Fixed-term employment contract. With regard to a fixed-term employment contract, the Collective Agreement follows the provisions of Section 668a in Book 7 of the Dutch Civil Code.
Fixed-term employment contract. 1. In accomplishing the provision referred to in article 23, Law 28 February 1987, n. 56, the hiring under a fixed-term contract is allowed, in addition to that provided for by Law 18 April 1962, n. 230 and subsequent amendments, of workers belonging to the categories indicated in article 2.
2. In addition to the subjective cases for fixed-term work as identified in the above paragraph, the hiring is likewise allowed under contracts of a definite duration in the following cases: – hiring of the first employee; – hiring by employers who employ up to 5 employees; – hiring as employees of subjects with whom a contract of quasi-subordinated work had been stipulated.
Fixed-term employment contract. 1. An employment contract is not made for a fixed period unless it has been specified as a fixed-term contract for a justifiable reason.
2. The grounds for fixed term employment must be stated in the employment contract.
3. The employer must state the end date of a fixed-term contract well in ad- xxxxx.
Fixed-term employment contract. 1. A fixed-term employment contract may be agreed by way of probationary period, with the prospect of an open-ended contract. This employment contract is agreed for no more than 12 months. In exceptional cases, this period may be prolonged by a second period of no more than 12 months.
2. At least two months before expiry of the fixed-term employment contract, as referred to in paragraph 1, agreed for no longer than 12 months, but with the prospect, in writing, of an open-ended employment contract, the employer will decide whether, as of the date of expiry, they will
a. give the employee an open-ended employment contract; or
b. prolong or renew the employee’s fixed-term employment contract; or
c. give the employee no new employment contract. In this case, the employer is required to give immediate, written notification of their decision. Explanatory note The following will be regarded as equivalent to a 12 month employment contract as referred to in the first sentence: – an employment contract starting on the first day after the summer holiday and ending on the day before the start of the summer holiday in the following year; – consecutive fixed-term employment contracts, totalling 12 months.
3. If the employer fails to take the decision referred to in paragraph 2 on time, the employee will be regarded as having been awarded a prolonged fixed-term contract on the same conditions as the previous contract.
4. A fixed-term employment contract may also be agreed with the following:
a. a substitute for an employee temporarily absent for no more than a year;
b. an employee filling a temporary job vacancy for no more than a year at a time;
c. an employee whose work is confined to contract activities, or an employee contracted exclusively to stand in for them, for no more than two years;
d. an employee whose work is confined to project activities for which additional funds have been allocated, or an employee contracted exclusively to stand in for them, for no more than four years;
e. employees who have reached retirement age, for no more than one school year at a time.
5. The total number of consecutive fixed-term contracts of employment referred to in paragraphs 1, 3 and 4 a to c may not exceed three, with a total length of no more than two years. If the employment contract is prolonged it will be open-ended..
6. If on the basis of multi-year staff establishment policy, the employer expects problems to arise in relation to the staff complement, they may depart fro...
Fixed-term employment contract. If the employment contract is for a fixed term, it ends automatically on the date entered in the employment contract. There is therefore no notice of termination.
Fixed-term employment contract. (CDD) A fixed-term employment contract when the young person has to perform a specific, non-durable task, for the minimum social wage, which may be reduced according to age. Employment contracts concluded between an employer and a student enrolled in: • a course leading to a higher technician’s certificate; or • one of the courses offered by the University of Luxembourg; or • a course leading to a bachelor’s or master’s degree provided by a higher education establishment; as well as contracts concluded between an employer and a student in secondary and technical secondary education at an educa- tional establishment in Luxembourg. For these contracts, the weekly duration may not exceed 15 hours on average over a period of one month or four weeks. Age Gross monthly rate Gross hourly rate 18 years and older €2,508.24 €14.4985 17 – 18 years old €2,006.59 €11.5988 15 – 16 years old €1,881.18 €10.8739 Age Gross monthly rate Gross hourly rate 18 years and older €3,009.88 €17.39812 (amounts correspond to index 921.40) To calculate the social minimum wage for on an hourly basis, simply divide the monthly amount by 173. 3. SPECIFIC CONTRACT "OCCUPATIONAL CONTRACT FOR PUPILS AND STUDENTS" A specific contract for a maximum of 2 months per calendar year during the school vacations for pupils and students aged between 15 and 27, with a specific remuneration. Age Monthly gross rate 18 years and older (€80% of 2,508.24) €2,006.59 17 – 18 years old (€80% of 2,006.59) €1,605.27 15 – 17 years old (€80% of 1,881.18) €1,504.94 (amounts correspond to index 921.40) The young person’s remuneration is tax-free up to 14 € per hour.
Fixed-term employment contract. 1. An employment contract is not made for a fixed period unless it has specifically agreed upon.
2. The justification must be mentioned in the employment contract.
3. The employer must state the end date of a fixed-term contract well in advance.
Fixed-term employment contract. The employment relationship ends on the agreed date without notice being given. The maximum earnings per month are 520 € and are tax-free. In temporary employment, you conclude an employment contract with a temporary employment agency. However, you do not go to work there, but the company subcontracts your work to another company. That is why this form of work is also called temporary work. You will then work in the company for a certain period of time. Sometimes you are with the same company for a long time, sometimes you change again quickly. As a rule, you will receive your salary from the temporary employment agency with which you have also concluded the employment contract. Even with temporary employment you have certain rights regarding working hours, vacation regulations, etc. Make sure that these are also adhered to. You can find more information about this here.
Fixed-term employment contract. The employment relationship ends on the agreed date without the need to give notice. There are numerous laws that regulate and ensure the rights of employees in Germany. That includes, for example: • Regulation of working time • Minimum wage • Leave claim • Dismissal Protection • Employee representation (works council) • Trade union labour regulations • and a few more According to the “Arbeitszeitgesetz” (Working Hours Act), it is not allowed to work more than 8 hours per day. In exceptional cases, the working time may be extended up to 10 hours if an average of 8 hours per day has not been exceeded within 6 months. You are entitled to breaks: From 6 hours upwards, you must take a break of at least 30 minutes. From 9 hours upwards, you are entitled to a break of at least 45 minutes. Overtime may only be demanded from you if it is regulated in the contract. Overtime must also be paid. Instead of a payment, there is also time off in lieu. This must be stipulated in the contract or you as an employee must agree to it. Always document your working hours daily! So you can always prove how much overtime you have worked.
Fixed-term employment contract. The parties
