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MF0980_1_GESTION_AUXILIAR_PERSONAL_TEMA2.1-2.2-2.3

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MF0980_1_GESTION_AUXILIAR_PERSONAL_TEMA2.1-2.2-2.3

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MF0980_1_GESTION_AUXILIAR_PERSONAL_TEMA2.1-2.2-2.3

Created by

Paula Bosch Sotillo
Paula Bosch Sotillo
Spain

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MF0980_1_GESTION_AUXILIAR_PERSONAL_TEMA2.1-2.2-2.3
 

MF0980_1_GESTION_AUXILIAR_PERSONAL_TEMA2.1-2.2-2.3Online version

MF0980_1_GESTION_AUXILIAR_PERSONAL_TEMA2.1-2.2-2.3

by Paula Bosch Sotillo
1

Un contrato de trabajo puede ser verbal o escrito, y el Estatuto de los Trabajadores exige que todos los contratos sean por escrito.

2

Si un contrato que debe ser escrito se hace verbalmente, se presume que el contrato es indefinido y a jornada completa.

3

Los contratos temporales pueden ser utilizados sin justificación específica siempre que la empresa lo considere necesario.

4

Un contrato indefinido no tiene fecha de finalización y proporciona estabilidad laboral tanto para el trabajador como para el empleador.

5

La causa de un contrato de trabajo debe ser lícita, lo que significa que no puede ir en contra de la ley o la moral.

6

Un trabajador autónomo sigue las órdenes e instrucciones de un empresario y respeta horarios y procedimientos impuestos por otro.

7

La formalización escrita de un contrato de trabajo es obligatoria para todos los contratos temporales, independientemente de su duración.

8

Un contrato de trabajo puede ser anulado si se demuestra que hubo dolo, es decir, engaño deliberado por parte de una de las partes.

9

La conversión automática a indefinido ocurre cuando se detecta un uso indebido de los contratos temporales, otorgando al trabajador estabilidad laboral.

10

Un contrato fijo-discontinuo es adecuado para trabajos que se repiten en ciertas fechas dentro del volumen normal de la actividad de la empresa.

 
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