Upon arrival for a work inspection in Spain, the inspector must identify him- or herself and report his or her presence to the director of human resources or the person responsible of the workplace. The director or person responsible should provide the inspector with the business’s guestbook, where the inspector will record the inspections made.
A collective dismissal in Spain, regulated in Art. 51 of the Worker’s Statute, must be modified due to its inconformity with EU Law. Two European judgments provide details on the term.
A permanence agreement in a company in Spain is a signed written agreement where a worker undertakes to provide services to a company for a period not exceeding two years. The breach of this agreement entitles the employer to receive compensation for damages.
The Law to support entrepreneurs and their internationalization in Spain encourages new entrepreunerial activities in Spain by simplication of bureaucratic paperwork, obtention of visas and residence permits, and transfer of workers abroad.
Bonus payments by employers as a salary supplement must fulfil the legal requirements set by law. Spanish regulation provides a high level of protection for workers’ interests in this respect.
The temporary work experience contract, the temporary contract for a project or service or the temporary contract depending on production circumstances are the types of temporary contract that exist in Spain. They are all regulated by the Workers’ Statute and, despite their temporary nature, early termination may be considered as dismissal.
The youth contracts aim to encourage young people employment in Spain . Young people must meet definite requirements.
In Spain, the burden of proof of extra hours falls on both parties; the worker must show the excess time worked and the business owner must confirm the work carried out. However, in France the burden of proof does not particularly fall on either party.
The youth contract can improve the number of young people obtaining first hand experience in small and medium businesses and freelancers. It is only applicable to those who are unemployed and under the age of 30 who have either no work exprience or less than three months experience. The prospect of a permanent contract means that there will be many benefits and bonuses as a result of the youth contract.
If a company in Spain, not obligated by an agreement or contract with the workers, considers the coffee break as working time, it cannot demand the workers to make up that time. That is an acquired right of the workers and any change would suppose a substantial modification on the conditions of the work contract.
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