Effective Staff Recruitment and Management Practices

Staff Recruitment in a Company

Labor laws require businesses and workers to legalize their work relationships through employment contracts.

Labor contracts have the following characteristics:

  • Consensual: Parties consent to it in the contract document by signature or verbal agreement.
  • Bilateral: The contract obliges the two signing parties.
  • Onerous: Obligations of an economic character.
  • Successive tract: The obligations are fulfilled with the passage of time.
  • Standardized: Free will shall be subject to
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Employment Contract Conditions and Types

Employment Contract Conditions

Conditions. In the employment contract, a valid precedent can extinguish or derogate the employment contract, provided they do not involve an abuse of rights by the employer. Resolutory condition: A trial period, if not surpassed, terminates the contract. For example, not meeting the performance demand.

INVALIDITY. If an employment contract is declared void by the court, there are results from this declaration of nullity. The contract disappears, but the employee is

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Effective Habits and Human Resources Management Practices

Effective Habits for Personal and Professional Growth

Be Proactive: Take initiative and control your feelings. Begin with the End in Mind: Mental creation precedes physical creation. Put First Things First: Practice effective time and self-management using methods like the Eisenhower Matrix. Think Win-Win: Strive for mutually beneficial solutions. Seek First to Understand, Then to Be Understood: Practice empathetic listening. Synergize: Recognize that the whole is greater than the sum of its parts.

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Understanding Labor Mobility, Contract Changes, and Suspensions

Labor Mobility

Labor mobility: can be functional (performing functions other than those for which the employee was hired) or geographical (working in places other than the original hiring location). Functional mobility must respect the worker’s dignity.

Functional Mobility

Type 1. Within the same professional group or equivalent professional category.

Causes: The law does not require a specific cause to justify this type of mobility.

Type 2. Outside the professional group or between non-equivalent categories.

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Day Labor and Employment Law in Spain: Rights and Regulations

Day Labor and Employment Law in Spain

Daily Work

Day labor refers to daily work, distinct from temporary, weekly, or annual employment. Workers engaged in day labor are entitled to weekly pay, calculated annually. The average daily working hours may not exceed nine.

Rest Periods

  • Daily: Workers must have a minimum of 12 hours of rest between the end of one workday and the beginning of the next.
  • Weekly: Workers are entitled to a minimum of one and a half uninterrupted rest days per week. For workers under
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Labor Rights and Obligations: Employer and Worker Responsibilities

Labor Rights and Obligations

Employer’s Obligations

  • Bound by work rules: Adhere to the provisions of the work regulations.
  • Pay wages: Provide workers with their due wages and compensation.
  • Establish schools: Set up and maintain schools for workers’ benefit.
  • Collaborate with authorities: Work with labor and education authorities.
  • Provide training: Offer training and development opportunities to workers.

Employer’s Prohibitions

  • Discrimination: Refuse to hire workers based on age or sex.
  • Political/religious
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