Post by naeem41 on May 20, 2024 4:49:38 GMT
The reform brought significant changes to the dynamics of the relationship between companies and employees. One of the most discussed changes was the possibility of direct negotiation between employers and employees, overriding collective agreements in certain aspects. Check below the main points that were changed with the new regulation: Working day The reform allowed the adoption of the × working day by individual or collective agreement, in addition to new rules for working overtime. Intermittent work The type of intermittent employment contract was created, allowing the worker to be paid for the period worked, receiving payment for the hours or days of work. Negotiation Collective agreements and conventions can override legislation on various aspects, such as working hours and time banks, giving greater freedom of negotiation between companies and workers.
Vacation Vacations can be divided into up to three periods, by agreement between employer and employee, with at least one of them lasting at least calendar days. Telecommuting The reform introduced rules for teleworking, specifying that the conditions must be agreed in a contract, including responsibility for the acquisition, maintenance or supply of technological equipment and the necessary infrastructure. Termination Cambodia Phone Number The need to approve contract termination with the union has been eliminated, and the process can be carried out directly between employer and employee. Union contribution Union contributions are no longer mandatory and are now optional, requiring prior and express authorization from the worker. How does the CLT reform influence companies? The CLT reform, established by Law No. ,/, brought several significant changes that directly influence companies.
Among the main aspects, the greatest flexibility in direct negotiations between employers and employees, the introduction of intermittent work, and changes in working hours and vacation rules stand out. Furthermore, the reform eliminated the mandatory union contribution and modified the rules regarding travel time and food and rest breaks. Companies need to adapt to new regulations to avoid penalties, and it is essential that Human Resources departments and leaders are up to date with the changes. For example, the reform created space for flexible negotiations on working conditions, allowing direct adjustments with HR, without necessarily going through the unions. This requires companies to formalize these agreements to protect both parties. Another relevant change is the possibility of dismissal through a labor agreement, which has become a legal and financially advantageous option for both employees and employers, defining clear guidelines for calculating severance pay.
Vacation Vacations can be divided into up to three periods, by agreement between employer and employee, with at least one of them lasting at least calendar days. Telecommuting The reform introduced rules for teleworking, specifying that the conditions must be agreed in a contract, including responsibility for the acquisition, maintenance or supply of technological equipment and the necessary infrastructure. Termination Cambodia Phone Number The need to approve contract termination with the union has been eliminated, and the process can be carried out directly between employer and employee. Union contribution Union contributions are no longer mandatory and are now optional, requiring prior and express authorization from the worker. How does the CLT reform influence companies? The CLT reform, established by Law No. ,/, brought several significant changes that directly influence companies.
Among the main aspects, the greatest flexibility in direct negotiations between employers and employees, the introduction of intermittent work, and changes in working hours and vacation rules stand out. Furthermore, the reform eliminated the mandatory union contribution and modified the rules regarding travel time and food and rest breaks. Companies need to adapt to new regulations to avoid penalties, and it is essential that Human Resources departments and leaders are up to date with the changes. For example, the reform created space for flexible negotiations on working conditions, allowing direct adjustments with HR, without necessarily going through the unions. This requires companies to formalize these agreements to protect both parties. Another relevant change is the possibility of dismissal through a labor agreement, which has become a legal and financially advantageous option for both employees and employers, defining clear guidelines for calculating severance pay.