How long can an end-of-work contract last?
End-of-work contracts are a figure widely used in construction. It is an employment contract by which a worker is hired by a company to carry out a specific work and, once this is finished, the contract is extinguished.
On many occasions, the end of work contract is the only option that a worker has to access a job in construction, since it is not possible to hire a worker for work or service.
But, how long can an end-of-work contract last? The Public Sector Contracts Law establishes that the maximum duration of an end-of-work contract is three years, although in practice it is usually established at one year.
However, the end of work contract can be extended by agreement between the parties, as long as the maximum period of three years is not exceeded.
In any case, the end of work contract is a very useful figure for companies, since it allows them to hire workers for a specific work and without having to worry about the future.
How long is the end of work contract?
It is a contract by virtue of which the contractor undertakes to carry out a specific work or service, and the contracting party undertakes to pay a certain price for it. The work contract has a determined duration depending on the characteristics of the same.
In the case of civil works contracts, the duration of the contract depends on its complexity. For example, if it is about the construction of a building, the civil works contract will have a duration of a few months. However, if it is a less complex work, such as the construction of a house, the civil works contract will last a few months.
In the case of service contracts, the duration of the contract depends on the nature of the service. For example, if it is a cleaning service, the service contract will have a duration of a few months. However, if it is an advisory service, the service contract will last for a few months.
How many times can an end-of-work contract be renewed?
Although the end of work contract is an atypical contract , it can be renewed indefinitely, as long as the parties agree to it and have not breached their obligations.
However, in practice , these types of contracts are renewed from time to time, depending on the needs of the employer and the availability of the worker .
In any case, it is important to take into account that the end of work contract must meet certain requirements to be valid . Specifically, it must be written , it must identify the parties and it must contain a clear and precise description of the work to be carried out .
If the contract does not meet these requirements, it will not be valid and, therefore, it cannot be renewed .
What about end-of-work contracts?
There are different opinions regarding end-of-work contracts, and everyone has their own way of seeing the situation. There are those who say that it is a scam , while others believe that not all end-of-work contracts are a scam .
From my point of view, I think it depends a lot on the contract and the clauses that are stipulated within it . You have to be very careful when signing a contract of this type, because if it is not read carefully, there may be clauses that harm the worker .
On the other hand, it must also be taken into account that not all companies are trustworthy . There are many that offer this type of contract and then do not fulfill what they promise . For this reason, it is important that before signing any contract, the company is investigated and everything that is being signed is carefully read.
In conclusion, I believe that end-of-work contracts are not necessarily a scam , but you have to be very careful before signing them. You have to read them carefully and make sure that the clauses do not harm the worker. It's also important to research the company to make sure it's legit.
How long does it take for them to make you fixed?
The Labor Contract Law establishes that the worker has the right to be hired for an indefinite period of time if he meets certain conditions. However, the employer can hire the worker for a determined time if the job offered justifies it.
For an employment contract to be for an indefinite period, a requirement must be met: that the worker has provided services for more than one year in the same job position, for the same employer.
In the event that the worker has provided services for more than a year but in different jobs, the employer will be obliged to hire him for an indefinite period of time if he proves that the worker performs functions similar to those he performed in the different jobs held. .
On the other hand, even if the worker has provided services in the same job position for more than a year , the employer may hire him for a specific period of time if he proves that the nature of the job position or the circumstances of the provision of services justify it.
In this sense, the Supreme Court has indicated that a job position can be contracted for a determined time if it is a job position that requires specific training that the employer cannot require of the worker or if the job position is susceptible to be occupied by an unemployed worker.
Therefore, the employer must prove that the job requires specific training that the worker does not have or that the job is likely to be filled by an unemployed worker.
In the event that the employer does not meet these requirements, the employment contract will be considered for an indefinite period and the worker will be entitled to compensation for unfair dismissal.
There are many factors to take into account when calculating the duration of an end-of-work contract. However, a rough estimate may be about three years, although there may also be exceptions.
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