by Dr. Miguel Cabrera professional advice
Workers who are employed by a temporary services company to provide services in another company , in the form of casual employment, have a relationship work with certain specific nuances that are noteworthy.
First Article 99 of the LCT, defines a temporary work contract, as one in which the worker's activity is exercised under the jurisdiction of a third employer to the satisfaction of concrete results, in view taken by Parliament, relation to predetermined special services or extraordinary and temporary requirements of the company, since it can not provide for a fixed term for the completion of the contract.
is very important to note that the employment relationship will be covered by the scheme, provided it met the requirement of the event. If the causes are not real will be reported against the case provided for in Article 29 of the LCT, which consider these employees as directly dependent on the company which effectively perform their tasks. The latter being responsible for all obligations of the employer.
in casual labor contracts there is a working relationship that Decree 342/92 determined as "permanent and discontinuous", stating that the disruption entered various temporary work contracts between business users may not exceed 60 consecutive days or 120 days a year alternating anniversary. Within that term, you must notify the new destination may be in other activities and at other times, but you will never force the worker to accept a job at night or unhealthy. In turn, the new target must be within 30 km of the worker's home.
After the deadline set, without being informed by a reliable means assigning a new destination, the worker may terminate this contract and be entitled to severance pay and seniority after demanding reliable for 24 hours.
Throughout the period in which the employee is serving in a particular company, will be covered by the collective agreement of that activity, represented by the union and benefit from the social work of the activity or class.
First Article 99 of the LCT, defines a temporary work contract, as one in which the worker's activity is exercised under the jurisdiction of a third employer to the satisfaction of concrete results, in view taken by Parliament, relation to predetermined special services or extraordinary and temporary requirements of the company, since it can not provide for a fixed term for the completion of the contract.
is very important to note that the employment relationship will be covered by the scheme, provided it met the requirement of the event. If the causes are not real will be reported against the case provided for in Article 29 of the LCT, which consider these employees as directly dependent on the company which effectively perform their tasks. The latter being responsible for all obligations of the employer.
in casual labor contracts there is a working relationship that Decree 342/92 determined as "permanent and discontinuous", stating that the disruption entered various temporary work contracts between business users may not exceed 60 consecutive days or 120 days a year alternating anniversary. Within that term, you must notify the new destination may be in other activities and at other times, but you will never force the worker to accept a job at night or unhealthy. In turn, the new target must be within 30 km of the worker's home.
After the deadline set, without being informed by a reliable means assigning a new destination, the worker may terminate this contract and be entitled to severance pay and seniority after demanding reliable for 24 hours.
Throughout the period in which the employee is serving in a particular company, will be covered by the collective agreement of that activity, represented by the union and benefit from the social work of the activity or class.
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