Labour Law. 12.1 Particular attention is drawn to the conditions concerning the employment of labour in Malta and the obligation to comply with all regulations, rules or instructions concerning the conditions of employment of any class of employee.
Labour Law. For purposes of this Agreement, “Labour Law” will mean Federal Decree Law No. 33 of 2021, as amended.
Labour Law. There are many laws in Germany that regulate and ensure the rights of employees. These include, for example: • Regulation of working time • Minimum wage • Vacation entitlement • Protection against dismissal • Representation of interests in the company (works council) • Regulation on the work of trade unions • etc. Sometimes it happens that your rights are not respected at work. If you need help or advice, you can contact the following: Works Council / Staff Council / Employee Representation: Many companies have a works council (in the public sector it is called the staff council, in the church sector it is called the employee representation). The works council represents the interests of the employees and is elected by them. The works council is your first point of contact if you have problems with other employees or your superiors. It is best to ask colleagues whom you need to address. By the way: A works council may always be established in companies with at least 5 employees. Union: Trade unions represent the interests of employees in certain occupational fields. A trade union represents people not only from one company, but from many companies in the same line of business (for example, in industry). Ask your colleagues which union you can join. As a rule, membership in the union costs a monthly fee. In exchange, you can seek advice from the union on questions and problems, get training, etc.
Labour Law. The Contractor shall be conversant with the applicable Labour Laws in force in Zambia and undertakes to abide by such laws in the execution of this Contract.
Labour Law. 12.1 Particular attention is drawn to the conditions concerning the employment of labour in Malta and the obligation to comply with all regulations, rules or instructions concerning the conditions of employment of any class of employee. In this connection, tenderers must undertake to sign and abide with the statement of Conditions of Employment in Form 2 of Volume 1, Section 4 throughout the course of execution of this Framework Agreement. 13.
Labour Law. Improve and modernize the framework for individual labour law, including tackling the issues of highly restrictive overtime rules, unnecessary sectoral differentiation, white collar/blue collar rules, and take account of flexible and home working, as well as implement these measures through secondary legislation, by September 2020.
Labour Law. 19. The passport of the worker, being the property of the Government of India, shall not be confiscated by the Employer under any circumstances. The passport will be retained by the workers at all times and will be produced before the Embassy of India, as and when called for.
Labour Law. On 1V October 2OOS the Minister of Socia1 Security and Labour by Order No A1›16O approved the Recommendations to Emp1oyers and Emp1oyees to App1y, by Mutua1 employment agreement the parties must agree upon the essential conditions (fabour Code, Art. 95 p. 1), whereas other conditions of the employment agreement and the collective agreement may be related to application of flexible forms of organisation of work and working time which are acceptable to both parties. †he fabour Code provides possibilities to develop flexible occupation forms, permitting to execute the covenants in respect of the nature and the way of performance of work in the form of various kinds of employment agreements. Plexible forms of organisation of work are implemented by individual or collective negotiations or mutual agreements among employees and employers. Plexible organisation of work can enable employers to reduce the work costs, better adjust to structural changes and better coordinate other interests of their own and the employees. However, the covenants in respect of forms of organisation of work should not put the employees into worse position than established by the fabour Code, laws and other standard legal acts. On SO September 2OOS the Government by Reso1ution No 1195 approved the Order for Shortening of the Working †ime to Emp1oyees Whose Work Causes More Menta1 and Emotiona1 †ension, and the Conditions of Remuneration to Emp1oyees for Whom the Shortened Working †ime is Estab1ished. †his resolution establishes a defined shortened working time for employees who, because of the nature of their work, are considered as suffering greater mental and emotional tension. It is established that such employees for the shortened working time should receive the same remuneration as for the full time work; the employees whose work is based on output quotas (when remuneration is paid subject to piece- rates) for the shortened working time, as compared to the full working time, should receive an hourly rate payment (remuneration) of the category set for such employees. On SO September 2OOS the Government by Reso1ution No 1196 approved the Regu1ations of the Labour Arbitration and the Court of Arbitration. †he fabour Arbitration or the Court of Arbitration deals with collective labour disputes when such disputes are fully or partially failed to be solved in the conciliation commission and the conciliation commission passes a decision to refer them for examination to the labour arbitrat...
