A contract may be terminated if you or your employer do not follow a contractual clause. This is called a “breach of contract.” For example, if you are made redundant and your employer does not give you the amount of termination to which you are entitled under your contract, it would be a breach of contract. It is important to ensure that you are able to respect all parts of the written agreement. If the z.B. contract requires you to at least stay in the workplace, make sure you can meet the requirement. The terms description should indicate the reference period used by your employer to calculate your national minimum wage act 2000. (Under this law, your employer can calculate your minimum wage entitled over a reference period of at least one week and a maximum of one month.) Different types of agreements can be concluded depending on the job and the company. The rights you have under your employment contract complement the rights you have under the law – for example, the right to pay the national minimum wage and the right to paid leave. Workers have rights conferred by law – these are called “legal rights.” All the rights you have in your employment contract complement your legal rights. Read all the elements of an employment contract carefully before signing it. Make sure you are satisfied with each part of the agreement. If you violate the contract, there may be legal consequences. You are entitled to “natural justice,” which means a proper trial and a fair trial if you are dismissed during a trial period.
You can claim a right under Section 20 (1) of the Industrial Relations Act 1969 if you have less than one year of service. However, a recommendation of the Court is not legally binding on the employer. There is always a contract between an employee and an employer. You may not have written anything, but there is always a contract. This is because your contract to work for your employer and the agreement of your employer to pay you for your work is a contract. Your employer must make a written statement to you within 2 months of starting work. The declaration must contain certain general conditions. You should inform your employer that you are working “in protest” until the problem is resolved. This shows that you have not accepted the change, but you are willing to try to clarify things. Most workers work on indeterminate contracts.
In other words, the contract continues until the employer or employee terminates it. However, many others work with temporary or specific contracts. These are contracts that end on a given date or when a specific task is completed. It is important that you do so as soon as you know the change. If you do not notify your employer immediately and continue to work as usual, this could mean that you have agreed. Your employer can extend your trial period as long as your contract says it can do so. For example, your employer may extend your trial period to allow more time to assess your benefit. However, you can only do so if your contract is of a term that stipulates that your trial period may be extended in these circumstances.
You have to try to sort things out as quickly as possible. If it takes some time and you continue to work, it could be seen legally in such a way that you have accepted the change – even if you work in protest. You and your employer can agree on all the terms of the employment contract you want, but you cannot accept a contractual clause that puts you in a less favourable position than what you have under your legal rights.