töötaja ja tööandja kokkulepe, mille kohaselt töötaja kohustub tegema tööandjale tööd, alludes tema juhtimisele ja kontrollile, tööandja aga kohustub maksma töötajale töö eest tasu ning kindlustama talle poolte kokkuleppe, kollektiivlepingu, seaduse või haldusaktiga ettenähtud töötingimused
legally binding agreement between an employer and an employee establishing the terms under which the employee's work is to be done
Töölepingu alusel teeb füüsiline isik (töötaja) teisele isikule (tööandja) tööd, alludes tema juhtimisele ja kontrollile. Tööandja maksab töötajale töö eest tasu.
The essential defining element of the contract of employment is the criterion of submission or subordination of the employee to the employer’s command or control in terms of the time, place and manner in which the work is to be done. Laws affecting workers usually focus on the contract of employment and subordination.
For these purposes Member States may in particular impose the following measures: ... an obligation to keep or make available and/or retain copies, in paper or electronic form, of the employment contract or an equivalent document within the meaning of Council Directive 91/533/EEC (1), including, where appropriate or relevant, the additional information referred to in Article 4 of that Directive, payslips, time-sheets indicating the beginning, end and duration of the daily working time and proof of payment of wages or copies of equivalent documents during the period of posting in an accessible and clearly identified place in its territory, such as the workplace or the building site, or for mobile workers in the transport sector the operations base or the vehicle with which the service is provided;
The identification of lay-offs (unpaid leave initiatied by the employer) and their classification as employed (or unemployed) persons depends on two conditions of a formal job attachment: an assurance of return to work after the end of the contingency and the short duration (<=3 months) of the suspension of the labour contract.
This Directive should provide for a flexible entry system based on demand and objective criteria, such as a valid work contract or a binding job offer that specifies the essential aspects of the contract or employment relationship.
Member States shall take the necessary measures to ensure that provisions appearing in collective agreements, wage scales, wage agreements or individual contracts of employment which are contrary to the principle of equal pay shall be, or may be declared, null and void or may be amended.
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