Traduzione Di Employment Agreement

In English-speaking countries, the fixed-term employment contract is generally characterized by the term fixed (employment) contracts. In this sense, the fixed employment legislation in force in the United Kingdom[1] defines this type of contract as follows: “a contract of employment that, under its provisions determining how it will terminate in the normal course, will terminate (a) on the expiry of a specific term” of the relationship. Therefore, the term fixe-term employee will identify the worker hired by a fixed-term contract (an employee under a fixed contract), precisely to distinguish him from the permanent worker, that is to say from the one who is engaged in an employment contract of indefinite duration (open-ended employment contract). In the European literature too, the concept of a fixed-term contract is often drafted in English with a permanent employment contract: [3] REPORT FROM THE COMMISSION on the implementation of Council Directive 96/34/EC of June 3rd June 1996 on the framework agreement on parental leave concluded by UNICE, CEEP and the ETUC, eur-lex.europa.eu/LexUriServ/LexUriServ.do?uri=COM:2003:0358:FIN:EN:PDF. The dgs. The 81/2015 mentioned also evokes a “succession of contracts” and the possibility of transforming the fixed-term contract into a contract of indefinite duration in certain circumstances. As far as the succession of contracts is concerned, the concept is usually referred to as successive fixed-term contracts. The same Fixed-term Employees (Prevention of Less Favouable Treatment) Regulations 2002 is used to use this expression with regard to measures to prevent the abuse of this practice: “A collective agreement or an employment agreement … this Regulation in order to prevent abuses due to the use of subsequent firm contracts … [4]. Teaching also speaks of solid contract chains, although this expression is most often used euphemistically.[5] [5] See, among others, A.

Bronstein, International and Comparative Labour Law – Current Challenges, Palgrave-MacMillan, Geneva 2009. 27 September 2010 (reference for a preliminary ruling from the Cour du travail de Bruxelles – Belgium) – Jhonny Briot v Randstad Interim, Sodexho SA, Council of the European Union, eur-lex.europa.eu/LexUriServ/LexUriServ.do?uri=OJ:C:2010:346:0022:0022:IT:PDF. The term “fixed-term contract” refers to a contract of employment which, because of the characteristics of the service derived from the contract, is or may be determined by a fixed term. The fixed-term contract, which has been the subject of several measures over the years, including the cancellation of the obligation to indicate the cause, was last amended by Decree-Law 81/2015, which provides in Article 19 for the possibility of terminating the duration of the relationship for a maximum period of 36 months. . . .