Bibliografías temáticas / Fixed-term employment contract

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Literatura académica sobre el tema "Fixed-term employment contract"

Autor: Grafiati
Publicado: 4 de junio de 2021
Última modificación: 25 de abril de 2022

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Artículos de revistas sobre el tema "Fixed-term employment contract"

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

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The purpose of this paper is to explore and to ana­lyse peculiarities of Lithuanian legal regulation of fixed-term employment agreement. Peculiarities are divided into four groups: peculiarities of concept of fixed-term employment agreement, peculiarities of conclusion, performance and expiry of fixed-term employment agreement. Specific essential conditions for conclusion of a fixed-term employment contract are: the term of an employment contract (if the parties to the contract have used both methods to define the term, one of them must be chosen as a prevailing one) and the circumstance that
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Bigey, N. "Employment contracts: the inherent dangers of the fixed-term contract." Journal of Dentofacial Anomalies and Orthodontics 21, no. 4 (2018): 408. http://dx.doi.org/10.1051/odfen/2018096.

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Hiring an employee can be risky, especially when choosing the contract that will bind the employer to the employee. It is essential to choose a suitable contract. Oftentimes, the preferred choice is a fixed-term contract. If the reason for this choice is contested, the financial consequences may be exorbitant.
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Moras-Olaś, Kinga. "THE ESSENCE OF A FIXED-TERM EMPLOYMENT CONTRACT." Roczniki Administracji i Prawa specjalny, no. XXI (2021): 523–34. http://dx.doi.org/10.5604/01.3001.0015.6194.

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The existing regulation of the Labor Code includes three types of employment contracts. It means that each of them may be concluded only in certain circumstances. The differences between them result from their different functions and purposes. The shape of the regulation of each contract should reflect its nature. The essence of a fixed-term employment contract is shaped by three structural elements: the temporary nature of the work to be performed, unconditional determination of the end of the employment contract, and stability of the contract. The purpose of this article is to characterize e
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Akhmetyanov, D. V. "Discrimination in atypical employment in the context of fixed-term employment contracts." Voprosy trudovogo prava (Labor law issues), no. 10 (October 30, 2021): 770–74. http://dx.doi.org/10.33920/pol-2-2110-06.

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This article provides an analysis of the jurisprudence concerning the discriminatory nature of a fixed-term employment contract with a particular employee, while other employees in a similar position are subject to indefinite employment contracts.
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Ershova, E. A. "Conclusion of a Fixed-Term Employment Contract: Theoretical and Practical Problems." Rossijskoe pravosudie 9 (August 21, 2020): 49–56. http://dx.doi.org/10.37399/issn2072-909x.2020.1.49-56.

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In the article theoretical and practical problems of the conclusion of the fixed-term employment contract are researched, and also the legislation and positions of the Soviet and Russian scientific workers are analyzed. The conclusion is made: fixed-term employment contracts may be concluded only in cases stipulated by federal laws adopted in accordance with Article 55 of the Constitution of the Russian Federation, and not by «agreement» of the parties to the employment contract.
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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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Rutkowska, Beata. "Notice to terminate a fixed-term contract of employment." Studia Iuridica Toruniensia 23 (October 5, 2019): 253. http://dx.doi.org/10.12775/sit.2018.038.

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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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Gericke, SB. "A New Look at the Old Problem of a Reasonable Expectation: The Reasonableness of Repeated Renewals of Fixed-Term Contracts as Opposed to Indefinite Employment." Potchefstroom Electronic Law Journal/Potchefstroomse Elektroniese Regsblad 14, no. 1 (2017): 104. http://dx.doi.org/10.17159/1727-3781/2011/v14i1a2546.

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In South Africa, the Labour Relations Act 66 of 1995 (LRA) regulates and protects the position of the employee who reasonably expects that a fixed-term contract will be renewed on the same or similar terms while the employer only offered to renew the contract on less favourable terms or in some instances was not prepared to renew the fixed-term contract at all. The LRA regards the latter conduct as a dismissal, as long as the employee can prove that the employer was responsible for creating the reasonable expectation of contractual renewal. In contrast to this position, the LRA does not regula
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Monusova, Galina A. "Type of Employment Contract and Subjective well-being." Sociological Journal 25, no. 3 (2019): 46–66. http://dx.doi.org/10.19181/socjour.2019.25.3.6675.

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Transformation of the industrial relations in the European countries is often associated with the expansion of various non-standard forms of employment, among which is temporary or fixed-term employment. Fixed-term contracts are associated with erosion of the existing social model, and can affect objective (like earnings and working conditions) as well as subjective (like satisfaction or feelings of stress) workers’ well-being. The focus of this study is the subjective well-being of those who have fixed-term employment contract in comparison with holders of the open-ended contract. Sociologica
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Tesis sobre el tema "Fixed-term employment contract"

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Timothy, Lester Clement. "Non-renewal of a fixed-term employment contract." Thesis, Nelson Mandela Metropolitan University, 2006. http://hdl.handle.net/10948/431.

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In terms of the common law contract of employment an employee who is a party to a fixed term contract, unlike an indefinite period contract, cannot be dismissed. The contract terminates upon an agreed or ascertainable date determined by the parties and the conclusion of the contract. Section 186(1)(b) of the Labour Relations Act 1995, however, defines the failure to renew a fixed term contract on the same or similar terms where the employee reasonably expected the contract to be renewed, as a dismissal. In this treatise the scope and content of this provision is considered with reference to re
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Kuskienė, Sonata. "Terminuota darbo sutartis pagal Lietuvos ir Lenkijos teisę (lyginamoji analizė)." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2009. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2007~D_20081203_204526-93506.

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Neterminuotos darbo sutartys yra bendriausia ir pagrindinė darbdavių bei darbuotojų darbo santykių forma, tačiau tam tikromis aplinkybėmis – nenuolatinio pobūdžio darbams atlikti - vis dažniau atsiranda poreikis darbuotojus įdarbinti pagal terminuotas darbo sutartis, kurios tam tikromis aplinkybėmis labiau atitinka ir darbuotojų ir darbdavių interesus. Šiame magistro darbe yra nagrinėjamos Lietuvos ir Lenkijos darbo teisėje įtvirtintos nuostatos dėl terminuotos darbo sutarties rūšių išskyrimo, jos sudarymo prielaidos, vykdymo ypatumai bei nutraukimo pagrindai ir apribojimai, analizuojamas šių
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Gustafsson, Jessica. "Sveriges väg till att försöka förhindra missbruk av visstidsanställningar : Ur ett europarättsligt perspektiv." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-68868.

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This essay aims to study the new regulation of the Swedish legislation regarding fixed-term work with a comparison to the EU directive 99/70/EC[1]. The essay also aims to study if the new legislation makes any difference for the individuals that has a fixed-term employment. The EU directive 99/70/EC is the legislation which shows how the member states in the EU are supposed to prevent employers from abusing frequent temporary employment and aims to protect the employees. Previously, an employer in Sweden could use the fixed-term contracts for temporary employments and just keep on giving the e
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Mathe, Muziwakhe. "Using fixed-term contracts of employment subsequent to the introduction of section 198 in the labour relations act 66 of 1995: A study of the technical and vocational education and training sector in South Africa." University of the Western Cape, 2020. http://hdl.handle.net/11394/8141.

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Magister Legum - LLM<br>This study is encouraged by the fact that the field of labour law has drastically changed after enactment of amendments in various labour legislation such as Employment Equity Act, Basic Conditions of Employment Act and Labour Relations Act during 2013 and 2014. These changes have compelled employers to review their policies in line with the amendments of these Acts. This study will however focus on the impact of the newly introduced section 198 to the Labour Relations Act 66 of 1995. The study will specifically focus on the continued use of fixed-term contracts of
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Raboteau-Duval, Michèle. "Le droit des contrats de travail à durée déterminée en droit espagnol et en droit français : contribution à l'étude du droit social comparé /." Aix-en-Provence : Presses Univ. d'Aix-Marseille, 2004. http://www.gbv.de/dms/spk/sbb/recht/toc/486180352.pdf.

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Blagnienė, Deimantė. "Terminuotos darbo sutartys Lietuvos ir užsienio valstybių teisėje." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2009. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2008~D_20090908_194106-15569.

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Šiame magistro darbe analizuojami Lietuvos, Latvijos, Estijos ir Rusijos terminuotų darbo sutarčių sudarymo, vykdymo bei nutraukimo ypatumai. Kad nebūtų piktnaudžiaujama terminuotomis sutartimis, valstybės savo darbo statymuose įstatymuose nustato tam tikrus imperatyvius reikalavimus. Darbo tikslas yra palyginti Lietuvos ir minėtų užsienio valstybių darbo įstatymų nuostatas, susijusias su terminuotų sutarčių reglamentavimu, pateikti jų apibendrinimus, aptarti šių teisės normų įgyvendinimo praktikoje problemas bei pateikti pasiūlymus Lietuvos įstatymų leidėjui. Pirmoje darbo dalyje pabrėžiama d
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Svensson, Sanna. "Sveriges implementering av EU:s visstidsdirektiv 99/70/EG." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-24948.

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This paper aims to study, from a legal dogmatic method, the Swedish legislation on fixed-term work related to the EU directive 99/70/EC 1. In particular, the directives demand to prevent abuse of frequent temporary employment. An employer may, in agreement with the Swedish legislation combine different types of temporary employment, to prolong the time in the temporary employment. In this proceeding an employer can avoid employing an employee in a permanent position. For example, an employee can be employed in a probationary period of six months, in a general temporary employment for a maximum
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Bacouelle, Johanna. "La condition juridique de l'artiste-interprète." Thesis, Paris 1, 2015. http://www.theses.fr/2015PA010301.

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La condition juridique de l'artiste-interprète se caractérise par une imbrication étroite du droit du travail et du droit de la propriété intellectuelle. Chaque source de droits appréhende des temps différents de l'activité de l'artiste-interprète. Le droit du travail s'intéresse à l'artiste-interprète en tant que travailleur. Le modèle du salariat s'impose largement puisque le législateur a instauré une présomption de salariat. Le droit de la propriété littéraire et artistique s'intéresse au résultat du processus de création sur lequel les artistes-interprètes bénéficient de droits voisins du
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Schultz, Mi. "Visstidsdirektivets implementering i svensk rätt : Har korrekt implementering skett?" Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-11275.

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The essays main intent is to examine whether there has been a proper implementation of the Council’s directive 1999/70/EG into Swedish law regarding the requirement for measures to prevent the abuse of successive fixed-term employment contracts. To achieve this purpose there is a need for an examination of current law. The essay also has some secondary purposes. One of these secondary purposes is the question of whether the implementation of the Council’s directive 1999/70/EG has lead to a reduction of the workers employment protection, which is closely connected to my main question and the vi
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Silva, Paulo Mungongo da. "Do contrato de trabalho a prazo no ordenamento angolano." Master's thesis, 2017. http://hdl.handle.net/10362/21909.

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In the following dissertation we´ll discuss the problematic of the fixed-term contract in angolan legal order, because its politcs it´s out of character relatively of its purpose. The problem that we´re reporting it´s concerning in the fact of the term to verify the termination of the fixed-term contract established by angolan labour law (LGT) is rather broader and mainly not unjustifiable, if we thought that the fixed-term contract is just permitted to satisfy temporaries tasks or needs of the enterprise. However, we start our dissertation with a comparative perspective of the legal s
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Libros sobre el tema "Fixed-term employment contract"

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Fernando, Alvarez. Fixed term employment contracts in an equilibrium search model. Federal Reserve Bank of Chicago, 2005.

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Alvarez, Fernando. Fixed-term employment contracts in an equilibrium search model. National Bureau of Economic Research, 2006.

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Japan) JILPT Comparative Labor Law Seminar (10th 2010 Tokyo. Labor policy on fixed-term employment contracts: 2010 JILPT Comparative Labor Law Seminar. the Japan Institute for Labour Policy and Training, 2010.

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Macdonald, Lynda A. C. Tolley's managing fixed-term and part-time workers: A practical guide to employing temporary and part-time staff. Tolley LexisNexis, 2002.

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Elert, Nicole, and Petra Raspels. Praxishandbuch flexible Einsatzformen von Arbeitnehmern: Der rechtssichere Umgang mit atypischen Beschäftigungsverhältnissen für Unternehmer. De Gruyter, 2013.

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Yūki koyō hōsei bēshikkusu: Basics of fixed-term employment law. Yūhikaku, 2014.

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Ralf, Rogowski, and Kruppe Thomas 1958-, eds. Labour market efficiency in the European Union: Employment protection and fixed-term contracts. Routledge, 1998.

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Magnani, Mariella, Franco Carinci, and Carlo Zoli. Il lavoro a termine. UTET, 2000.

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Vallebona, Antonio. Il nuovo lavoro a termine. CEDAM, 2001.

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Machado, Susana Sousa. Contrato de trabalho a termo: A transposição da directiva 199/70/CE para o ordenamento jurídico português : (in)compatibilidades. Coimbra Editora, 2009.

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Capítulos de libros sobre el tema "Fixed-term employment contract"

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Zoppoli, Lorenzo. "Valori, diritti e lavori flessibili: storicità, bilanciamento, declinabilità, negoziabilità." In Studi e saggi. Firenze University Press, 2022. http://dx.doi.org/10.36253/978-88-5518-484-7.20.

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This article traces the national and EU legal framework after the progressive affirmation of the so-called flexible and non-standard contracts, with particular regard to fixed-term contracts, temporary agency work, part-time work and to work on demand. According to the author, notwithstanding deep changes in legislation, collective bargaining, case-law and in doctrine, the centrality of the legal value attributed to permanent contract of employment was not called into question. However, the techniques of promotion and protection of this crucial value are not consequent. Such a value has been recently reaffirmed also at European level by the Social Pillar and the directives of 2018 and 2019. This discrepancy can be overcome by specifying better the notion and sanctions in case of abuse of atypical work and by reinforcing legitimacy and negotiating skills of workers at both individual and collective level.
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Aimo, Mariapaola. "Alla ricerca di una ‘ragionevole flessibilità’ del lavoro non standard nell’intreccio di valori e tecniche." In Studi e saggi. Firenze University Press, 2022. http://dx.doi.org/10.36253/978-88-5518-484-7.18.

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Reasoning about the values ​​and the techniques that are pointed out in the regulation of non-standard work, the A. intends to read through this lens a couple of regulatory interventions, at internal and EU level: the 2018 reform on non-standard employment contracts, in particular on fixed-term contracts (the so-called ‘Decreto dignità’), and the Directive no. 2019/1152 on transparent and predictable working conditions, that the Member States will have to implement by 2022, with a national legislation that will most probably affect the working conditions of the extreme forms of precarious work.
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Taylor, Stephen, and Astra Emir. "19. Atypical workers." In Employment Law. Oxford University Press, 2019. http://dx.doi.org/10.1093/he/9780198806752.003.0019.

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This chapter discusses the law covering atypical workers. These include part-time workers, fixed-term workers, agency workers and ex-offenders. The EU social policy was tasked with coming up with a number of directives to prevent discrimination against such workers, and to give them what is effectively a ‘floor of rights’. Under the law, part-time workers should not be treated less favourably than full-timers, unless this can be objectively justified. Fixed-term workers should not be treated less favourably than full-timers, unless this can be objectively justified. A fixed-term employee who has been with the same employer for four years is entitled to a permanent contract. An agency worker is entitled to comparable terms and conditions as a permanent employee after twelve weeks. Ex-offenders are entitled not to refer to their convictions in certain circumstances, depending on what they were sentenced to.
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Emir, Astra. "2. The Nature of a Contract of Employment." In Selwyn's Law of Employment. Oxford University Press, 2020. http://dx.doi.org/10.1093/he/9780198836636.003.0002.

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This chapter discusses the parties to a contract of employment, the distinction between employees and self-employed persons, and other categories of parties to a contract of employment, looking at the different types of employment status and the tests used to decide which category a person falls into. It includes the status of directors, partners, office holders, ministers of religion, and the police, as well as apprentices, posted workers, domestic servants, and those working abroad and in offshore employment. It also has a discussion of whether people working in the ‘gig economy’ are workers or employees. Further, the chapter looks at those on fixed-term contracts and agency workers.
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Emir, Astra. "17. Unfair Dismissal." In Selwyn's Law of Employment. Oxford University Press, 2020. http://dx.doi.org/10.1093/he/9780198836636.003.0017.

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The statutory provisions relating to unfair dismissal are found in ss 94–107 of the Employment Rights Act 1996. This chapter looks at what amounts to a dismissal and the ways in which a dismissal may take place, covering expiry of a fixed-term contract, resignation and constructive dismissal, and frustration of the contract. It also discusses the categories of employees which are not protected by the unfair dismissal provisions of ERA; the termination of the contract; fair and unfair dismissal; fair reasons for dismissal and some other substantial reason; written reasons for dismissal; and remedies for unfair dismissal such as reinstatment, re-engagement, and compensation, as well as showing how such compensation is to be calculated.
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Smith, Ian, Aaron Baker, and Owen Warnock. "2. Contracts of Employment (1): Status, Formation, Continuity, and Change." In Smith & Wood's Employment Law. Oxford University Press, 2017. http://dx.doi.org/10.1093/he/9780198793243.003.0002.

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This chapter discusses the way in which the law has had to keep up with changing models of ‘employment’. Even the old ‘employee/self-employed’ division is now complicated by increasing use in modern statutes of the term ‘worker’. Part-time, fixed-term, and agency workers have featured prominently in modern employment law and consideration is given to these specifically, along with even more topical areas of concern such as zero-hours contracts and the challenges of the ‘gig economy’ more generally. Three more technical areas are then considered. The first concerns the ‘section 1 statement’ of basic terms and conditions that has been an obligation on employers since 1963 but is still not always given. The second concerns the difficult question of the extent to which an employer can seek to impose limitations on an employee even after employment ends. The third concerns the whole question of how the terms of an employment contract can lawfully be changed by one or both of the parties to it.
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Smith, Ian, Aaron Baker, and Owen Warnock. "2. Contracts of employment (1): status, formation, continuity, and change." In Smith & Wood's Employment Law. Oxford University Press, 2019. http://dx.doi.org/10.1093/he/9780198824893.003.0002.

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This chapter discusses the way in which the law has had to keep up with changing models of ‘employment’. Even the old ‘employee/self-employed’ division is now complicated by increasing use in modern statutes of the term ‘worker’. Part-time, fixed-term, and agency workers have featured prominently in modern employment law and consideration is given to these specifically, along with even more topical areas of concern such as zero-hours contracts and the challenges of the ‘gig economy’ more generally. Three more technical areas are then considered. The first concerns the ‘section 1 statement’ of basic terms and conditions that has been an obligation on employers since 1963 but is still not always given. The second concerns the difficult question of the extent to which an employer can seek to impose limitations on an employee even after employment ends. The third concerns the whole question of how the terms of an employment contract can lawfully be changed by one or both of the parties to it.
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Smith, Ian, Aaron Baker, and Owen Warnock. "2. Contracts of employment (1): status, formation, continuity, and change." In Smith & Wood's Employment Law. Oxford University Press, 2019. http://dx.doi.org/10.1093/he/9780198868538.003.0002.

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This chapter discusses the way in which the law has had to keep up with changing models of ‘employment’. Even the old ‘employee/self-employed’ division is now complicated by increasing use in modern statutes of the term ‘worker’. Part-time, fixed-term, and agency workers have featured prominently in modern employment law and consideration is given to these specifically, along with even more topical areas of concern such as zero-hour contracts and the challenges of the ‘gig economy’ more generally. Three more technical areas are then considered. The first concerns the ‘section 1 statement’ of basic terms and conditions that has been an obligation on employers since 1963 but is still not always given. The second concerns the difficult question of the extent to which an employer can seek to impose limitations on an employee even after employment ends. The third concerns the whole question of how the terms of an employment contract can lawfully be changed by one or both of the parties to it.
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Burri, Susanne. "Combating Pregnancy Discrimination in the Netherlands." In Anti-Discrimination Law in Civil Law Jurisdictions. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780198853138.003.0008.

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The Dutch Institute for Human Rights offers an easy accessible complaint procedure free of charge and has more recently focused on enforcing Dutch and EU anti-discrimination law in relation to pregnancy. In the context of a labour market increasingly characterized by so-called flexible work relations, recent research commissioned by this equality body shows that the non-renewal of a fixed-term employment contract of pregnant women is widespread. Proving that pregnancy was one of the reasons for the non-renewal of a contract often presents difficulties in practice, however. The enhanced awareness of the prohibition of pregnancy discrimination might even result in more hidden forms of discrimination, turning combating pregnancy discrimination into quite a challenge.
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MACDONALD, L. "Contracts of Employment." In Tolley's Managing Fixed-Term & Part-Time Workers. Elsevier, 2003. http://dx.doi.org/10.1016/b978-0-7545-2410-6.50004-x.

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Actas de conferencias sobre el tema "Fixed-term employment contract"

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Мясников, Владимир Викторович. "Fixed-term Employment Contract in Russia. Century from the Introduction to the Precarization." In АКТУАЛЬНЫЕ ВОПРОСЫ РАЗВИТИЯ ГОСУДАРСТВЕННОСТИ И ПУБЛИЧНОГО ПРАВА. Санкт-Петербургский институт (филиал) ВГУЮ (РПА Минюста России), 2020. http://dx.doi.org/10.47645/978-5-6044512-3-6_2020_1_104.

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Anggraeny, Isdian, Nur Hidayah, and Sholahuddin Al-Fatih. "The Validity of Fixed-Term Employment Contract With The Remote Working Concept Based on Indonesian Laws." In Proceedings of the 3rd International Conference on Indonesian Legal Studies, ICILS 2020, July 1st 2020, Semarang, Indonesia. EAI, 2021. http://dx.doi.org/10.4108/eai.1-7-2020.2303633.

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Ludera-Ruszel, Agata. "EVALUATION OF THE LEGAL REGULATION CONCERNING THE FIXED-TERM EMPLOYMENT CONTRACT IN THE CONTEXT OF THE IMPLEMENTATION OF THE PROTECTIVE FUNCTION OF LABOUR LAW - POLAND CASE STUDY." In SGEM 2014 Scientific SubConference on POLITICAL SCIENCES, LAW, FINANCE, ECONOMICS AND TOURISM. Stef92 Technology, 2014. http://dx.doi.org/10.5593/sgemsocial2014/b21/s5.078.

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Informes sobre el tema "Fixed-term employment contract"

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Alvarez, Fernando, and Marcelo Veracierto. Fixed-Term Employment Contracts in an Equilibrium Search Model. National Bureau of Economic Research, 2006. http://dx.doi.org/10.3386/w12791.

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