No mandatory guidelines, but the following clauses and guidelines are recommended: gifts and forgiveness guidelines for compliance with anti-corruption rules; the policy on conflicts of interest with external parties; the Directives on electronic communications, abuse of e-mail and the internet and copyright in software; code of conduct policy; the privacy policy and changes to personal data; natural disaster review clause; political activities; Rotation and displacement clause (Mutasi); clause relating to the downgrading of the rating; suspension clause (without notice); Personal leave clause. No mandatory requirements for directives. If there is a works council, works contracts will largely replace politics. Without a works council, the directives are common, but are subject to standard contractual provisions, which means that they cannot be changed unilaterally to the detriment of the staff. A fixed-term contract is used for temporary agency workers. It still contains all the relevant details of an employment contract, but indicates a certain period of validity of the contract. Given the concept of employment existing in the United States, most employees do not have written or other employment contracts. Since 1 January 2020, internal rules (Internal Regulations) are mandatory in companies or companies employing at least 50 people. This contract, dated the day _____ of ___ in 20______ is concluded between [name of company] and [name of staff] of [City, Land].

This document constitutes a contract of employment between these two parties and is subject to the laws of [state or district]. In principle, it is not mandatory to perform an employment contract, but it is common practice to do so. In cases where there is no written contract of employment, the employer must provide the worker, within two months of the beginning of the employment relationship, with a written document bearing the employer`s signature and the general and special conditions of employment. However, the following types of employment contracts must be concluded in writing to be valid and binding: industrial, commercial and office enterprises that employ more than 10 people need staff regulations. It is not necessary to submit employment contracts or directives to third parties or to obtain permission from third parties. However, collective agreements are registered with the Ministry of Labour. Otherwise, employers can include probation periods in their employment contracts. However, during a trial period, the employer must still conduct a fair trial before dismissing an employee. An employment contract must be concluded in writing and indicate the name of the worker and the conditions of employment, including position, obligations, start of employment, place of work, working time, probation period, wages, etc. Under the standard employment contract, employers must present minor and serious violations in an appendix to the employment contract to inform a worker.

It is also recommended that employers adopt internal rules in accordance with the law, although the law does not counter specific guidelines for the preparation of internal rules. In general, the internal labor rules and rules mentioned in the employment contract must be submitted to the Township Labor Office (TLO) for approval. Employment contracts do not require the agreement of third parties, but changes to employment contracts and/or dismissals may require notification and/or authorisation from the trade union concerned. Oral employment contracts are legal in some cases, but no market practice. In any case, in the case of employment of more than 4 weeks, certain minimum information must be provided in writing and, in any case, a summary of the main contractual conditions (copia básica) must be submitted to the Employment Agency. For certain types of contracts (for example. B seasonal contracts), it is also necessary to officially submit the employment contract (provided by the employment agency). . . .