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date (e) for temporary contracts, expected duration (f) paid leave (g) periods of notice or method for determining (h) initial pay (i) working time (j) where appropriate, the collective agreement or joint representation institutions. (3) leave, notice, pay and time can be given in the form of laws, regulations or collective agreements.
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The
Directive requires EU governments to introduce legislation which gives employees within their jurisdiction the right to be notified in writing of the essential aspects of their employment relationship when it starts or shortly afterwards. Some Member States (but not all) require the conclusion of
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Art 3(1) the information can be in a written contract, letter of engagement or one or more written documents (2) if none of those given in the prescribed period, employer is obliged to give the art 2(2) information in two months (3) if the work ends in two months the information must be given by the
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Art 2(1) obligation to notify an employee ‘of the essential aspects of the contract or employment relationship’. (2) this covers at least (a) identity of parties (b) place of work or employer's domicile (c) title, grade, category or nature of work, or a brief description of the work (d) commencement
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or employment relationship. Coverage is variable because it is linked to the definition of an employment contract or employment relationship adopted by the relevant member state, and member states could choose to exclude short term contracts (less than on month), short working weeks (less than eight
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An alternative directive on "Transparent and
Predictable Working Conditions" has been proposed. This will, if adopted, replace Directive 91/533/EEC, but until its adoption and entry into force, Directive 91/533/EEC remains applicable.
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Art 1(2) member states can disapply the
Directive for people (a) working under one month or with a working week under eight hours, or (b) with jobs ‘of a casual and/or specific nature’ if this is justified by objective
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Council
Directive 91/533/EEC of 14 October 1991 on an employer's obligation to inform employees of the conditions applicable to the contract or employment relationship
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need to be told the duration of their employment abroad (unless one month or less), currency, other benefits, and conditions for repatriation
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Written
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for the purpose of making workers' contracts transparent. It has been superseded by the
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Art 6, form and proof of contracts are a matter of national law, which is not affected.
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Art 5, modification must be made in writing available at least one month after
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Art 8, employees must have a remedy available in their member state
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a detailed written employment contract. According to the
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An evaluation of the directive was undertaken in 2016.
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