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Part-Time Work Convention, 1994 is an International Labour Organization Convention for protection of part-time workers including the rights to equal pay for equal work.. It was established in 1994, with the preamble stating:
A part-time job is a form of employment that carries fewer hours per week than a full-time job. Workers are commonly considered to be part-time if they work fewer than 30 hours per week. [2] Their hours of work may be organised in shifts. The shifts are often rotational.
[citation needed] By using the reasonable person standard, courts instead use an objective tool [weasel words] and avoid such subjective evaluations. [citation needed] The result is a standard that allows the law to behave in a uniform, foreseeable, and neutral manner [weasel words] [citation needed] when attempting to determine liability.
In many countries, there are no restrictions on the type of temporary work that is legal, including the United Kingdom, Canada, China, Sweden, and Denmark. The United Kingdom has in place the Temporary Agency Work Directive 2008, which ensures equal pay and treatment of temporary workers. Similarly, Brazil enforces full-time employment ...
Consideration is an English common law concept within the law of contract, and is a necessity for simple contracts (but not for special contracts by deed).The concept of consideration has been adopted by other common law jurisdictions, including in the United States.
In the US for example, the majority of state laws allow for employment to be "at-will", meaning the employer can terminate an employee from a position for any reason so long as the reason is not explicitly prohibited, [a] and, conversely, an employee may quit at any time, for any reason (or for no reason), and is not required to give notice.
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In United States labor law, at-will employment is an employer's ability to dismiss an employee for any reason (that is, without having to establish "just cause" for termination), and without warning, [1] as long as the reason is not illegal (e.g. firing because of the employee's gender, sexual orientation, race, religion, or disability status).