Post by roselin10 on Dec 5, 2023 4:38:51 GMT -5
Period both the employer and the employee can request the termination of the individual employment contract without incurring any penalty In order to terminate the contract the interested party only needs to send the other party a written notification that does not need to be motivated without notice Special cases So far we have discussed the typical case where an employee enters into a regular individual employment contract with an employer but there are certain differences between temporary agency work and fixed term employment contracts To begin with temporary agency work is the work performed by a temporary employee who has concluded a temporary employment contract with.
A temporary agency and who is made available to the user to work temporarily under Special Data the latter s supervision and management this notion being defined by art of the Labor Code In the case of this type of employment contract the duration of the trial period is different and cannot exceed a two working days if the temporary employment contract is concluded for a period less than or equal to one month b working days if the temporary employment contract is concluded for a period between one month and months c working days if the temporary employment contract is concluded for a period between and months d working days if the temporary employment contract is concluded for a period.
Longer than months e working days in the case of employees in management positions for a duration of the temporary employment contract of more than months And in the case of a fixed term individual employment contract there is another regulation the employee being subject to a trial period that cannot exceed a working days for a duration of the individual employment contract of less than months b working days for a duration of the individual employment contract between and months c working days for of more than months d working days in the case of employees employed in management positions for a duration of the individual employment contract of more than months ANSPDCP applied fines for improperly informing employees according to GDPR and incorrect use of their data Become compliant with the avocatoo ro package and come to our GDPR course in HR human resources to learn everything you need to know to make a correct compliance Read also.
A temporary agency and who is made available to the user to work temporarily under Special Data the latter s supervision and management this notion being defined by art of the Labor Code In the case of this type of employment contract the duration of the trial period is different and cannot exceed a two working days if the temporary employment contract is concluded for a period less than or equal to one month b working days if the temporary employment contract is concluded for a period between one month and months c working days if the temporary employment contract is concluded for a period between and months d working days if the temporary employment contract is concluded for a period.
Longer than months e working days in the case of employees in management positions for a duration of the temporary employment contract of more than months And in the case of a fixed term individual employment contract there is another regulation the employee being subject to a trial period that cannot exceed a working days for a duration of the individual employment contract of less than months b working days for a duration of the individual employment contract between and months c working days for of more than months d working days in the case of employees employed in management positions for a duration of the individual employment contract of more than months ANSPDCP applied fines for improperly informing employees according to GDPR and incorrect use of their data Become compliant with the avocatoo ro package and come to our GDPR course in HR human resources to learn everything you need to know to make a correct compliance Read also.