Fixed-term contracts are valid until the end of the fixed period or after the end of the agreed work. In addition to this information, fixed-term contracts should be included: constructive dismissal is a situation in which the worker is forced to leave or leave his job not because of the will, but because of the employer`s behaviour. Resignation could be the result of poor working conditions or changes in employment that leave the employee no choice but to stop. Description: Constructive dismissal is very common in organizations. To avoid complications, workers on fixed-term contracts should not be considered “at will” workers. However, employers may include “early terminations” with an equivalent effect in fixed-term contracts. (We`ll deal with it a little later. Workers on fixed-term contracts should not be treated less well than their permanent colleagues unless there is an “objective justification” (i.e. a good business reason). You should receive the same package of benefits (or equivalent), the same salary and the same conditions. If they have worked for the same employer for at least two years on a fixed-term contract, they have the same rights of dismissal and wrongful dismissal as permanent employees.
In addition, they should be informed of indeterminate job offers in the company. As of January 1, 2020, a fixed-term (fixed-term) contract is automatically in discussion with an indeterminate contract when the employee has obtained more than three consecutive fixed-term contracts. Or if the employee has had several fixed-term contracts with his employer for more than three years. NOTE: If the company has a collective agreement [CAO], please read this agreement. However, temporary jobs are often not as attractive as indeterminate contracts for workers and are therefore more difficult to fill. If a fixed-term contract is to be terminated prematurely by the employer and there is no provision in the contract, this can result in fines. Every worker on a fixed-term contract for four years or more automatically becomes a permanent employee, unless the employer can prove that there is a good reason not to do so.  (b) to maintain the clauses as indeterminate employment contracts for a specified period of time, with the exception of cases covered in paragraph (a) in this paragraph; Temporary employment is ideal for temporary positions such as: permanent benefits may be similar to those of a permanent employee, but a temporary worker has no long-term job security. A fixed-term contract, i.e.
a short-term fixed-term contract, can be used for temporary or seasonal workers whose skills are not required throughout the year. Unless it is extended, a fixed-term contract expires until the deadline.