The First Employment Youth Contract in Spain
The youth contracts aim to encourage young people employment in Spain . Young people must meet definite requirements.
The burden of proof of extra hours in the case of dispute in Spain
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.
Company Requirements of the Youth Contract in Spain
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.
Regulation of labour breaks during working hours in Spain
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.
Other features of the training contract in Spain
The training contract has important reductions in Social Security fees for business owners. The transformation of the training contract into a permanent contract allows an additional bonus, which can reach 700 euros annually.
Major modifications to work conditions contract in Spain
The modifications to work conditions contracts in Spain include: significant modifications to the employment contract, required conditions for significant modification to work conditions, types of significant modifications to work conditions, communication of the decision on significant modifications to work conditions, and opportunies available to the employees with regards to individual and collective framework.
Prohibition regarding successive temporary employment contracts in Spain
The prohibition on successive temporary contracts was established once again stating that if a worker completes two or more temporary contracts which amount to more than 24 months out of a total period of 30, this worker becomes indefinite.
Changes to the Part-Time Employment Contract in Spain
The Royal Decree law 16/2013 has implented measures on ensuring that part-time work contracts favour stable hiring and that it improves the employability of workers in Spain. This means that long term part time contracts have the opportunity to be reviewed and entered into a more permanent contract, making the hiring process much more effective.
Conversion of Temporary Contracts into Fixed Contracts in Spain
Temporary contracts will becomes permanent when, in a period of 30 months, the worker has been contracted for more than 24 months in the same company with two or more temporary contracts. In addition, time is also counted for the worker’s having provided services for the same group of companies even if they are different.
The Role of the General Meeting of Shareholders in Spain
The role of the general meeting of shareholders in Spain differs according to whether it is a listed company or not. Therefore, there are different characterists depending on what type of company it is.
