The employment contract: forms and termination
The three criteria of an employment contract, what separates it from an internship and from freelance work, permanent, fixed-term, temping and apprenticeship contracts, the probation period, and the three ways to end a permanent contract with their effects.
- 25 cards
- 6 topics
- Free
The outline, topic by topic
Each topic is weighted the way the exam weighs it.
- Concepts
- Questions
- Sort and link
- The numbers
- Scenarios
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A few cards from the deck
Employment contract: what is it?
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An agreement by which a person undertakes to work for another, under that person's authority, in return for pay.
It is recognised by three criteria: work performed, pay, and a relationship of subordination. The name the parties give the contract does not matter: the judge looks at how the work is really carried out.
What is the maximum initial probation period for a manager on a permanent contract, before any renewal?
- 4 months
- 2 months
- 3 months
- 6 months
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4 months
Four months for managers, three for technicians and supervisors, two for workers and clerical staff. A renewal is possible only if a branch agreement allows it and the contract provides for it.
An employment contract requires work performed, … and a relationship of ….
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An employment contract requires work performed, pay and a relationship of subordination.
If one of the three is missing it is not an employment contract: a volunteer is not paid, a freelancer is not subordinate.
Relationship of subordination: what is it?
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The employer's power to give orders and instructions, to check how they are carried out and to punish breaches by the person who works.
It is the deciding criterion: without it you have independent work; with it the contract is an employment contract, whatever it is called.