ТРУДОВИЙ ДОГОВІР В УМОВАХ СПРОЩЕНОГО РЕЖИМУ РЕГУЛЮВАННЯ ТРУДОВИХ ВІДНОСИН

Abstract

It is emphasized that the employment contract differs significantly from the
category of contract in the general theoretical sense, which is connected with its
following features: firstly, the employment contract provides for an agreement on
the performance of professional, paid, labor activities carried out systematically at
an enterprise, institution or organizations; secondly, in all cases, the parties to the
employment contract are unchanged - the employee and the employer, who enter

into labor relations through the conclusion of the agreement and determine the
composition of mutual rights and obligations by the contract; thirdly, the
employment contract is a written document, that is, it is a legal act that has an
external expression and structure; it is concluded in accordance with the
requirements of legal technique; fourthly, it is logical to consider an employment
contract as "limitedly free", because a significant part of its content, form,
mandatory conditions, features of use within the framework of individual
employment relationships, terms, guarantees of conclusion are directly defined by
the Labor Code and may be supplemented, but not violated ; fifthly, the direct and
clear regulation has a procedure for concluding, terminating and terminating an
employment contract, which takes place on the grounds specified by the Labor
Code.
It has been proven that an employment contract in the conditions of a
simplified regime of regulation of labor relations is a special written legal act - an
agreement between an employee and an employer under which the employee
undertakes to perform the work specified in this agreement, and the employer
undertakes to pay the employee a salary and provide working conditions
necessary for performance of work