If there is no valid reason to use a fixed-term contract, the contract shall be deemed to be valid for an indefinite period, regardless of its temporary nature. However, the Employment Contracts Act does not limit the conclusion of a fixed-term contract on the worker`s initiative. As a general rule, fixed-term contracts offer workers a lower level of protection with regard to termination of employment than contracts of indefinite duration. This is because the employer generally does not have to provide a justification for terminating the employment relationship, given that the FTC contains a set end date. In most cases, no severance pay is paid. Convention No. 158 provides that Member States may exclude from all or certain provisions of the Convention workers employed under a “contract of employment for a given period or task” (Article 2(2)). However, it also provides for the need to provide `appropriate safeguards` against the use of contracts to circumvent the protection deriving from the Convention (Article 2(3)). Constructive dismissal is a situation in which the worker is forced to leave his job or resign, not because he wishes to do so, but because of the behaviour of the employer. The dismissal could be the result of poor working conditions or changes in employment, which leave the worker no choice but to resign. Description: Constructive dismissals are widespread in organizations. In the human resources department, a restrictive agreement is a clause preventing an employee from seeking accommodation from his former employer until a certain period after leaving the company/organization. A restrictive pact began as a legal concept to regulate landowners.
It was about how to use and develop a piece of land. Description: Types • Non-compete contracts providing for a fixed-term contract for workers` benefits may be similar to those of an employed person, but a fixed-term worker does not have long-term job security. .