آخر تحديث - 8 أبريل 2021
13.1.1. the employer against substantial violations of the terms set out in this agreement; 8.2.1. is already available to the public at the time of disclosure by the public party or is subsequently made public, unless in violation of the terms of this agreement by the receiving party; “The court seems to understand that the plaintiff was an apprentice and, as such, he had the right to be trained by and occupied by the defendant company until the end of the apprenticeship. In that case, it would be until November 2018. The correspondence shows that the company did not admire the complainant`s particular status in the business. A laid-off apprentice may receive a higher salary than other workers in the same situation. Indeed, such a distinction reflects not only the shortfall in the apprenticeship contract, but also possible future income that they cannot make now. If the apprentice is employed under a “compulsory” apprenticeship contract (framework) or a recognised English apprenticeship contract (standard), it is expressly stated that it is not an apprenticeship contract, which allows an apprentice to be dismissed in a normal manner for poor performance, misconduct, dismissal, etc. However, the general considerations of terminating a fixed-term contract remain in effect and employers should ensure that the contract explicitly states that an apprentice can be terminated for the usual reasons. As a general rule, employers cannot terminate an apprenticeship contract until the apprentice has completed his or her training, regardless of the length of service. If this is the case, it is a breach of contract and the apprentice can possibly claim damages in order to compensate him for the rest of the duration of the agreement for the loss of earnings and loss of training, and also to reduce his prospects for the future. As a general rule, trainees will work at least 30 hours per week. This can be reduced if the length of a learning position is extended. You might think that apprentices are just fixed-term workers, but that is not the case.
Section 20 of the Prevention of Less Favourable Treatment 2002 states that “these regulations have no effect on employment under a fixed-term contract if the contract is an apprenticeship contract.” This means that apprenticeship contracts are not legally considered temporary and can have serious consequences for an employer if it decides to lay off an apprentice. Minors and adults may be subject to a legal obligation under an apprenticeship contract and anyone able to manage their own business can hire an apprentice. In some states, a minor may invalidate an apprenticeship contract, but in cases where the contract is advantageous to minors, other legal systems do not allow the minor to cancel it.