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Labor Disputes Agreement

Analysis and interpretation: it is proposed to strictly distinguish the different connotations of the quarantine period for treatment, medical observation and domestic observation. The payment of salary depends on the quarantine of the employee during the COVID 19 pandemic, in accordance with the law or guidelines, which must be fully assessed, whether the staff are diagnosed patients, suspect patients or close contact with someone who is treated in isolation, or medical observation by medical institutions, and that such quarantine measures be taken into account by the government depending on the prevention of the pandemic and – control needs. For workers who are unable to work as usual, the employer may, if this situation lasts for more than one period of wages, pay the cost of living of those workers, in accordance with the applicable rules and rules, after the implementation of the consultation procedure, instead of reaching an agreement. That is why we propose that, in the context of the common type of employment, host companies define, on the one hand, the guarantee and liability clauses relating to the existence of an employment relationship in the employment contract; on the other hand, host undertakings should also ensure the employment relationship of joint workers in a timely manner in order to avoid the relevant legal risks associated with actual employment. Labour laws define “labour dispute” as any controversy over the terms, mandate or conditions of employment or protected activities related to trade union organizations or representations. [1] Labour disputes are most often disagreements between unions and human resources managers, but employers can trigger labour disputes before a union is created. This may be the case, for example, when management refuses to recognise workers` representatives or to intervene elsewhere in the organisation of a trade union or in the choice of trade union leaders. However, labour disputes over wage negotiations and wages are the most frequent. This type of dispute is referred to as a contractual dispute and usually occurs when a collective agreement is being negotiated or expires, but work and management do not agree on the terms of the new agreement. Courts are generally required to enforce arbitration agreements unless they break a law. In the past, the Supreme Court has interpreted the NRA to prevent employers from including conditions prohibiting workers from filing a class action or class action. [17] However, the Supreme Court has recently held that the Court`s intervention is appropriate only in very limited circumstances such as fraud, coercion or scruples. .

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