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(d) job title and job description – the employment contract should include the worker`s title and a description of the worker`s duties; However, that description should include some flexibility in the language in order to assign additional tasks and avoid the possibility of a disguised right to dismissal. [3] 6 French labor law is characterized by both public social order and the protection of workers (in order to restore the “balance of power”), while American labor law is based on the “balance of power” by the actors themselves. In France, the balance of power between employers and employees is the adeterable of the State, which implements specific rules and regulations. In other words, even if employment relationships are regarded as contractual relations under private law, they are subject to the rules of public policy aimed at protecting the weaker party to the contract. According to Supiot (2007), the combination of the contractual basis and interventionist legislation better defines the “French model”. In this perspective, we see a considerable gap between the American model of industrial relations and the French model. The former can be seen as an economic model, while the latter is linked to a political conception of industrial relations. However, the contractual theory does not show this political dimension of the enterprise. Supiot (2007) rightly attributes these differences to different national models of labour law. The emergence of collective agreements can be based either on public regulations (French model) or on collective autonomy (American model). Labour law is characterised by a legal culture specific to certain national legal traditions. It therefore seems that differences in legal culture lead to rules that are significantly different in national legal systems.

This clause prevents employees from sharing sensitive or confidential information with others. This may include sharing with the media or the public, shared on social media or used for other purposes. If an employee violates their contract in this way, their employer can take legal action against them. 12 It should be noted that that measure does not entail the dismissal of employment contracts or compensation. The United States is the only industrialized country to have such a rule. The decision whether or not to enter into a company agreement depends on the impact of each assignment on your company`s employment needs. Since company agreements that have been formally submitted replace bonuses, employers can change certain reward conditions that do not meet the needs of their business, provided that employees are not financially worse off compared to the reward. This can be especially useful for dairy farmers because of the non-standard working hours of this job. The employment contract is a contract signed between the employee and the employer. Employment contracts are important for both employees and employers. It obliges both parties to fulfil their duties and responsibilities.

For example: The fundamental duty of the employee is to work for the employer, and the employer must pay the employee according to the work with a certain delay. 4 This theory defines the enterprise as a set of non-human assets and holds that enterprises are born when market contractual relationships fail. The company`s point of view indicates that the nature and limitations of the business are closely correlated and explains the boundaries of the business in terms of optimal distribution of asset ownership. The assets held by the company form the company. The holder of the remaining control rights over non-human assets in a coalition has power over the owners of human capital who need non-human assets to be productive. .