Termination of contract
•Download as PPTX, PDF•
0 likes•548 views
Permanent workers cannot be terminated without proper documented reasons or misconduct. Employers must provide one month notice and one month wages. Aggrieved employees can bring grievances to their superior within 3 months or proceed to labor courts. Termination forms include removal, retrenchment, dismissal, and discharge. Labor courts have powers to intervene against unfair practices and violations of justice principles.
Report
Share
Report
Share
Recommended
Termination of Contract
This presentation is one of my assignment in Business Law Class in Sampoerna University. This presentation is about Termination of Contract.
Slide: PowerPoint 2013
Design by: Hedi Fauzi
Image: Google Image
If you want the original file for your reference, feel free to ask me via email: hedi.fauzi@hotmail.com with subject [SlideShare] (Your Subject)
Blaw presentation..............
The document outlines the essential requirements for a valid offer and acceptance in contract law. It discusses how an offer must be definite and intended to create legal relations. It also explains how an offer can lapse or terminate through rejection, revocation, or counteroffer. The document notes acceptance must be absolute and communicated to the offeror according to the prescribed mode and before the offer lapses. It provides details on how communication of offer, acceptance, and revocation are considered complete.
Law of Contract: Consideration
Law of Contract based on Contract Act 1950 in Malaysia.
- Consideration can be divided into 3
- Executed, Executory and Past Considerations
Types of conract
The document provides an overview of contract law in India according to the Indian Contract Act of 1872. It defines key terms like contract, agreement, and promise. A contract is an agreement that is enforceable by law, containing an offer, acceptance, and consideration. The document outlines the essential elements of a valid contract and classifications of contracts based on enforceability, formation, performance, and obligations. It provides examples to illustrate different types of contracts.
Types of contract
There are several types of contracts:
1. A valid contract is enforceable by law when all essential elements are present.
2. A voidable contract can be voided when consent is not free, such as under threat.
3. A void contract has no legal effect.
Contracts can also be express (verbal or written), implied (based on actions), quasi (not by agreement but recognized by law), executed (both parties fulfilled obligations), or executory (obligations still need to be performed).
ESSENTIAL ELEMENTS OF A VALID CONTRACT
The document outlines the 10 essential elements of a valid contract according to Indian contract law: 1) Proper offer and acceptance, 2) Intention to create a legal relationship, 3) Lawful consideration, 4) Competent parties, 5) Free consent, 6) Lawful object, 7) Certainty of meaning, 8) Possibility of performance, 9) Not declared void or illegal, and 10) Compliance with legal formalities such as writing or registration requirements. The elements must all be present for an agreement to be considered an enforceable contract under Indian law.
Separation
This document outlines policies regarding employee resignation and termination at ICS. It discusses requirements for resignation such as submitting a written letter addressed to HR at least 30 days in advance. It also notes ICS holds a non-compete clause preventing employees from joining competitors for 6 months. The procedures for resignation include exit interviews and returning ID/HMO cards. Upon clearance, final pay is issued within 3-4 weeks net of any deductions. Termination can occur due to contract expiration, performance issues, or policy violations.
2010 11 pgp1-lab_group_presentation_section b_group 15_30th_november_2010_(un...
This document discusses various topics related to labour law in India including contracts of service, contracts for service, the Standing Orders Act, and the Contract Labour Act. It provides definitions for key terms, outlines tests to distinguish between contracts of service and contracts for service, explains the sources of employment terms and conditions, and summarizes the purpose, provisions and applicability of the Standing Orders Act and Contract Labour Act.
Recommended
Termination of Contract
This presentation is one of my assignment in Business Law Class in Sampoerna University. This presentation is about Termination of Contract.
Slide: PowerPoint 2013
Design by: Hedi Fauzi
Image: Google Image
If you want the original file for your reference, feel free to ask me via email: hedi.fauzi@hotmail.com with subject [SlideShare] (Your Subject)
Blaw presentation..............
The document outlines the essential requirements for a valid offer and acceptance in contract law. It discusses how an offer must be definite and intended to create legal relations. It also explains how an offer can lapse or terminate through rejection, revocation, or counteroffer. The document notes acceptance must be absolute and communicated to the offeror according to the prescribed mode and before the offer lapses. It provides details on how communication of offer, acceptance, and revocation are considered complete.
Law of Contract: Consideration
Law of Contract based on Contract Act 1950 in Malaysia.
- Consideration can be divided into 3
- Executed, Executory and Past Considerations
Types of conract
The document provides an overview of contract law in India according to the Indian Contract Act of 1872. It defines key terms like contract, agreement, and promise. A contract is an agreement that is enforceable by law, containing an offer, acceptance, and consideration. The document outlines the essential elements of a valid contract and classifications of contracts based on enforceability, formation, performance, and obligations. It provides examples to illustrate different types of contracts.
Types of contract
There are several types of contracts:
1. A valid contract is enforceable by law when all essential elements are present.
2. A voidable contract can be voided when consent is not free, such as under threat.
3. A void contract has no legal effect.
Contracts can also be express (verbal or written), implied (based on actions), quasi (not by agreement but recognized by law), executed (both parties fulfilled obligations), or executory (obligations still need to be performed).
ESSENTIAL ELEMENTS OF A VALID CONTRACT
The document outlines the 10 essential elements of a valid contract according to Indian contract law: 1) Proper offer and acceptance, 2) Intention to create a legal relationship, 3) Lawful consideration, 4) Competent parties, 5) Free consent, 6) Lawful object, 7) Certainty of meaning, 8) Possibility of performance, 9) Not declared void or illegal, and 10) Compliance with legal formalities such as writing or registration requirements. The elements must all be present for an agreement to be considered an enforceable contract under Indian law.
Separation
This document outlines policies regarding employee resignation and termination at ICS. It discusses requirements for resignation such as submitting a written letter addressed to HR at least 30 days in advance. It also notes ICS holds a non-compete clause preventing employees from joining competitors for 6 months. The procedures for resignation include exit interviews and returning ID/HMO cards. Upon clearance, final pay is issued within 3-4 weeks net of any deductions. Termination can occur due to contract expiration, performance issues, or policy violations.
2010 11 pgp1-lab_group_presentation_section b_group 15_30th_november_2010_(un...
This document discusses various topics related to labour law in India including contracts of service, contracts for service, the Standing Orders Act, and the Contract Labour Act. It provides definitions for key terms, outlines tests to distinguish between contracts of service and contracts for service, explains the sources of employment terms and conditions, and summarizes the purpose, provisions and applicability of the Standing Orders Act and Contract Labour Act.
Electronic Transactions Law - Lecture 3: contracts
This document discusses electronic contracts under South African law. It covers:
1) The essential requirements for a valid contract and how they apply to electronic contracts.
2) The reception theory which determines when electronic contracts are formed based on when messages are sent and received.
3) Different types of online agreements like shrinkwrap, clickwrap, and browsewrap contracts and when their terms can be considered binding.
4) Automated transactions under the Electronic Communications and Transactions Act and situations where agreements formed through electronic agents may not be enforceable.
Termination of contract
This document discusses different ways in which a contract can terminate in Nepal. It outlines that a contract can terminate through performance, mutual agreement, impossibility or illegality, lapse of time, operation of law, or breach of contract. It provides examples of each type of termination, such as destruction of the subject matter making performance impossible or a change in law making the contract illegal. The document also notes that a contract will not terminate simply due to difficulties in performance or changes in profitability, and outlines circumstances where subsequent impossibility does not excuse non-performance.
Jeena
REASONS FOR SEPARATION
Voluntary Separation
Professional reasons
Personal reasons
Involuntary Separation
Health problems
Behavioral problems .
Organizational problem
TYPES OF EMPLOYEE SEPARATIONS
Voluntary Separations
Quits
Voluntary Retirements System
Involuntary Separations
Dismissal / Termination
Retrenchments
Retirement
Layoff
Death
Office code of conduct
This Presentation will give you detailed information about Office Etiquette which will help you to get better response from your boss and colleagues by your changed behavior .
Wish you Happy Learning :)
Capacity to-contract
The document discusses the key aspects of capacity to contract under Indian contract law. It explains that only individuals who are of the age of majority, of sound mind, and not restricted by any other law have the capacity to enter into a valid contract. Minors and persons of unsound mind lack capacity. Contracts entered into by such persons are void. The document outlines the specific rules regarding minors, including that contracts with minors are void and minors cannot be compelled to return benefits. It also discusses the treatment of contracts involving persons with unsound minds like idiots, lunatics, and intoxicated individuals.
Separation
Farsight’s Separation Management HR Tool ensures timely settles dues of an off boarding employee and follows an efficient Separation. It ensures best HR practices are perceived in employee termination process. Once an employee updates the system about Separation plans, he/she will be notified of all the procedures and steps that they need to undergo. Separation module helps companies to automate entire Separation cycle from Employee resignation till deactivation of employee.
The process starts with Employee’s online resignation, which is followed by sending E-Mail the Department Head and HR Manager. The HOD and Department Head receive resignation mail of the employee which can be automatically reverted with the help of Farsight’s module keeping everyone updated regarding employee’s activities.
Code of conduct
The document outlines a company's code of conduct. It discusses the importance of integrity and ethical behavior for all employees. It provides guidance on how employees should make decisions and act in accordance with the code. It also explains managers' responsibilities to enforce the code and create an environment where employees can raise concerns. Key topics covered in the code include maintaining safe workplaces, manufacturing quality products, accurate financial reporting, environmental protection, and complying with laws and regulations.
Retention and Separation
THE PRESENTATION FOCUSES ON THE IMPORTANCE, PROS, CONS AND IMPACT OF THE EMPLOYEES RETENTION AND SEPARATION. ALSO HIGHLIGHT SME STRATEGIES FOR APPROVING THE RIGHT WAY TO DO IT.
Sale Transaction In Islamic Finance
The document discusses different types of sales transactions under Islamic finance. It defines a valid sale as one where all elements - including contract, subject matter, price, and possession - are present. A void sale is one where certain conditions are not met, such as regarding the buyer/seller's mental state or the goods' existence/ownership. An existing but defective sale still transfers ownership but prohibits use of the goods until the defect is rectified. A valid but disliked sale meets requirements but has undesirable conditions, like occurring after a prayer call.
Code of conduct(BECG)
The document outlines a proposed code of conduct for an organization. It includes five main sections: values and commitments, code of ethics, business policies, corporate social responsibility, and prevention of sexual harassment. The code of conduct establishes principles and rules to guide decisions and ensure the welfare of stakeholders and respect for constituent rights. It addresses issues like conflicts of interest, gifts, communications, conduct, and mechanisms for monitoring, addressing, and penalizing any violations. The overall goal is for the code to create a positive work environment while applying penalties only when necessary.
Seperation
This document defines and describes different types of employee separation. There are two main categories of separation - voluntary and involuntary. Voluntary separation includes resignations and retirements. Involuntary separation includes dismissal for reasons like absenteeism or misconduct, as well as temporary layoffs due to lack of work or materials. Layoffs require compensation and recall of senior employees first. Retrenchment is termination due to replacement of labor by machines or department closure. Downsizing reduces workforce size during losses or restructuring. Exit interviews and succession planning can help minimize turnover.
Contracts
This document summarizes key concepts related to contracts under Philippine law. It outlines the stages in the life of a contract, characteristics of contracts, types of contracts, and essential elements of a valid contract. Key points include: contracts are perfected through consent, they impose mutual obligations on parties, and they can be classified in various ways including bilateral/unilateral and consensual/real. The document also discusses capacity to contract, defects that may affect a contract's validity or enforceability, and methods of termination or perfection.
Judicial system and jurisdiction of court in nepal
This document summarizes the judiciary system in Nepal. It outlines that there are three main types of courts: the Supreme Court, High Courts, and District Courts. The Supreme Court has final authority to interpret the constitution and laws. High Courts exist in each state and handle appeals from lower courts as well as original cases. District Courts exist in each district and handle original cases and appeals from local judicial bodies. Specialized courts can also be established to handle specific types of cases. The judiciary aims to ensure justice is exercised in accordance with the constitution and laws of Nepal.
Authorized Causes of Termination
Philippine Labor Laws
Authorized Causes for Dismissal of Employee
Employee Discipline and Termination
The two most commonly used grounds for termination of employee are the Authorized Causes under Article 283 and 284 of the Labor Code, and the Just Causes under Article 282. Below are the authorized causes for termination of employment.
As maybe broadly defined, authorized causes for dismissal of employee refer to those lawful grounds for termination which in general do not arise from fault or negligence of the employee. “Authorized causes” are distinguished from “just causes” under Article 282 in that the latter are always based on acts attributable to the employee’s own fault or negligence.
Separation processes
This document discusses various types of separation processes in human resources, including turnover, retirement, layoffs, retrenchment, discharge, and voluntary retirement schemes. It defines each type of separation and provides details on calculation methods, legal requirements, notification processes, eligibility, and merits and demerits. Turnover is defined as the rate at which an employer gains and loses employees. There are four types of turnover: voluntary, involuntary, functional, and dysfunctional. Retirement and social security benefits are also outlined.
introduction to contract law termination of offer etc
The document discusses various ways in which a contract can be terminated, including revocation, rejection, lapse of time, death or change of status of a party, and failure of a condition. It also covers capacity to contract, including discussing minors, married women, persons of unsound mind, corporations, prodigals, and insolvents. Various other elements of a valid contract are explained such as intention to create legal relations, consideration, causation, adherence to legal formalities, and factors that can invalidate a contract.
Termination
This document discusses security of tenure, which is the right of workers to not be removed from their jobs except for valid reasons and through proper procedures. It is protected under the Philippine constitution. The document outlines just causes for termination, such as serious misconduct, willful disobedience, neglect of duties, fraud, and commission of a crime. It also discusses authorized causes for termination like closure or cessation of business operations, installation of labor-saving devices, redundancy, and disease. Employers are required to provide separation pay in cases of authorized termination.
What is law and introduction to law in Sri Lanka
1. Sri Lankan law has been influenced by Sinhala, Tamil, Muslim, Kandyan, Thesawalamai, Portuguese, Dutch, British, and Roman-Dutch legal traditions due to its multi-ethnic and colonial history.
2. The legal system includes civil law, criminal law, and various personal laws, as well as a court system headed by the Supreme Court and Court of Appeal.
3. Alternative dispute resolution methods like mediation and arbitration are also used to reduce the courts' caseload in addition to tribunals that handle specific types of disputes.
Employee separation
This document outlines the employee separation process for different types of separation including resignation, termination, retirement, discharge and dismissal. It provides steps for each process which involve obtaining necessary approvals, notifying the employee, calculating final payments and entitlements, settling any liabilities, and closing the employee file. The key steps common to most types of separation are determining final payments and entitlements based on policy, notifying the employee, settling any outstanding liabilities, obtaining necessary approvals, and making final payments to close the employee file.
Introduction to contract law - offer by Maxwell ranasinghe
This document provides an introduction and overview of key concepts related to the formation of a valid contract under UK law. It defines a contract and outlines the essential elements for a valid contract, including offer and acceptance, intention to create legal relations, capacity to contract, consideration, and adherence to legal formalities. It then examines in more detail the requirements for a valid offer, including that an offer must be definite, communicated to the offeree, and distinguishable from invitations to treat or tenders. The document also discusses how an offer can be revoked or rejected and the requirements for a valid acceptance.
Amendment to Bahrain Labour Law
This document summarizes the key differences between Bahrain's old Labour Law from 1976 and the amended Labour Law from 2012. The amended law expands the scope of the law to include more workers such as domestic staff. It increases benefits like annual leave, sick leave, and maternity leave. It also strengthens employee protections against unlawful termination through increased termination indemnities. Non-compliance penalties were increased in the amended law as well. Dispute resolution was changed to be handled within the Labour Administration and Courts rather than through arbitration.
protected workmen.pptx
1) A registered trade union must provide the employer with a list of union officers employed at the establishment by April 30 each year to be recognized as protected workmen for 12 months.
2) The number of protected workmen is limited to 1% of total employees, with a minimum of 5 and maximum of 100 protected workmen.
3) If there are multiple unions, protected workmen positions will be distributed proportionally based on union membership.
More Related Content
Viewers also liked
Electronic Transactions Law - Lecture 3: contracts
This document discusses electronic contracts under South African law. It covers:
1) The essential requirements for a valid contract and how they apply to electronic contracts.
2) The reception theory which determines when electronic contracts are formed based on when messages are sent and received.
3) Different types of online agreements like shrinkwrap, clickwrap, and browsewrap contracts and when their terms can be considered binding.
4) Automated transactions under the Electronic Communications and Transactions Act and situations where agreements formed through electronic agents may not be enforceable.
Termination of contract
This document discusses different ways in which a contract can terminate in Nepal. It outlines that a contract can terminate through performance, mutual agreement, impossibility or illegality, lapse of time, operation of law, or breach of contract. It provides examples of each type of termination, such as destruction of the subject matter making performance impossible or a change in law making the contract illegal. The document also notes that a contract will not terminate simply due to difficulties in performance or changes in profitability, and outlines circumstances where subsequent impossibility does not excuse non-performance.
Jeena
REASONS FOR SEPARATION
Voluntary Separation
Professional reasons
Personal reasons
Involuntary Separation
Health problems
Behavioral problems .
Organizational problem
TYPES OF EMPLOYEE SEPARATIONS
Voluntary Separations
Quits
Voluntary Retirements System
Involuntary Separations
Dismissal / Termination
Retrenchments
Retirement
Layoff
Death
Office code of conduct
This Presentation will give you detailed information about Office Etiquette which will help you to get better response from your boss and colleagues by your changed behavior .
Wish you Happy Learning :)
Capacity to-contract
The document discusses the key aspects of capacity to contract under Indian contract law. It explains that only individuals who are of the age of majority, of sound mind, and not restricted by any other law have the capacity to enter into a valid contract. Minors and persons of unsound mind lack capacity. Contracts entered into by such persons are void. The document outlines the specific rules regarding minors, including that contracts with minors are void and minors cannot be compelled to return benefits. It also discusses the treatment of contracts involving persons with unsound minds like idiots, lunatics, and intoxicated individuals.
Separation
Farsight’s Separation Management HR Tool ensures timely settles dues of an off boarding employee and follows an efficient Separation. It ensures best HR practices are perceived in employee termination process. Once an employee updates the system about Separation plans, he/she will be notified of all the procedures and steps that they need to undergo. Separation module helps companies to automate entire Separation cycle from Employee resignation till deactivation of employee.
The process starts with Employee’s online resignation, which is followed by sending E-Mail the Department Head and HR Manager. The HOD and Department Head receive resignation mail of the employee which can be automatically reverted with the help of Farsight’s module keeping everyone updated regarding employee’s activities.
Code of conduct
The document outlines a company's code of conduct. It discusses the importance of integrity and ethical behavior for all employees. It provides guidance on how employees should make decisions and act in accordance with the code. It also explains managers' responsibilities to enforce the code and create an environment where employees can raise concerns. Key topics covered in the code include maintaining safe workplaces, manufacturing quality products, accurate financial reporting, environmental protection, and complying with laws and regulations.
Retention and Separation
THE PRESENTATION FOCUSES ON THE IMPORTANCE, PROS, CONS AND IMPACT OF THE EMPLOYEES RETENTION AND SEPARATION. ALSO HIGHLIGHT SME STRATEGIES FOR APPROVING THE RIGHT WAY TO DO IT.
Sale Transaction In Islamic Finance
The document discusses different types of sales transactions under Islamic finance. It defines a valid sale as one where all elements - including contract, subject matter, price, and possession - are present. A void sale is one where certain conditions are not met, such as regarding the buyer/seller's mental state or the goods' existence/ownership. An existing but defective sale still transfers ownership but prohibits use of the goods until the defect is rectified. A valid but disliked sale meets requirements but has undesirable conditions, like occurring after a prayer call.
Code of conduct(BECG)
The document outlines a proposed code of conduct for an organization. It includes five main sections: values and commitments, code of ethics, business policies, corporate social responsibility, and prevention of sexual harassment. The code of conduct establishes principles and rules to guide decisions and ensure the welfare of stakeholders and respect for constituent rights. It addresses issues like conflicts of interest, gifts, communications, conduct, and mechanisms for monitoring, addressing, and penalizing any violations. The overall goal is for the code to create a positive work environment while applying penalties only when necessary.
Seperation
This document defines and describes different types of employee separation. There are two main categories of separation - voluntary and involuntary. Voluntary separation includes resignations and retirements. Involuntary separation includes dismissal for reasons like absenteeism or misconduct, as well as temporary layoffs due to lack of work or materials. Layoffs require compensation and recall of senior employees first. Retrenchment is termination due to replacement of labor by machines or department closure. Downsizing reduces workforce size during losses or restructuring. Exit interviews and succession planning can help minimize turnover.
Contracts
This document summarizes key concepts related to contracts under Philippine law. It outlines the stages in the life of a contract, characteristics of contracts, types of contracts, and essential elements of a valid contract. Key points include: contracts are perfected through consent, they impose mutual obligations on parties, and they can be classified in various ways including bilateral/unilateral and consensual/real. The document also discusses capacity to contract, defects that may affect a contract's validity or enforceability, and methods of termination or perfection.
Judicial system and jurisdiction of court in nepal
This document summarizes the judiciary system in Nepal. It outlines that there are three main types of courts: the Supreme Court, High Courts, and District Courts. The Supreme Court has final authority to interpret the constitution and laws. High Courts exist in each state and handle appeals from lower courts as well as original cases. District Courts exist in each district and handle original cases and appeals from local judicial bodies. Specialized courts can also be established to handle specific types of cases. The judiciary aims to ensure justice is exercised in accordance with the constitution and laws of Nepal.
Authorized Causes of Termination
Philippine Labor Laws
Authorized Causes for Dismissal of Employee
Employee Discipline and Termination
The two most commonly used grounds for termination of employee are the Authorized Causes under Article 283 and 284 of the Labor Code, and the Just Causes under Article 282. Below are the authorized causes for termination of employment.
As maybe broadly defined, authorized causes for dismissal of employee refer to those lawful grounds for termination which in general do not arise from fault or negligence of the employee. “Authorized causes” are distinguished from “just causes” under Article 282 in that the latter are always based on acts attributable to the employee’s own fault or negligence.
Separation processes
This document discusses various types of separation processes in human resources, including turnover, retirement, layoffs, retrenchment, discharge, and voluntary retirement schemes. It defines each type of separation and provides details on calculation methods, legal requirements, notification processes, eligibility, and merits and demerits. Turnover is defined as the rate at which an employer gains and loses employees. There are four types of turnover: voluntary, involuntary, functional, and dysfunctional. Retirement and social security benefits are also outlined.
introduction to contract law termination of offer etc
The document discusses various ways in which a contract can be terminated, including revocation, rejection, lapse of time, death or change of status of a party, and failure of a condition. It also covers capacity to contract, including discussing minors, married women, persons of unsound mind, corporations, prodigals, and insolvents. Various other elements of a valid contract are explained such as intention to create legal relations, consideration, causation, adherence to legal formalities, and factors that can invalidate a contract.
Termination
This document discusses security of tenure, which is the right of workers to not be removed from their jobs except for valid reasons and through proper procedures. It is protected under the Philippine constitution. The document outlines just causes for termination, such as serious misconduct, willful disobedience, neglect of duties, fraud, and commission of a crime. It also discusses authorized causes for termination like closure or cessation of business operations, installation of labor-saving devices, redundancy, and disease. Employers are required to provide separation pay in cases of authorized termination.
What is law and introduction to law in Sri Lanka
1. Sri Lankan law has been influenced by Sinhala, Tamil, Muslim, Kandyan, Thesawalamai, Portuguese, Dutch, British, and Roman-Dutch legal traditions due to its multi-ethnic and colonial history.
2. The legal system includes civil law, criminal law, and various personal laws, as well as a court system headed by the Supreme Court and Court of Appeal.
3. Alternative dispute resolution methods like mediation and arbitration are also used to reduce the courts' caseload in addition to tribunals that handle specific types of disputes.
Employee separation
This document outlines the employee separation process for different types of separation including resignation, termination, retirement, discharge and dismissal. It provides steps for each process which involve obtaining necessary approvals, notifying the employee, calculating final payments and entitlements, settling any liabilities, and closing the employee file. The key steps common to most types of separation are determining final payments and entitlements based on policy, notifying the employee, settling any outstanding liabilities, obtaining necessary approvals, and making final payments to close the employee file.
Introduction to contract law - offer by Maxwell ranasinghe
This document provides an introduction and overview of key concepts related to the formation of a valid contract under UK law. It defines a contract and outlines the essential elements for a valid contract, including offer and acceptance, intention to create legal relations, capacity to contract, consideration, and adherence to legal formalities. It then examines in more detail the requirements for a valid offer, including that an offer must be definite, communicated to the offeree, and distinguishable from invitations to treat or tenders. The document also discusses how an offer can be revoked or rejected and the requirements for a valid acceptance.
Viewers also liked (20)
Electronic Transactions Law - Lecture 3: contracts
Electronic Transactions Law - Lecture 3: contracts
Judicial system and jurisdiction of court in nepal
Judicial system and jurisdiction of court in nepal
introduction to contract law termination of offer etc
introduction to contract law termination of offer etc
Introduction to contract law - offer by Maxwell ranasinghe
Introduction to contract law - offer by Maxwell ranasinghe
Similar to Termination of contract
Amendment to Bahrain Labour Law
This document summarizes the key differences between Bahrain's old Labour Law from 1976 and the amended Labour Law from 2012. The amended law expands the scope of the law to include more workers such as domestic staff. It increases benefits like annual leave, sick leave, and maternity leave. It also strengthens employee protections against unlawful termination through increased termination indemnities. Non-compliance penalties were increased in the amended law as well. Dispute resolution was changed to be handled within the Labour Administration and Courts rather than through arbitration.
protected workmen.pptx
1) A registered trade union must provide the employer with a list of union officers employed at the establishment by April 30 each year to be recognized as protected workmen for 12 months.
2) The number of protected workmen is limited to 1% of total employees, with a minimum of 5 and maximum of 100 protected workmen.
3) If there are multiple unions, protected workmen positions will be distributed proportionally based on union membership.
How to Dismiss an Employee in Russia
In this article we are answering two frequently asked questions among our clients:
I. How to dismiss an employee in Russia? What are the methods of dismissal?
II. What method of dismissal is the most effective, least risky, and best avoids conflicts to the maximum extent possible, both within the Company and with judicial bodies; how is it possible to dismiss an employee in the shortest period of time?
Baker & McKenzie Doing Business in Poland - Chapter 9 (Employment Law)
This document summarizes key aspects of Polish employment law, including:
- Polish labor law is statutory and regulates employment relationships. Employment agreements can be for a fixed term or indefinite duration.
- In a merger or takeover, employees are automatically transferred to the new employer without needing new contracts. Both current and new employers are responsible for pre-existing employment obligations.
- Employment contracts can be terminated by either party with appropriate notice periods ranging from two weeks to three months depending on length of employment. Unjustified termination allows employees to request reinstatement or compensation.
Form 19-new
1. This document is a form for employees to submit when leaving service from an establishment covered by the Employees' Provident Fund Scheme, 1952.
2. The form requests information such as the employee's name, father's name, account number, date of leaving service, reason for leaving, full postal address, and mode of remittance of PF money either by postal money order or bank transfer.
3. The employer section is for the employer to certify details of the employee's PF contributions such as dates of joining, birth, wages, and contribution amounts made during employment and any breaks in service.
080120 Labour Law Presentation
The document provides an overview of Vietnam's labor laws and practices, including the following key points:
1) Labor relations are governed mainly by government decrees and regulations issued by the Ministry of Labor, Invalids and Social Affairs (MOLISA). MOLISA is responsible for state management of labor issues.
2) Labor laws are interpreted in favor of employees and disputes are often resolved in their favor. It is difficult for employers to terminate employees but easy for employees to terminate contracts.
3) Employers must ensure labor contracts and internal labor rules are consistent with labor laws to avoid invalidity. Fixed-term contracts give flexibility but have limits on extensions.
4) Upon termination or redundancy, employees
Essential employment laws for entrepreneurs
The document discusses key Indian labor and employment laws for entrepreneurs, noting that the legal system and tax laws are complex, discouraging entrepreneurship. It summarizes requirements around standing orders, layoffs, retrenchment, strikes, lockouts, roles of labor courts and tribunals, unfair practices, definition of wages, and more. The goal is to simplify these laws so ordinary entrepreneurs can understand their responsibilities without expert help.
Essential employment laws for entrepreneurs
The document discusses various key aspects of Indian employment and labour laws, including the Industrial Employment (Standing Orders) Act 1946. It explains provisions around standing orders, retrenchment notice periods, layoff compensation, prohibition of illegal strikes/lockouts, unfair labour practices, and definitions of terms like "worker", "industry", "industrial dispute", and "wages" under the Industrial Disputes Act. It also outlines the roles of various authorities established under the Act.
Presentation on Industrial Employment Standing Order Act,1946
Presentation on Industrial Employment Standing Order Act,1946Central University of Karnataka Kalaburagi
The document provides an overview of the Industrial Employment (Standing Orders) Act, 1946 in India. The key points are:
1) The Act aims to avoid friction between employers and employees in industries by establishing terms of employment and settling labor issues.
2) Standing orders under the Act relate to matters like work hours, holidays, leaves, discipline, and termination that employers must draft and submit for certification.
3) The certification process involves employers submitting draft orders, addressing worker objections, and allowing appeals. Certified standing orders then regulate conditions of employment.
4) The Act specifies procedures for initial submission and certification of orders, modifications, appeals, and penalties for non-compliance. It designates certSimilar to Termination of contract (11)
Baker & McKenzie Doing Business in Poland - Chapter 9 (Employment Law)
Baker & McKenzie Doing Business in Poland - Chapter 9 (Employment Law)
Presentation on Industrial Employment Standing Order Act,1946
Presentation on Industrial Employment Standing Order Act,1946
Recently uploaded
What Ukraine Has Lost During Russia’s Invasion
An astonishing, first-of-its-kind, report by the NYT assessing damage in Ukraine. Even if the war ends tomorrow, in many places there will be nothing to go back to.
Gabriel Whitley's Motion Summary Judgment
Here is Gabe Whitley's response to my defamation lawsuit for him calling me a rapist and perjurer in court documents.
You have to read it to believe it, but after you read it, you won't believe it. And I included eight examples of defamatory statements/
Essential Tools for Modern PR Business .pptx
Discover the essential tools and strategies for modern PR business success. Learn how to craft compelling news releases, leverage press release sites and news wires, stay updated with PR news, and integrate effective PR practices to enhance your brand's visibility and credibility. Elevate your PR efforts with our comprehensive guide.
EED - The Container Port PERFORMANCE INDEX 2023
El Puerto de Algeciras continúa un año más como el más eficiente del continente europeo y vuelve a situarse en el “top ten” mundial, según el informe The Container Port Performance Index 2023 (CPPI), elaborado por el Banco Mundial y la consultora S&P Global.
El informe CPPI utiliza dos enfoques metodológicos diferentes para calcular la clasificación del índice: uno administrativo o técnico y otro estadístico, basado en análisis factorial (FA). Según los autores, esta dualidad pretende asegurar una clasificación que refleje con precisión el rendimiento real del puerto, a la vez que sea estadísticamente sólida. En esta edición del informe CPPI 2023, se han empleado los mismos enfoques metodológicos y se ha aplicado un método de agregación de clasificaciones para combinar los resultados de ambos enfoques y obtener una clasificación agregada.
Acolyte Episodes review (TV series)..pdf
Acolyte Episodes review (TV series) The Acolyte. Learn about the influence of the program on the Star Wars world, as well as new characters and story twists.
Letter-from-ECI-to-MeiTY-21st-march-2024.pdf
भारत सरकार द्वारा बड़े पैमाने पर व्हाट्सएप अभियान चलाए जाने से डेटा गोपनीयता, नैतिकता और चुनावों की निष्पक्षता पर सवाल उठते हैं।
Recently uploaded (9)
Termination of contract
- 1. Termination of Contract Permanent worker can not be terminated unless . . . . . Presence of proper, documented reason. A prior one month notice is served by the employer with one month wages payment. A misconduct by the employee.
- 2. Worker’s own choice of leaving the org. with advance one month notice to the org. One month salary is calculated as . .. . . . . Average salary of last 3 months. (nonpermanent staff has no such entitlement)
- 3. Aggrieved employee. . . . May proceed in the labour courts under . . . Section 46, Industrial Relations Ordinance 2002. (aimed at regulating labour-management relations) Bring the grievances into his/her superior’s attention in writing within 3 months of occurrence of course of action either by him/herself.
- 4. Forms of Termination Removed Retrenched Dismissed Discharged
- 5. Labour courts has powers. .. . To intervene, examine and take corrective measures against any colorful exercise of . . . . Power Victimization Unfair labour practices Violation of principles of natural justice Bonafide or unjust actions