labour law practitioners. The amicable termination of employment contracts has not been truly sanctioned until the law of 25 June 2008 that created the contractual termination. The contractual termination has been influenced by the case law that construed the termination by mutual agreement, but it ultimately moved away for good and followed its own path. It was thus possible to analyse the impact each kind of amicable termination had on its alternative. Legal proceedings between the parties and restrictions in connection with the health of the employee do not prevent a contractual termination, thereby privileging the autonomy of the parties over the protection of the employee. In the beginning there was a rivalry between the two kinds of termination, but case law has quickly established the exclusivity of the contractual termination for permanent employment contracts. However the duality remains in numerous other domains. It seemed thus interesting to study the possibilities that may improve the existing alternatives of amicable termination and reconcile fluidity and serenity in the employer-employee relationship

The final thesis deals with the theme of termination of employment contracts from the perspective of the law and the practice of the company. The aim of thesis is to introduce the reader to the issue of employment termination, to show the changes of Act No. 262/2006 Coll. Labour Code that became effective on January 1, 2012 with amendment No. 365/2011 Coll. in the theme of this thesis and to identify practices of employment termination in the monitored company. The methods used are observation, comparison, analysis and synthesis. In the theme of termination of employment contracts, the focus is given to termination by the employee, employer or by mutual agreement and also to invalid employment termination. However, the reader is in the first chapters familiarized with employment relations and subjects of these relations as well. A separate part of the thesis is concerned on the practice of company doing business in the banking sector, in this part are described practices of this company in terminating employment relationships and the impact of the amendment to the Labour Code on the monitored company.

Countries that have experienced civil war suffer a greater risk for new conflict than countries with no prior history of civil war. This empirical finding has been called a conflict trap where the legacy of previous war - unsolved issues, indecisive outcomes, and destruction – leads to renewed fighting. Yet, countries like Cambodia, El Salvador, Indonesia, and Mozambique have managed to overcome decade-long conflicts without relapse. This dissertation addresses this empirical puzzle by seeking to dismantle the conflict trap and look at microlevel explanations for civil war resolution and relapse. It adds to existing scholarship in three ways: first, by using disaggregated empirics on war termination and how fighting resumes; second, by exploring government agency in conflict processes; and third, by disaggregating rebel organizations. Essay I present original data on the start and end dates and means of termination for all armed conflicts, 1946-2005. Contrary to previous work, this data reveal that wars does not always end through victory or peace agreement, but commonly end under unclear circumstances. Essay II addresses how developments exogenous to the conflict influence governments’ decision to engage in a peace process. The results show that after natural disasters when state resources need to be allocated towards disaster relief, governments are more willing to negotiate and conclude ceasefires with insurgents. Essay III focuses on the post-conflict society, and posits that security concerns among former war participants will push them towards remobilizing into rebellion. The findings indicate that if ex-belligerent elite’s security is compromised, the parties of the previous war will resume fighting, while insecurity among former rank-and-file leads to the formation of violent splinter rebel groups. Finally, Essay IV seeks to explain why governments sometimes launch offensives on former rebels in post-conflict countries. The results show that internal power struggles provide leaders with incentives to use force against domestic third parties to strengthen their position against intra-government rivals. Taken together, this dissertation demonstrates that there is analytical leverage to be had by disaggregating the processes of violence in civil war and post-conflict societies, as well as the actors involved – both the government and rebel sides.

O acordo de acionistas é instrumento que serve à adequação da disciplina societária aos interesses pessoais e patrimoniais dos acionistas. Tais acordos têm natureza jurídica contratual e parassocial, em razão de estarem intrinsecamente ligados aos pactos sociais. Em razão de serem contratos e, portanto, estarem submetidos à teoria geral dos contratos, e, ao mesmo tempo, estarem tão fortemente coligados à seara social, surgem dificuldades na resolução de questões limítrofes entre o direito civil e o direito societário. Esses problemas aparecem especialmente quando se trata da extinção por causa superveniente do acordo, existindo dúvidas na doutrina e na jurisprudência quanto à possibilidade de aplicação aos pactos parassociais das hipóteses de extinção aplicáveis aos contratos em geral. Com o objetivo de auxiliar na solução dessa questão, no presente estudo, são examinadas as causas supervenientes de extinção dos contratos, mais especificamente, as hipóteses de expiração de termo ou de implemento de condição resolutiva, de resilição, de resolução, por inadimplemento ou por onerosidade excessiva, de impossibilidade superveniente inimputável, de morte das partes, e, ainda, os cenários em que existe insolvência ou dissolução das partes ou da própria sociedade, os quais têm, após um exame genérico quanto a seus aspectos conceituais, verificada a sua aplicabilidade ao acordo de acionistas e os efeitos que produzem em sua esfera. São respeitados, contudo, os temperamentos necessários em decorrência de sua natureza parassocietária.<br>The shareholders’ agreement is an instrument that serves the adequacy of the corporate discipline to the shareholders’ personal and equity interests. Such agreements have the legal nature of contracts that are inserted in the companies’ corporate structure, being intrinsically connected to the bylaws and to the companies’ articles of associations. Because they are contracts, and therefore are subject to the general theory of contracts, and at the same time are so strongly linked to the corporate sphere, difficulties arise in solving border issues between Civil Law and Corporate Law. These problems appear especially when it comes to the termination of the agreements because of supervening causes, leaving scholars and courts in doubt as to the possibility of applying to the shareholders’ agreements the extinction hypotheses applicable to contracts in general. With the aim of assisting in the solution of this issue, the present study examines the supervening causes of termination of shareholders’ agreements, more specifically, the hypothesis of expiration of the term or implementation of a condition, terminations with and without cause, unenforceable supervening impossibility, death of the parties, and also the scenarios in which there is insolvency or dissolution of the parties in the agreement or of the company itself, which, after a general examination of their conceptual aspects, were submitted to a verification concerning their applicability to the shareholders' agreement and concerning the effects to be produced on such agreements, respecting, however, their nature as contracts inserted in the corporate structure.

ITC/USA 2007 Conference Proceedings / The Forty-Third Annual International Telemetering Conference and Technical Exhibition / October 22-25, 2007 / Riviera Hotel & Convention Center, Las Vegas, Nevada<br>The Joint Advanced Missile Instrumentation (JAMI) Program’s main thrust has been the integration of Global Positioning System (GPS) tracking technology into the Department of Defense (DoD) Missile Test Ranges. This technology could be used for Time, Space, Position, and Information (TSPI), Flight Termination (FTS), or End Game Scoring purposes. However the Program’s main goal is to develop Proof-of-Concept components only. Transitioning Missile technology developed by the Government to Private Industry, so that it can be economically mass produced, has been quite a challenge. Traditionally, private industry has had to bid on proposals without much detailed information on how these components have been designed and fabricated. These unknown risks, Non-Recurring Engineering (NRE) and Missile Flight Qualification costs, routinely have significantly increased the price of these procurement contracts. In order so that the Fleet can economically utilize these components in the field, Cooperative Research and Development Agreements (CRADA) between the Government and Private Industry have been used to successfully transition Government developed technology to mass production. They can eliminate the NRE and flight qualification costs to provide for an economical and low risk method of providing the Fleet with the latest advances in GPS Tracking Technology. This paper will discuss how this is currently being accomplished in the development of a conformal wraparound instrumentation antenna for a five-inch diameter Missile Telemetry (TM) Section.

Depuis plus d’une trentaine d’années, la conception française de l’accord collectif qui améliore la loi en créant des avantages supplémentaires pour les salariés, n’a cessé d’être bouleversée. Alors que ce bouleversement a débuté par l’avènement d’accords de type « dérogatoires » et « supplétifs à la loi » portant sur le temps de travail, c’est désormais l’emploi qui transforme profondément le rôle de l’accord collectif. Fonction sociale et fonction organisationnelle se complètent désormais, faisant émerger des innovations conventionnelles liées à l’emploi : accord de GPEC, accord de maintien de l’emploi, accord sur le plan de sauvegarde de l’emploi, accord de mobilité interne, accord de performance collective, accord portant rupture conventionnelle collective… C’est désormais acquis : l’emploi est devenu un thème important de la négociation collective française. Il s’agit d’une évolution notable du droit du travail qui conforte la contractualisation de ce dernier, met en exergue le renforcement de l’accord collectif de travail et nécessite une plus grande maturité des partenaires sociaux. C’est à partir d’un tel constat que nous nous proposons d’étudier les liens renforcés qui unissent l’accord collectif de travail à l’emploi en examinant des questions récurrentes telles que les fonctions assignées à l’accord collectif qui porte sur l’emploi ; l’organisation conventionnelle de l’emploi dans le système de production normative ou encore le rôle des acteurs de la négociation collective. Le sujet nous invite à mettre en lumière la dynamique d’une mobilisation de l’accord collectif de travail au service de l’emploi<br>For more than thirty years, the French concept of the collective agreement, which improves the law by creating additional benefits for employees, has been in constant upheaval. While this upheaval began with the advent of agreements of the "derogatory" and "supplementary to the law" type relating to working time, it is now employment that is profoundly transforming the role of the collective agreement. The social and organizational functions now complement each other, giving rise to employment-related conventional innovations: the GPEC agreement, job maintenance agreement, agreement on the job protection plan, internal mobility agreement, collective performance agreement, agreement on the termination of the collective bargaining agreement, etc. It is now a given: employment has become an important theme in French collective bargaining. This is a significant development in labour law which reinforces the contractualisation of labour law, highlights the strengthening of the collective labour agreement and requires greater maturity on the part of the social partners. It is on the basis of this observation that we propose to study the strengthened links between the collective labour agreement and employment by examining recurrent questions such as the functions assigned to the collective agreement on employment; the conventional organization of employment in the normative production system or the role of the actors of collective bargaining. The subject invites us to shed light on the dynamics of mobilizing the collective labour agreement in the service of employment

Detta arbete behandlar anställningsavtalen: det svenska Storsjöavtalet för styrmän/telegrafist, färöiskt anställningsavtal för svenska fartygsbefäl och ITF:s anställningsavtal för besättningsmedlemmar på bekvämlighetsflaggade fartyg. Syftet med jämförelsen var att utröna skillnaderna mellan avtalen, gällande uppsägning, ekonomisk ersättning vid sjukdom och skadefall samt skadeståndsansvar med hänsyn till social trygghet. Metoden som användes för att genomföra arbetet var en kvalitativ litteraturstudie. Storsjöavtalet och det färöiska avtalet liknar varandra relativt väl gällande uppsägning medan ITF:s anställningsavtal skiljer sig från de andra avtalen. Gällande sjukdom och skadefall ger alla avtalen ersättningar. Storsjöavtalets ersättning baseradas på Försäkringskassans utbetalningar medan det färöiska och ITF:s anställningsavtal har separata försäkringar som rederiet upprättar till enskilt fartygsbefäl. Beträffande skadeståndsansvar devierar ITF:s anställningsavtal eftersom det inte behöver finnas synnerliga skäl, som krävs enligt Storsjöavtalet och det färöiska avtalet, för att bli personligt skadeståndsskyldig för fel i tjänsten. Jämförelsen ger en bra inblick hur avtalen är uppbyggda kring nationella lagar och/eller avsaknaden av dessa. Generellt är Storsjöavtalet mer socialt betryggande än vad det färöiska och det internationella ITF-anställningsavtalet är.<br>This study deals with employment agreements: the Swedish Storsjö Agreement for officers and telegraphists, Faroese Employment Agreement for Swedish officers and the ITF Uniform ”TCC” Collective Agreement for crews onboard flag of convenience ships. The purpose of the comparison was to determine differences between the agreements concerning termination, economical compensation for illness and injury cases and liability in case of default in regards of social security. The method of the work was a qualitative literature study. Storsjö Agreement and the Faroese Agreement is relatively similar to each other regarding termination of the contract, while the ITF Agreement differ from the other agreements. Regarding economical compensation for illness and injury cases all the agreements provides a safety net for the officer. The compensation with Storsjö Agreement is based on the Swedish Social Insurance Agency payouts, while the Faroese Agreement and ITF Agreement have separate insurance policies that the company arranges to individual officers. Regarding liability due to default, the ITF Agreement contract differ since it does not have to be any exceptional reasons for the default, which is required in Storsjö Agreement and the Faroese Agreement, to make the officer personally responsible for the damage. The comparison gives a good insight into how the contracts are structured around national laws and/or the lack of them. Generally Storsjö Agreement is more reassuring than the Faroese Agreement and the ITF Agreement concerning social security.

Conclusion and termination of fixed-term work agreements has influence on legal status of employees, work quality, efficiency of undertaking’s activity as well as provides parties with opportunities to individualize operating conditions and implement reasonable objectives, increases employment. In addition to common labour law norms, according to peculiarities of employment relations there are also rights and guaranties determined by special legal norms applied to fixed-term work agreements. With reference to summarized experience of national legal regulation in Lithuania and other foreign countries, European Union labour law acts, judicial practice and research work results of other authors this work deals with legal employment relationship existing between employer and employee in the process of conclusion and termination of a fixed-term work agreement and paying the main attention to their particularities in the whole of similar relations. It analyzes the machinery of given legal relations’ regulation. There is a conception of a fixed-term work agreement presented. It determines the parties of this legal relation and the content of a fixed-term agreement settled by them. Fixed-term employment meets labour market requirements in upsurge of flexible work organization forms. One of these forms is also a fixed-term work agreement.

<p>This composite dissertation explores mediation in internal armed conflicts from a bargaining perspective. Four separate essays investigate why mediation occurs, why it is successful, and why peace guarantors’ commitments are credible. Essay 1 examines the conditions under which mediation takes place. The study argues that whereas it is costly for governments to accept international mediation, it is a less costly intervention tool for potential third parties. This argument implies that mediation will be more likely when and where negotiated settlements are least likely to be reached, a contention that is supported by empirical tests. Essay 2 reviews the contemporary debate on what types of mediators that can disseminate information in a credible manner, and formulates a set of testable hypotheses on mediation partiality. The analysis shows that negotiated settlements are more likely if biased or interested mediators intervene, while neutral mediators are not associated with mediation success. Essay 3 elaborates on the role of biased mediators. It proposes that rebels face a commitment problem when negotiated settlements are to be reached, which government-biased mediators can mitigate. The study finds that such types of mediators outperform rebel-biased mediators in terms of helping combatants to settle the armed conflict. Essay 4 deals with the commitment problem that comes to pass between, on the one hand the primary parties, and on the other, the potential peace guarantors. The study probes the requests and promises for third-party security guarantees and suggests that the reputation of the United Nations (UN) enhances its credibility as peace guarantor compared to non-UN actors. It finds that although the UN is more restrictive with its promises, it is more likely that peacekeeping forces will be provided if the UN is one of the guarantors. In sum, utilizing unique data from two time-periods (post World War II and post Cold War), this dissertation arrives at new insights on the role of mediators in bringing about negotiated settlements of internal armed conflicts.</p>

Le mutuus dissensus est une locution latine de droit positif français. Elle est utilisée par la doctrine civiliste depuis la fin du XIXème siècle pour désigner une notion fondamentale du droit des conventions. La notion juridique de mutuus dissensus peut être définie comme la convention par laquelle toutes les parties consentent à la révocation de la convention qu’elles ont conclue antérieurement. La notion de mutuus dissensus présente une unité. Elle repose sur la réunion de deux éléments constitutifs essentiels. Le premier est une procédure classique : une convention. La convention de mutuus dissensus est une véritable convention extinctive plutôt qu’un nouveau contrat identique en sens inverse du contrat révoqué. Le second est un effet de droit spécifique : la révocation. La révocation par mutuus dissensus est plutôt une résiliation du contrat opérant uniquement pour l’avenir qu’une prétendue résolution d’un contrat à effet rétroactif. La notion de mutuus dissensus a un domaine très large en droit positif. La révocation par mutuus dissensus est un principe général du droit des conventions fondé sur l’article 1134, alinéa 2, du Code civil, qui a vocation à s’appliquer à toutes les conventions et dans toutes les matières. La notion de mutuus dissensus détermine un régime juridique spécifique. Les parties sont libres de déterminer les effets de la révocation par mutuus dissensus. Le principe de la liberté des parties est limité par l’ordre public. La sécurité des tiers est assurée par une protection générale et des protections spéciales reposant principalement sur le mécanisme de l’inopposabilité<br>Mutuus dissensus is a latin expression in the French positive law. It has been used by civil doctrine since the end of the nineteenth century to designate a basic notion of Contract Law. The juridic notion of mutuus dissensus may be defined as an agreement between all the parties to rescind their precedent contract. The notion of mutuus dissensus has an unity. It stands on two essentials constituent elements. The first one is a classical procedure: an agreement. Mutuus dissensus agreement is a real subsequent agreement to end a contract, rather than a new identical contract but opposite to the rescinded contract. The second one is an effect of specific right: the rescission. Rescission by mutuus dissensus is the termination of a contract for the future rather than a supposed discharge of a contract with a retroactive effect. The notion of mutuus dissensus has a very wide field in positive law. Rescission by mutuus dissensus is a general principle of law of contracts based on section 1134, subsection 2, of the French civil code, which is to apply to every contract and in every subject. The notion of mutuus dissensus determines a specific juridical system. Parties are free to decide the effects of the rescission by mutuus dissensus. The principle of freedom of parties is limited by law and order. The protection of third parties is ensured by a general protection and special protections which limit the effects of the rescission of contract by mutuus dissensus

Les modes amiables de rupture du contrat de travail sont en plein essor. Même si la rupture amiable de la relation contractuelle, issue de l’article 1134 du Code civil, est reconnue depuis plusieurs décennies, son manque d’appréhension par la législation sociale en limite l’usage alors même que son efficacité, en ce qui concerne les contrats de travail à durée déterminée et le contrat d’apprentissage, n’a plus à être prouvée. Le regain actuel que connait ce type de rupture résulte de la création d’un nouvel acte par la loi de modernisation du marché du travail du 25 juin 2008. La rupture conventionnelle, voulue comme un acte permettant d’assurer la sécurité de la cessation relationnelle, a redonné confiance, aux employeurs et salariés, en l’utilisation du consensualisme lors de résiliation du contrat qu’ils ont créé. Ainsi, sans véritablement remettre en cause l’existence de la rupture issue du droit commun, la rupture conventionnelle semble être l’acte le plus à même de mettre fin à l’hégémonie des actes unilatéraux de rupture<br>The ways to break a work contract amicably are booming . Even if the amicable break of the contractual relationship , from Article 1134 of the civil code , has been recognized for several decades , its lack of real understanding and use by the social legislation limits its use , even though its effectiveness,regarding the fixed period employment contracts and the training contract does not need to be proven any more ! The current revival of this way to break a contract comes from the creation of a new act : the 25 th june 2008 modernization of the labour market law . The conventional breach, supposed to be an act which permits to reinforce the safety of the relational breach has boosted the confidence of employers as well as employees, when the use of consualism , they had created, has to be broken .So, without really putting into question the breach itself the origin of which being the common law, the conventional breaking is the most likely act to put an end to the hegemony of unilateral acts of breach

L’entreprise est le lieu de déploiement d'un statut professionnel privé nourri de conventions et accords collectifs de travail mais aussi d’engagements unilatéraux, d’usages et d’accords atypiques. L'application de ces normes, quelque fois leur survie, suscitent de nombreuses interrogations au fil des modifications apportées à la situation juridique de l’employeur, singulièrement de celles résultant du transfert de l’entreprise. Comment articuler les normes en concours ? Comment forger un corpus normatif unifié ? Les règles successivement posées par le législateur sont soumises à la double épreuve de la pratique professionnelle et, dès lors qu'éclate un contentieux, de l'interprétation du juge. Contraintes et incohérences sont dans certains cas de nature à neutraliser les effets attendus du transfert, voire d’y mettre obstacle. Des évolutions du corpus normatif seraient pertinentes afin que cessent les doutes (souvent) et les contradictions (parfois)<br>A private professional status, fed on collective agreements, unilateral commitments and business uses, spreads out over the firm. The fate of those collective standards arouses numerous issues over the modifications of the employer’s legal situation, especially in the case of a transfer of undertaking. How to articulate transferor’s collective standards with transferee’s ? How to build an harmonized professional status ? The legal rules are confronted with the firm’s practicals and the judge’s interpretations. Constraints and inconsistencies could neutralize the transfer’s expected impact. Legal improvements would be relevant to silence doubts and difficulties

The subject of the present treatise concerns termination of employment contracts that are effected as a result of an employee’s incapacity on the grounds of ill-health or injury. Every employee has the right not to be dismissed unfairly. The Labour Relations Act, 1995 recognises three grounds on which termination of employment might be legitimate. These include the conduct of the employee, the capacity of the employee and the operational requirements of the employer’s business. However, fundamental to any contract of employment is the obligation that rests on an employee not to be absent from work without justification. The Incapacity Code and Procedure in respect of Ill-health or Injury applicable to Educators is contained in Schedule 1 to the Employment of Educators Act, 1998. In addition there are collective agreements which are the products of collective bargaining that are also applicable to all categories of employees employed in the public education sector. Notably, PSCBC Resolution 7 of 2000 forms part of the subject of our discussion. The Department of Education determined the use of independent Health-risk Managers to provide advice on the management of incapacity leave and ill-health retirement, thereby ensuring objective and impartial evaluation which are largely acceptable to employees and their labour representatives. This is the Policy and Procedure on Incapacity Leave and Ill-Health Retirement in the Public Service. The appointed Health-risk Managers make recommendations to the Head of Department who thereafter implement the recommendations and deal with issues of a case to absolute finality. More importantly, the Policy and Procedure for incapacity leave and ill-health retirement in the Public Service is issued in terms of legislation, that is, section 3(3) of the Public Service Act, 1994 and therefore is not a collective agreement. Under the circumstances, it is not always easy to determine a real dispute and an issue in dispute. Because of this uncertainty arbitrators often found that bargaining councils have no jurisdiction to entertain these disputes, while on the other hand some arbitrators opined that bargaining councils do have jurisdiction In this treatise the general principles of the employment contract, the legislative framework applicable in the public education sector in determining an application for temporary incapacity leave and ill-health retirement and procedural and substantive issues in the termination of employment contract due to ill-health are considered and explained. The legal questions around the issue of discretion exercised by the Head of Department in granting or declining applications for ill-health are also examined. The primary aim of the treatise is to provide a clear exposition of the rather complicated law relating to incapacity due to ill-health and injury in public education.

Longtemps délaissé, l’accord est aujourd’hui au coeur du processus de rupture du contrat de travail. A la suspicion qui entourait l’expression commune des volontés est substituée la confiance. La légalisation de la rupture d’un commun accord du contrat de travail par la loi du25 juin 2008 sous le nom de rupture conventionnelle en témoigne. Cette réforme a bouleversé le droit de la rupture du contrat de travail. Même s’il est acquis depuis longtemps que les parties peuvent mettre un terme d’un commun accord au contrat qui les unit sur le fondement de l’article 1134 du Code civil, cette modalité de rupture n’a longtemps été utilisée que de manière très ponctuelle. L’absence d’encadrement de cette technique et les restrictions apportées à son champ d’application l’expliquent en partie. La reconnaissance du commun accord comme mode de rupture spécifique du contrat de travail, auquel est attaché un régime précis et autonome, pourrait signifier la fin de l’utilisation de la rupture d’un commun accord de droit commun, considérée comme peu adaptée aux relations de travail. Un tel régime pourrait également mettre un terme au monopole détenu par les ruptures unilatérales, en particulier le licenciement. Une large prise en compte du dispositif de rupture conventionnelle est de nature à contribuer à l’apaisement et à l’équilibre des relations de travail<br>Initially relinquished, mutual agreement is now at the heart of the process of terminating the employment contract. There has been an evolution tending to the shift from suspicion towards mutual agreement as a termination device to the trust in such means. This acquired trust is best illustrated by the recognition of employment termination via mutual agreement by the Act dated June, 25th 2008. The reform introduced by this Act transformed the legal regime applicable to the termination of employment contracts. Despite the fact that Article 1134 of the French Civil Code has long granted parties the possibility to terminate the contract binding them by mutually agreeing to do so, such mode of termination has only been resorted to on a fairly limited basis. This phenomenon can notably be explained by both the lack of clear legal framework applicable to this device, and the restrictions imposed on its ambit. The recognition of termination of the employment contract via mutual agreement as a device specifically applied in the field of labor law, as well as the definition of a specific and independent regime would be likely to give rise to ending the resort to Article 1134, whose scope is only general and not specifically tailored to labor relations. The implementation of this specific regime could put an end to the monopoly held by unilateral terminations of the employment contract, particularly the method of dismissal. A broad consideration of termination of the employment contract via mutual agreement can also contribute to the appeasement and balance in labor relations

This dissertation discusses and investigates the early termination of credit agreements by consumer in terms of the National Credit Act 34 of 2005 (National Credit Act). The dissertation aims to critically analyse and interrogate the rights of consumers to terminate agreement before the time allowed for in the credit agreement. My dissertation consists of four chapters. Chapter 1 is a general background and introduction to the dissertation and also provides the problem statement together with the research objectives. A short overview regarding the aspects which will be discussed in each subsequent chapter are also addressed in this chapter. Chapter 2 discusses the overview of the general principles (common law) of early termination of credit agreements in South Africa. Chapter 3 concerns the investigation of consumer’s rights in terms of the National Credit Act to terminate the credit agreements early. The National Credit Act, drastically, gives the consumer a right to terminate the credit agreements and therefore it is necessary for purposes of this dissertation to fully dissect the circumstances under which the consumer can exercise the right to terminate the credit agreements early. This dissertation, to a certain extent, also seeks to demonstrate the changes or influence that the National Credit Act has brought on the common law principles regarding the termination of credit agreements. Chapter 4 involves my comprehensive final conclusions and recommendations in relation to the heightened consumer protection by the National Credit Act as well as areas that requires further improvement to strengthen the consumer rights to termite the credit agreements early.<br>Mini Dissertation (LLM)--University of Pretoria, 2018.<br>Mercantile Law<br>LLM<br>Unrestricted

By means of comparative analysis the features of regulation of probationary period in a contract of employment in the law of Lithuania and the members of the EU are revealed. The problem of evaluation of the results of probationary period as well as the right to dispute the dismissal due to the negative outcome of probationary period are considered. The author also discusses some law cases of the Supreme Court of Lithuania to reveal the problems, related to probation clause.

The thesis deals with the determination of real estate value easements established in favour of constructions transport infrastructure. The aim is determination of real estate value in an current price and official price. In connection with the established easement it is substantiate the devaluation of the real estate related with the occurrence of the easement. In the first part the thesis I deal with the forensic engineering, real estate market, easements and with their valuation. In the project part there is concretely solved valuation of real estate loaded with the easement.

My diploma thesis deals with the problems of easements put on buildings in the Czech Republic. The whole work is divided into the text part and the draft part. In the text part there are the common concepts going together with valuation in general, methods of the valuation. Next, there is a legislation of easements, methods and processes of easements and getting the value. Based on the knowledge gained in the text part, in the introduction of the draft part there is a valuation of the family house, including the whole equipment. On this family house there are three easements, including the easement of the free accommodation in one part of this house, the easement of the limitation of the construction activities, easement of the location of the mail box on the family house. The house and easements are valuated either for the taxes or for selling the building. At the end there is the final value of the building with easements, conclusion and recommendation for similar cases.

The diploma thesis is aimed on course of the easements in perspective of a forencis engineer. First chapter specifies the legal regulation of the easements, its division, the causes of its constitution, modification and termination. General description of easements’ assessment methodology ensued, the definition of the particular types of prices and values and purposes of evaluation of the easements alike. In the proposal part is the theoretical analysis used on two actual cases of easements, specifically the right to crossing another owner's land and the right of construction on land owned by another individual.

Les distributeurs sont des intermédiaires économiques car ils offrent sur le marché des produits ou services conçus, fabriqués ou exécutés par d’autres (les fournisseurs). Cette recherche démontre que le degré de protection accordé par le droit positif aux différents distributeurs n’est pas corrélé à leur degré de dépendance aux fournisseurs. Les qualifications de la dépendance sont multiples, incertaines, incohérentes et parfois artificiellement restrictives ou extensives, en droit du travail comme en droit économique. Des distributeurs connaissant un même degré de dépendance à leur fournisseur peuvent être traités de façon différente sans justification au regard des fondements des règles considérées. Il existe ainsi des inégalités de traitement. Il est donc proposé un nouveau droit de la dépendance des distributeurs, plus cohérent et égalitaire. Celui-ci se traduirait par un statut légal des distributeurs remplaçant les multiples statuts spéciaux existants, traçant une frontière plus nette avec le droit du travail et conciliant les intérêts des distributeurs avec la liberté des fournisseurs d’organiser la distribution de leurs produits et services. Dépassant la notion trop restrictive de contrat et les conflits de qualification, ce statut viserait la relation de distribution et prévoirait un régime appréhendant la complexité et l’évolutivité de la dépendance des distributeurs grâce à l’information, à une garantie de revenus et différentes indemnités de fin de relation<br>Distributors are economic intermediaries because they offer on the market goods and services produced or served by others (the suppliers). This research demonstrates that the degree of protection offered by the Law to the various distributors isn’t correlated with their degree of dependence towards suppliers. The qualifications of dependence are numerous, incoherent and sometimes artificially restrictive or extensive, in labour law as in business law. Distributors experiencing a same degree of dependence towards their supplier can be treated differently without any justification regarding the grounds of the rules in question. Hence, appear inequalities towards the Law. Therefore, new legal rules are suggested. They would take the form of a statute ruling distributors and replacing the numerous statutes in force at the present time. It would draw a clearer line between labour law and business law and conciliate the distributors’ interests with the freedom of suppliers to organize the distribution of their goods and services. Going other the too restrictive notion of contact and the conflicts between qualifications, this statute would rule the relation of distribution and contain rules comprehending the complex and changing nature of dependence. It would ensure sufficient information of distributors and offer them an income guarantee and various compensations when the relation is terminated

L’introduction de mécanismes d’éviction du juge en droit du travail est le signe d’une volonté d’anticiper et de « déjudiciariser » les conflits. Est privilégié un accord choisi, adapté, satisfaisant toutes les parties plutôt qu’une décision subie, contraignante, prise par un tiers. Sécurisées par le législateur et par le juge, la rupture conventionnelle et la transaction ont été plébiscitées par les parties. Elles demeurent toutefois susceptibles d’être améliorées. Longtemps écartés en droit du travail, hors conciliation prud’homale, les modes alternatifs de règlement des différends ont été promus par les pouvoirs publics mais n’ont pas connu l’essor attendu. Ces processus non juridictionnels ont vocation à être déployés mais supposent d’être renforcés et adaptés à la matière sociale. Face à ces dispositifs, la place du juge doit être révisée et son contrôle « renouvelé »<br>The introduction of measures designed to avoid taking industrial disputes before a judge illustrates the current policy of anticipating outcomes and settling matters out of court. Preference is given to coming to an agreement that corresponds to the case in hand and satisfies all the parties involved rather than a decision imposed by a third party. The common consent termination and the settlement agreement, supported by both the legislator and the judge, have become widely appreciated practices. There is, however, room for improvement. After being excluded from employment law in France for many years, with the notable exception of industrial tribunal conciliation, alternative ways of settling disputes have recently been promoted by the public authorities, but have not proved as popular as expected. These mechanisms are designed for widespread application but they need to be reinforced and adapted to the corporate world. The judge’s position needs be revised and judges need to be able to exercise greater control

The topic of my master thesis is the comparison of Czech and Slovak labour law. The goal of the paperwork is to compare structure and of content Czech and Slovak labour code, describe the most significant differences in chosen parts and analyse rights and obligations of employees and employers in both countries. At first the basic concept of labour law, his functions and position in legal system are defined. It continues with description of the history of labour law with focus on development of legislation after separation of the Czechoslovak Republic. Thesis analyses main three instituts of Czech and Slovak labour code: commencement of an employment relationship, his termination including financial and others entitlement of employees and agreements of work performed outside an employment relationship. The conclusion containts the partial summaries with emphasis on the biggest differences and evaluation of the hypotesis given at the beginning of the work.

碩士<br>國立臺灣師範大學<br>政治學研究所<br>99<br>After decades of hostility, Taiwan and China have experienced substantial adjustments on both the political and economic structures. Today, both sidescould put aside their differences, walk to the negotiation table and try hard to reach their consensus. After President Ma Ying-jeou took office, both Taiwan and China deliberately cultivated friendly atmosphere so that made possible the signing of the “Economic Cooperation Framework Agreement (ECFA)" between the Taiwan Straits on June 29, 2010. Since then the ECFA becomes the most important and far-reaching agreement that Taiwan and China have signed during the past six years. The agreement also marks the label that the cross-strait relation has entered a new era of institutionalized cooperation. What makes the signing of ECFA so crucial to Taiwan is that through this agreement which truly realizes the cross-straits economic cooperation, Taiwan now may participate in most of the Asia-Pacific region and the world economic activities. Furthermore, Taiwan government may strengthen its national security after the signing of ECFA. But inside Taiwan, both the ruling and opposition parties on their respective positions agree to include the "termination clause" into the provisions of ECFA. Because of the unique historical relationship between Taiwan and China, the termination clause of ECFA implies further political manipulations. In order to clarify the influence of the termination clause of ECFA on Taiwan and China relations, this study tries to analyze the relevant disputes and effects on the termination clause. This study also tries to organize the society views at Taiwan on the influence of the termination clause of ECFA through varies literature collections and interviews. The following conclusions are reached in this study： 　1、ECFA is an agreement of compromise from which Taiwan and China may each acquire what it needs. 2、The core of the relative disputes on the termination clause is that this clause can become the tool of the political manipulation. 3、This study believes that the termination clause would be initiated when the mutual trust of Taiwan and China no longer exists. Hence, once the termination clause is initiated it would cause the collapse of the cross-strait relations. In any event, the probability of triggering this termination clause is highly unlikely.. 4、The termination clause on this stage causes barely minimum effect on Taiwan's current politics. 5、There is no uniform timetable for the mainland China to unify Taiwan, the future of both Taiwan and China still takes time to establish their mutual trust and recognition.

碩士<br>逢甲大學<br>土木工程學系<br>104<br>Public engineering contract, as compared to other types of contracts, had its uniqueness in the very beginning, therefore, its uniqueness was highlighted as compared to sales or real estate transaction contract, and all these phenomena displayed in the contract include high value, long period of contract fulfillment, high risk and uncertain giving contents; meanwhile, during the contract fulfillment process, contract fulfillment failure might occur due to lots of uncertain factors from the customer or subcontractor. When any one party cannot fulfill the contract, the issue of attribution of “contract violation responsibility” might be generated. Public engineering itself had it high complication, high risk and high profession, therefore, during the contract fulfilment process, it might generate all kinds of subjective and objective factors to lead to failure of continuity of the engineering. Usually, in the overall project, there might be issues such as land usage or acquisition, engineering planning, engineering design, engineering technology, resident’s protest and hindrance and government’s policy change, therefore, when such issues occurred, what was important were whether “contract termination” or “release the subcontracting contract” should be adopted and at what time point? And what was the difference between both of them? When the fulfilment of these two rights occurred, the issues of responsibility of “agreed” or even “non-agreed” “compensation for damage” between the customer and subcontractor were then generated, meanwhile, the fulfilment of these two rights usually will have different legal theory and effect, therefore, how to request for compensation for damage was usually unknown to the customer and subcontractor? Consequently, legal action was usually needed to solve the dispute, and what came after was usually the request issues of related “compensation for damage”. When compensation for damage occurred, it will then involve the claim and implementation of right and responsibility between both parties of the contract during the contract fulfilment process, When the behavior of the right of “compensation for damage” occurred, basically it will generate the definition of “damage for compensation”, the claim of “compensation for damage” and the scope of “compensation for damage”, therefore, this paper will focus on the study of “how to conduct compensation for damage”.

碩士<br>銘傳大學<br>法律學系碩士班<br>93<br>Almost every company engaged in international trade has at least some agents abroad and so most exporters will at some stage be faced with drafting an international distributorship agreement. On the other hand, importers especially in Taiwan are also faced with examining those contracts and negotiating with the counterpart. Distributorship contracts are one of the most frequently used means for organizing the distribution of goods in a foreign country. But not like commercial agency agreements, distributorship agreements suffer from the absence of a set of uniform rules governing the rights of the parts. This article takes into account current development of termination compensation to distributors under German Commercial Law, the issues particularly concerning the substantial relationship between the parties of the agreement. It has been held by the German Federal Supreme Court that Section 89b HGB may apply by analogy to independent merchants, if the relationship to the principal is such that the independent merchant has become integrated into the distribution organization of the principal. This research agrees with above legal precedent on analogy to exclusive distributors, but is only partially in favor of the requirements which should be met before granting an indemnity to an independent merchant. For this reason, this research tries to redefine the requirements of analogy in the light of substantial detriments and interests between the parties of distribution agreement. To go a step further, this research refers to a draft which is proposed by some legislators, and proposes to add "distributorship" to the Civil Code in Taiwan.

This diploma thesis provides comparison of the termination of employment relationship in the Czech Republic and in the UK. Within both legal systems this thesis focus on termination of employment relationship based on legal actions of the participants of the employment relationship as well as based on legal situations independent on the will of the participants of the employment relationship. This thesis also analyses sources of employment law in the UK and it provides an overview of the complex judiciary system in the British employment law matters.

TITLE: Legal Acts Aimed at the Termination of Employment SUMMARY: The reason why I choose for my thesis the theme Legal Acts Aimed at the Termination of Employment is that I think that this theme is very topic and important. I suppose that almost everybody has experience with termination of employment but not everybody knows the effective legal regulation. The purpose and goal of my thesis is to summarize the effective legal regulation of legal acts aimed at the termination of employment regarding to substantial changes which contains the amendment of Labour Code No. 365/2011 Coll., and to point to various problems and disputed questions which might arise in the practice of law. In the conclusion I try to evaluate the effective legal regulation of legal acts at the termination of employment and to propose some possible changes of this legal regulation. The thesis is consists of seven chapters, introductory and conclusion. Most of them dealing with different types of legal acts aimed at the termination of employment. I pay attention to legal regulation of the delivering of these legal acts and to problems of legal claims concerning the invalid termination of employment as well. In the introductory I would like to explain why I chose as a theme of my thesis Legal Acts Aimed at the Termination of Employment. I...

This work deals with problems of the termination of labor relation in the Czech Republic, as well as Slovak Republic. I approached this topic by comparing the currently valid regulations as stated in the Labor Codes of the Czech and Slovak republics. I consider thorough knowledge of this issue to be of great practical importance. I am convinced that labour is one of the most important attributes determining systemic functioning of the whole society. From the presentation of the labour as a basic means of production of any state system we can deduce a great amount of interesting information. The work is and always has been a prerequisite to our survival and is thus the foundation of any state system. My thesis is divided into six separate chapters, each of which deals with labor law from a different perspective. The first chapter deals with the subject, purpose and content of labor law. The second chapter describes the history of the labor law and is divided into two parts before and after 1989. Therefore it also describes the situation in Czechoslovakia, where identical laws were applied in all legal sectors. The third chapter is concerned with the meaning of employment as a legal institute. In chapters four and five I described the termination of labor relation in the Czech and subsequently Slovak...

The purpose of this final thesis is to provide the outline of the effective legal regulation of the lease of the property for the business purposes. After short introduction of the lease as a legal institute itself and its usage in business area of life, the thesis then concerns itself with the particular questions that are subject to legal regulation of the lease of the property for business purposes constituted mainly by the Civil Code. Amongst these questions the basic necessities of the lease agreement that are required by the law are described first, then the mutual rights and obligations of the contracting parties and finally the matters related to the termination of the lease.

This diploma thesis provides the legal regulation of termination of employment by agreement in the Czech Republic. This diploma thesis focuses on the definition of the basic concepts of civil and labor law in the Czech Republic, which are related to the legal institute of Mutual agreement of termination of employment and interprets the fundamental judicial decisions of the Czech case law concerning the subject of this diploma thesis. This diploma thesis also analyses the comparison of the Czech legislation and the legislation of Great Britain. Název práce v anglickém jazyce The termination of employment by agreement Klíčová slova v anglickém jazyce (key words) Employment law, Employment relationship, Termination of employment by agreement

The title: The termination of employment agreement - the notice The aim of this thesis is to illustrate one part of Czech labour law - the institute of termination of employment agreement - the notice. My reasons for choosing this topic are following. This topic is current and it is the object of many disputes. It is interesting part of labour law, which step in to the employee's life significantly. My thesis is composed of 13 chapters, each of them dealing with different aspects of notice. Chapter One is the introduction to the thesis and it contains the reasons why I chose this topic. Chapter Two outlines the ways of termination of employment agreement and it is subdivided into three parts. Part One describes the termination of contract of employment by legal event. Part Two concerns the termination of employment agreement by official decision. And finally part Thee explains the termination of contract of employment by legal act. Chapter Three focuses on notice in general way. This chapter has also three parts. Part One deals with subjects of notice. Part Two contains the requirements of the notice - mainly the written form and the delivery. And part Three mentions the cancellation of the notice and the approval with this cancellation. Chapter Four deals with the notice which is given by employee. Chapter...

This thesis deals with the various manners of termination of an employment relationship according to the laws of the Czech Republic and compares them with the legal regulation of the same or similar manners of termination of an employment relationship in the laws of the Austrian Republic. The thesis is divided into four main parts. The first part deals with the system of Austrian employment regulations. The second part of the thesis is dedicated to the concept of termination of an employment relationship in general and it divides the ways of termination of employment relationship into two basic groups; in particular, the first group is termination of employment relationship based on legal acts and the second group is termination of employment relationship based on legal event. Further, the second part of this thesis discusses the terms employer and employee. The third part of this thesis is devoted to individual legal acts based on which in the Austrian and Czech laws an employment relationship can be terminated which is a termination agreement, termination by notice, immediate cancellation of an employment relationship, respectively exit from employment relationship (in German: Austritt) and dismissal from employment (in German: Entlassung), cancellation of employment relationship during a...

The dissertation is focused on the analysis of the institute of residential lease. At the beginning a brief historical progress of the legal regulations of the lease of the apartment is described with the reference to social circumstances which influenced it. Subsequently, attention is paid to the lease agreement as the legal reason for using an apartment. The dissertation deals also with the object of the lease agreement, i.e. with the apartment and its definition in the legal regulations, and also with the subjects of the lease agreement, i.e. with the landlord and the tenant. In the next part the dissertation describes rights and obligations of the contracting parties. A special chapter is dedicated to the rent, as one of the essential requirements of the lease agreement. Also the institutes of the subtenancy, passage of the lease of flat and exchange of the apartments are mentioned. Furthermore, the issue of the termination of the lease is elaborated in detail. The whole dissertation contains also important rulings of the courts and presents changes that will come into effect with new civil code.

Vergleich zwischen der französischen „rupture conventionnelle individuelle“ und der „rupture conventionnelle collective“ mit dem arbeitsrechtlichen Aufhebungsvertrag. Der Aufhebungsvertrag ist insofern interessant, als dass er sich von der Kündigung abhebt, sei es in Frankreich oder in Deutschland. Diese Beendigung des Arbeitsverhältnisses ist eng mit den Wirtschaftskrisen verknüpft und ermöglicht den historischen und ökonomischen Kontext besser wahrzunehmen. Natürlich bietet der freie und willige Charakter des Aufhebungsvertrages Vorteile; da dies allerdings in Deutschland und Frankreich immer häufiger benutzt wird, ist es nötig, diesen mit kritischem Blick zu analysieren. Tatsächlich zeigt die Praxis, dass beim Aufhebungsvertrag die Interessen der Arbeitgeber die der Angestellten oft übersteigen. Das deutsche Recht hat den Aufhebungsvertrag bereits im 19. Jahrhundert eingeführt, welcher von Anfang an günstiger für den Arbeitgeber war. Heute wird in Deutschland versucht, diese Beendigung des Arbeitsvertrages zusammen mit einer Friedensfunktion zu präsentieren, die Nachteile für die Arbeitnehmer allerdings sind zahlreich. In Frankreich wurde die „rupture conventionnelle“ erst 2008 eingeführt, gefolgt von der „rupture conventionnelle collective“ zehn Jahre später. Trotz des besseren Schutzes für den Arbeitnehmer als im deutschen Recht kann eine Abfindung erschreckend leicht zum Einverständnis über den Verlust des Arbeitsplatzes führen.:Abréviations Avertissements Introduction générale Première partie - Définitions, motifs et conditions de la conclusion d’une rupture amiable d’un contrat de travail en France et en Allemagne Chapitre 1 - Formalités et procédures menant à la validité de la rupture amiable et le statut des per-sonnes protégées Chapitre 2 - Nouvelle rupture conventionnelle collective française mise en place par la réforme Ma-cron de 2017 Seconde partie - Les conséquences de la rupture amiable du contrat de travail sur l’employeur et son salarié et les possibilités de rétractation et de recours en France et en Allemagne Chapitre 1 - Les conséquences fiscales et sociales pour le salarié en relation avec le devoir d’information Chapitre 2 - Contestation, révocation de l’accord, contentieux de la rupture et avantages et inconvé-nients en résultant pour les parties Conclusion générale Synthèse allemande – DEUTSCHE ZUSAMMENFASSUNG Bibliographie Glossaire Table des matières<br>Comparaison de la rupture conventionnelle individuelle et de la rupture conventionnelle collective française avec le « Aufhebungsvertrag », contrat de résiliation allemand. La rupture conventionnelle est intéressante en ce qu’elle se démarque du licenciement, tant en France qu’en Allemagne. Cette rupture est étroitement liée aux crises économiques et permet de mieux percevoir le contexte historique et économique actuel. Bien entendu, le caractère consensuel de cette rupture devant garantir un choix libre des parties présente des avantages, mais avec une utilisation de plus en plus importante de ce mode de rupture à l’amiable, que ce soit en France ou en Allemagne, il est bon de l’analyser de manière critique. En effet, la pratique montre que l’intérêt de l’employeur passe souvent devant celui des salariés. Le salarié peut cependant certainement y trouver son compte, surtout quand cette rupture lui permet d’accepter un autre poste plus lucratif ou d’éviter de voir prononcer contre lui un licenciement pour motif personnel. Le droit allemand a introduit cette rupture dès le 19ème siècle et ce « Aufhebungsvertrag » a toujours été et reste favorable aux employeurs. Ceci en dépit de la volonté allemande qui présente cette rupture comme ayant une fonction de pacification. Fonction de pacification reprise en France et accompagnée d’un objectif de déjudiciarisation avec l’introduction en droit français de la rupture conventionnelle en 2008 et de la rupture conventionnelle collective dix années plus tard. Dans les deux droits ces mécanismes sont utilisés pour inciter les salariés à donner eux-mêmes leur accord à la perte de leur emploi. La rupture conventionnelle individuelle correspond au contrat de résiliation allemand, néanmoins, ces deux mécanismes ne sont ni contrôlés ni mis en place de la même manière dans ces deux pays.:Abréviations Avertissements Introduction générale Première partie - Définitions, motifs et conditions de la conclusion d’une rupture amiable d’un contrat de travail en France et en Allemagne Chapitre 1 - Formalités et procédures menant à la validité de la rupture amiable et le statut des per-sonnes protégées Chapitre 2 - Nouvelle rupture conventionnelle collective française mise en place par la réforme Ma-cron de 2017 Seconde partie - Les conséquences de la rupture amiable du contrat de travail sur l’employeur et son salarié et les possibilités de rétractation et de recours en France et en Allemagne Chapitre 1 - Les conséquences fiscales et sociales pour le salarié en relation avec le devoir d’information Chapitre 2 - Contestation, révocation de l’accord, contentieux de la rupture et avantages et inconvé-nients en résultant pour les parties Conclusion générale Synthèse allemande – DEUTSCHE ZUSAMMENFASSUNG Bibliographie Glossaire Table des matières<br>Comparison of the French individual and collective contractual termination by mutual agreement “rupture conventionnelle individuelle et collective” with the German termination agreement “Aufhebungsvertrag”. This amicable agreement between employer and employee to end the contract between them, called « rupture conventionnelle » in France and « arbeitsrechtlicher Aufhebungsvertrag » in Germany is interesting in that it stands out from dismissal in both countries. This contractual termination is closely linked to economic crises and allows us to better perceive the current historical and economic context. Of course, the consensual nature of this rupture, which must guarantee a free choice of the parties, has advantages, but with an increasingly important use of this, whether in France or Germany, it is necessary to analyse it critically. Indeed, practice shows that the interest of the employer often surpasses that of the employees. The employee can nevertheless benefit from this termination agreement, especially when he wants to accept a better job or to avoid a dismissal on personal grounds. German law introduced this rupture as early as the 19th century and this 'Aufhebungsvertrag' has always been and remains rather favourable to employers. This despite the German will to present this termination form as having a pacification function. French law introduced the “rupture conventionnelle individuelle” in 2008, followed by the “rupture conventionnelle collective” ten year later and despite greater protection of employees than in German law, one can only observe that the contractual compensation can easily induce employees to agree to the loss of their employment. The French contractual termination thus corresponds to the German termination agreement and seeks to avoid confrontation and to obtain a solution through the payment of a financial compensation to the employee. However, these two mechanisms are neither controlled nor implemented in the same way in these two countries.:Abréviations Avertissements Introduction générale Première partie - Définitions, motifs et conditions de la conclusion d’une rupture amiable d’un contrat de travail en France et en Allemagne Chapitre 1 - Formalités et procédures menant à la validité de la rupture amiable et le statut des per-sonnes protégées Chapitre 2 - Nouvelle rupture conventionnelle collective française mise en place par la réforme Ma-cron de 2017 Seconde partie - Les conséquences de la rupture amiable du contrat de travail sur l’employeur et son salarié et les possibilités de rétractation et de recours en France et en Allemagne Chapitre 1 - Les conséquences fiscales et sociales pour le salarié en relation avec le devoir d’information Chapitre 2 - Contestation, révocation de l’accord, contentieux de la rupture et avantages et inconvé-nients en résultant pour les parties Conclusion générale Synthèse allemande – DEUTSCHE ZUSAMMENFASSUNG Bibliographie Glossaire Table des matières

碩士<br>國立臺北商業大學<br>貿易實務法律暨談判碩士學位學程<br>107<br>Electronic Industry is the key for economic growth in Taiwan and is known worldwide for its high quality. The research case-Company L is mainly engaged in the manufacture of communication equipment parts. As the OEM and ODM buyers and sellers negotiate for about 3 to 6 months, the legal department mainly discusses the terms of intellectual property rights, termination, and infringement articles. This study analyzes the company's total of 30 OEM and ODM agreements and compares the terms of the listing and unlisted companies, including intellectual property rights, termination, and infringement articles. In the second chapter, it is mainly to explain Taiwan electronic OEM/ODM development status and extends to the impact of the US-China trade war on Taiwan. The third chapter is case analysis and analyzes the contract terms between Company L and listed/unlisted companies. In the fourth chapter is to summarize the important conclusions and provide some suggestions for future protection of Company L and have more bargaining power.

In this thesis the position of parties under a fixed-term agreement under section 14 of the Consumer Protection Act 68 of 2008 is analysed critically. The purpose of this thesis is first to establish whether parties to a fixed-term agreement are better protected in terms of section 14 of the CPA when the consumer needs to terminate the contract based on the material failure to perform by the supplier, than under the common law. Second, this thesis explores whether the maximum duration of fixed-term agreements should be limited by statute. Various aspects affecting parties to these agreements, for instance the freedom to contract, pacta servanda sunt, and standard-form agreements, are considered. The South African position is then compared to the position in Singapore under the Consumer Protection (Fair Trading) Act, and to the United Kingdom under the Consumer Rights Act, to gain perspective and objectively evaluate the provisions of section 14 of the Consumer Protection Act 68 of 2008 to establish whether South Africa can benefit from lessons learnt from these jurisdictions. Finally, principle-based amendments to the provisions of the CPA are recommended to improve the position of the consumer under fixed-term agreements to effect best practice solutions and ensure adherence to the aims and purposes of the Consumer Protection Act 68 of 2008 and international guidelines. This thesis is based on the law as at 18 June 2020, found in sources available in South Africa, and Singaporean law available in the database of the National University of Singapore.<br>Hierdie proefskrif is ’n kritiese analise van die posisie van partye tot vastetermynkontrakte ingevolge artikel 14 van die Suid-Afrikaanse verbruikersbeskermingswetgewing, die Consumer Protection Act 68 van 2008 (CPA). Die doel van die analise is eerstens om vas te stel of partye tot ’n vastetermynkontrak ingevolge artikel 14 van die CPA beter beskerming geniet ingevolge die CPA wanneer die verbruiker die vastetermynkontrak moet beëindig weens die wesenlike wanprestasie deur die verskaffer, as ingevolge die gemenereg. Tweedens ondersoek die proefskrif of dit wenslik is dat die maksimum duur van vastetermynkontrakte deur wetgewing beperk word. Verskeie aspekte wat die posisie van partye tot vastetermynkontrakte beïnvloed word ondersoek, onder andere kontrakteervryheid, die leerstuk pacta servanda sunt en standaardkontrakte. Die Suid-Afrikaanse posisie word dan vergelyk met dié in Singapoer, ingevolge die Consumer Protection (Fair Trading) Act (CPFTA), en die Verenigde Koninkryk, ingevolge die Consumer Rights Act (CRA) om perspektief te kry op die studie, en ten einde die bepalings van artikel 14 objektief te oorweeg om vas te stel of Suid-Afrika kan kersopsteek by hierdie jurisdiksies. Laastens word voorstelle gemaak om die posisie van die verbruiker tot vastetermynkontrakte ingevolge die CPA te verbeter om beste gebruikspraktyke te implementeer, en te verseker dat die doelwitte van die CPA en internasionale verbruikersriglyne bereik word. Hierdie studie weerspieël die regsposisie soos op 18 Junie 2020 in bronne wat plaaslik beskikbaar is, asook in bronne aan my beskikbaar gestel deur die Nasionale Universiteit van Singapoer tydens ’n navorsingsbesoek daar.<br>Kule thesisi isimo sezinhlangano ezingaphansi kwesivumelwano sesikhathi esinqunyiwe, ngaphansi kwesigaba 14 koMthetho 68 ka 2008, uMthetho weZokuvikelwa koMthengi uhlaziywa ngendlela egxekayo. Inhloso yalolu cwaningo ukusungula ukuthi mhlawumbe lezi zinhlangano ezingaphansi kwesivumelwano sesikhathi esinqunyiwe sivikeleke kangcono ngaphansi kwesigaba 14 se-CPA uma kunesidingo sabathengi sokuqedwa kwesivumelwano esencike phezu kokwehluleka ukwenza umsebenzi waloyo ongumthumeli wempahla, okwehlukile emthethweni owejwayelekile. Okwesibili, le thesis iphenya ukuthi mhlawumbe isikhathi isikhathi esinde sesivumelwano sesikhathi esinqunyiwe kufanele sincishiswe ngokomthetho oshayiwe. Izinto ezahlukahlukene ezithinta lezi zivumelwano, njengesibonelo, inkululeko yokungena esivumelwaneni pacta servanda sunt, kanye nesivumelwano ezingaguquki, kuyizinto ezibhekwayo. Isimo seNingizimu Afrika siqhathaniswa nesimo sezwe laseSingapore ngaphansi koMthetho wezokuVikelwa kwabaThengi (Fair Trading), kanye nasezweni laseUnited Kingdom ngaphansi koMthetho owaMalungelo abaThengi, ukuthola umqondo kanye nokuhlola izimiso ngaphansi kwesigaba 14 soMthetho 68 ka 2008, uMthetho oVikela abaThengi ukuthola ukuthi ngabe iNingizimu Afrika kukhona ekuzuzile kwizifundo ezifundwe kulezi zakhiwo zemithetho. Okokugcina, izichibiyelo ezisuselwe kwimigomo mayelana nalokho okushiwo yi-CPA inconywe ukuthi yenze ngcono isimo sezinhlangano ezingaphansi kwezivumelwano zesikhathi esinqunyiwe ukuletha izisombululo ezingcono kanye nokuqinisekisa ukuthi kulandelwa izinhloso kanye nemisebenzi yoMthetho 68 ka 2008, okunguMthetho oVikela abaThengi kanye nemihlahlandlela yezizwe zomhlaba. Lolu cwaningo lususelwe phezu komthetho kusukela mhla zi 18 uNhlangulana 2020, luyatholakala emithonjeni yaseNingizimu Afrika, kanye nomthetho waseSingapore uyatholakala emthonjeni yedatha yaseNational University of Singapore.<br>Mercantile Law<br>LL. D.