With regard to the design of the other contents of employment contracts in France, it is imperative that the minimum provisions contained in the French labour code be included in the employment contract. In addition, the contractual provisions of employment contracts must not violate the principle of public order (for example). B payment below the minimum wage). In China, an employer must pay double wages if a simplified Chinese-written employment contract is not presented within one month of a worker`s start date. Under EU guidelines, an employer must present a written agreement to a worker within two months of the worker`s departure date. Translate your contracts into different pairs of languages, exclusively English-French, undoubtedly giving an international dimension to this type of legal document and inquire about your terms of cooperation. Confirmed, this has given us a lot of encouragement to launch our new French-language contract relocation service to help you communicate with your French customers and partners. With us, your partnership actions are now protected internationally from future misunderstandings due to language restrictions! Visit our professional translation office during our working hours or contact us directly via our offer form to learn more about our services. There are certain provisions that must be legally enshrined in employment contracts and there are also a number of minimum conditions that must be met, whether or not they are included in the agreements. Labour law also provides a framework for negotiating additional rights.
We blogged about the need for quality legal translation services to make job separation agreements applicable. In the United States, one- or two-page letters of offer are the most common way to create a working relationship; and employment contracts in the United States are almost unheard of. Outside the United States, you need to reverse this script. In many countries around the world, detailed employment contracts are not only common, but also mandatory. Whatever you choose, make sure you „look before you jump.” Decide which approach for your organization works best before you start drawing agreements. In China, U.S. multinationals employ more than two million Chinese nationals. If you are an executive in a growing company that wants to become „global” or if you represent one, you should be aware of the big differences between employment standards and laws in the United States compared to those of the rest of the world. In fact, part of the overall walk means understanding the employment policy landscape in each country where you are trying to recruit staff.
Since you are also focusing on expanding to other countries, you need to make legal translation a priority for your business.