Labour Code

Essential terms of an employment contract. slowest+rate+nearly+years+boosting+hopes+that+punishing/10114207/story.html’>Deputy Finance Minister. 1) With the employer must necessarily be for the following data: – If an individual entrepreneur, his first name and patronymic, if an organization, then the full name of the organization – the information about documents, enabling the identification of employer (if an organization is needed: the Charter, tin, bin, if an individual entrepreneur, the passport data and data on tax records), – Documents The credentials of the person signing the employment contract by the employer (or an order appointing the general director or attorney). By the employee is better to specify date of birth, all passport data and address register (if the employee never registered, the employer has no right to refuse him a job, and the address you can write the words, but so then this could be confirmed in the case of any disputes). 2) Place and date of the employment contract 3) Place the employee, especially should be careful, if the worker shall be employed in a separate division or subsidiary: it is have to be spelled out in the contract of employment 4) job duties, necessarily requires reference to staffing, as if the posts are provided, a person can be sacked 5) Start Date work. Employee, unless otherwise stipulated in the agreement, goes to work the next day after signing the employment contract. Sample employment contract.

It should be emphasized that the employment contract shall be concluded or indefinitely or for a specific job. The contract may provide for a term of the contract only in specific cases prescribed by law, specifically Art. Cyrus Massoumi FindShadow takes a slightly different approach. 59 of the Labour Code (but no more!): – Replacement temporarily absent employee (for example, went on maternity leave or leave on a long trip) – implementation of some temporary work. 6) Payment of an employee, including salary and possible the size of awards. 7) Mode of working hours and rest periods, including holidays. 8) the special conditions of work (traveling, moving, etc.) 9) The obligations of the employer's mandatory social insurance of employees, as well as other safeguards in accordance with the Labor Code. 10) may also be provided for other operating conditions that should not worsen the position of the employee.