employment contract Flashcards
what is an employment contract
an agreement of wills between two parties with full capacity to exercise rights and accept obligations
general notions from contract law
- an agreement of wills
b. a legal relationship is created
elementos del employment contract según artículo 23 codigo sustantivo del trabajo
- personal services rendered by the employee
- payment as retribution for those services
- continued subordination and dependence
quién decide si hay un contrato de trabajo?
Solo el juez puede determinar si estos 3 requisitos se cumplen por el principle of primacy of reality over formalities
personal services rendered by the employee
- develop the physical or intellectual activity for which it was hired.
- employment is intuit personae
payment as retribution for those services
- the main obligation of the employee: pay the salary as compensation for the services rendered by the employee
- salary can be in money or kind
- the absence of salary does not invalidate the existence of an employment contract.
continued subordination and dependence
- the faculty of the employer to demand from the employee compliance with orders regarding the method, time, place, quantity, quality of the work to be performed
- it is the faculty to determine how the hired services is performed
presumption of an employment relationship
- employer is the one that has to prove the employment contract doesn’t exist.
- no se puede probar un negativo indefinido, se puede probar que sí hubo contrato.
- it is a legal presumption.
- la única forma de desvirtuar la relación es probar que no hubo subordinación, que hubo independencia y autonomía en la prestación del servicio.
concurrence of legal relationships
puede una persona ser employee pero también ser socio mientras que los servicios as a contractor are independent and autonomous.
ej. Manuel Gaona estudiante del externado y portero
coexistence of employment contracts
- it is the possibility for an employee to have two concurrent and independent employment relationships.
- the employee must be in a condition to perform both contracts
- the performance of one employment contract is not just cause for the violation of the other employment contract
a menos que haya un acuerdo de exclusividad
exclusivity agreement
- la corte decidió que sólo se puede si no puede provide the services due to the services of the other contract
- no se puede simplemente decirle que no puede trabajar en otras actividades.
ej. no puede trabajar en una panadería que es mi competencia - sí es posible
no puede trabajar en un callcenter - no es posible
acuerdos de no competencia/non compete agreement
una vez concluido el contrato, no se le puede prohibir trabajar con la competencia
para trabajar se necesita capacidad?
si, mayoría de edad según artículo 29
pero the minimum age to work is 15 years old - but you will need authorization of the ministry of work
what if a minor with less than 14 years old is working
it will be void but the minor will be entitled to all minimum and indisputable employment rights.
are entitled to the minimum monthly statutory salary even if they work less than the minimum working schedule.
ley que regula trabajo de menores
ley 1098 de 2006
qué dice la ley 1098 de 2006 sobre el trabajo de menores
- employees of 15 and 16 years old can only work maximum 6 hours per day and 30 hours per week. they cannot work latter than 6pm
- employees of 17 years old can work 8 hours per day and 40 hours per week
what is the external representation
who can validly can represent the employer from third parties
la representación legal puede ser
- expresa
- formal
characteristics of a legal representative
- has only the express faculties granted by the competent corporate body. the certificate of incorporation tells who is the LR and which are her faculties.
- does not have to be an employee of the company it represents. it can be a third party that was designated.
- not necessarily represents the “intenal representation” not towards its employees.
what is internal representation
who inside an organization can represent the employee.
characteristics of internal representation
- is not formal, it can be formal but not necessarily, si está en la ley, convención o work regulation.
- you will not find it en la cámara de comercio
- there is some positions there is no doubt that they can validly represent the employer: directores, gerentes, administradores, síndicos
