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Formation of the legislation on change of conditions of the employment contract

the Employment contract is the major institute of the law of master and servant. Historically round it the new branch - the law of master and servant was generated. To consider formation and development of legal regulation of change of conditions of the employment contract it is necessary to address to sources of formation of the employment contract.

so occurrence concerning an extensive class (layer) of hired workers begins with XIII-XIV century of century Thus originally employments of work of masters, journeymen or pupils, and employment of free persons which have left number of pupils were carried out not or pupils never were. Thus, the shop organisation of medieval economy has made essential impact on labour relations. Wage labour rationing carried during this period not so much legal, how many is natural-natural and religious character.

during this period there is a renewal of search of sources of labour legal relations in the Roman Law. It is possible to recognise, that work was mediated by the civil-law contracts known subsequently as hiring, successively and the commission more often.

in second half XVIII - the beginning of XIX century of century solving step to formation of institute of the employment contract became a victory of ideology of free market relations and removal of all administrative

restrictions at the conclusion of contracts on work. If it is possible so to be expressed, the given institute was formed by way from the return, at first

full freedom of the contract of employment and only was proclaimed then legislatively certain restrictions began to be brought.

an indicative example thereupon is the classical French Civil code (Napoleon's Code) 1804 As base acted as the item 1710, defining the work employment agreement as the contract on which the hired is obliged something to make for other party, and other party (employer) undertakes to pay for this established

compensation. To such contracts civil law general principles were applied. It has served as original model of legal regulation of relations of wage labour and in other countries.

within the limits of civil and partly administrative law the complex institute by the legal nature of factory (worker), and then the employment contract has started to be formed. The above-named model has been apprehended by the pre-revolutionary Russian legislator [40] .

the Government in Russian empire up to 1835 did not interfere with contractual relations of Russians, considering their private-law principles. Only with the advent of workers of civilian work and employment agreements on factories and factories updating of contractual methods of legal regulation of relations of personal hiring by public ways of influence on private social relations has begun. The legal regulation of the contract of employment contained in various parts of the Code of laws of Russian empire. In item 2201 its definition as the contract intended for rendering of services of material property, and also performance «any works and the posts which have been not prohibited by the law» has been made.

In 1835 in Russian empire Position «About relations between owners of factory institutions and the working people who have arrived on this on hiring» has been published, which majority of modern lawyers consider as the first act of the public (factory) legislation in sphere of regulation of labour relations.

In 1893 all earlier published acts regulating wage labour in the state and private factories, factories, manufactories, etc. the institutions which were engaged in manufacture and release of various production have been installed Having got tired about the industry, consolidated in themselves.

workers as a result of long-term struggle for the rights have achieved (after numerous minimum concessions of power structures to their requirements) certain restrictions of the master's power of the employer. So, in the Charter about industrial work from 1913, served prototype of the Russian labour codes, it has been defined, that owing to specificity of private-law relations of personal hiring operating with their imperative restrictions by public authorities the employer, the worker have not the right autocratically, without approval of corresponding authorities, to change treaty provisions of personal hiring, referring on a principle of freedom of the contract or a principle of freedom of work. In these purposes the Charter about industrial work from 1913 supposed change of treaty provisions of personal hiring, but at observance of the rules established in the specified Charter.

it is necessary to notice, that in the Charter about industrial work of 1913 there are no the norms regulating any (time, constant) transfers or movings of the worker, including at occurrence of force majeure. So, from Charter item 53 about industrial work of 1913 follows, that in the legislation on work the principle of stability of contractual conditions up to dismissal of the worker operated. In particular, in it it is told, that it is forbidden to employer to lower the contractual salary, to change rules of fixed work, etc., and the worker has not the right to demand any changes of its conditions before the termination of the contract.

Research of the civil legislation of this period allows to draw a conclusion, that the requirement for a regulation of translation process (moving) of the worker was satisfied on the basis of general provisions on personal hiring and on the personal obligations containing in the Arch of civil laws.

if in the contract the sort of activity or a work kind for which the worker is hired was precisely defined the employer has not the right there was to demand a performance of other labour functions, besides specified in the contract.

in the pre-revolutionary legislation of Russia the unique basis of occurrence of labour legal relations the contract of employment (Charter item 42 about industrial work of 1913) admitted. Their change could have as contractual character, and to be carried out at the initiative of one of the parties in the cases established by the legislation (Charter item 61-63 about industrial work, etc.) .

the Withdrawal from liberalisation of labour relations has occurred in Russia since 1917 in connection with the occurred revolution.

the Code of Labor Laws of 1918 (further the Labour Code) became the first kodifitsirovannym the certificate in work sphere in the Soviet Russia. In Decision item 2 about its introduction in action it is said that it extends on all persons working for compensation at all enterprises, establishments and economy (Soviet, public, private and house), and also on all private persons applying another's work for compensation.

the Labour Code of 1918 has fixed transition from contractual to the centralised regulation of relations in work sphere.

in item 40 the Labour Code of 1918 for the first time in the Russian legislation there was the norm regulating compulsory transfer of workers for non-contractual works. Such transfer «in interests of business» was carried out, that in the subsequent legislation was transformed to concept «transfer by industrial necessity» \

In the Labour Code of 1918 the relations connected with application of transfers that has found reflexion in six articles of the Code - 40, 41, 42, 43, 44, 45th have been in detail enough settled. These articles have been included in section V «About transfer and dismissal of workers» the Labour Code of 1918, this section contained only in the given code.

article 40 established the Labour Code of 1918, that on the basis of the decision of corresponding body and in interests has put the worker could be translated for other work and thus of its consent it was not required, but behind it the right of appeal of such decision in a corresponding local or regional department of work [41] [42] [43] remained only. Transfer at the same enterprise, in establishment, the organisation was made under the individual decision of controls (item 41), and transfer into work into other enterprise (establishment, the organisation) same or other district was made by controls with the consent of a department of distribution of a labour (item 42) and accordingly in both cases of the consent

the worker it was not required.

One more normative act of the considered period is the Decree «About an order of the statement of the collective agreements (tariffs) establishing the rates of wages and working conditions» which Labour Code of 1922 further became a component.

the Labour Code of 1922 became the second kodifitsirovannym the certificate in work sphere. From the item 1 Labour Code of RSFSR of 1922 followed, that it extends on all persons working on hiring including in-home (kvartirnikov), and its rules are obligatory for all enterprises, establishments and economy (state, not excluding and military, public and private, including distributing work on the house), and also for all persons applying another's work for compensation.

two heads the Labour Code of RSFSR of 1922 are devoted contractual regulation of labour relations that we do not see in the Labour Code of 1918. The Labour Code of RSFSR of 1922 recognised that in contracts on work which could consist at the most various level, it is impossible to worsen position of workers. However at level of the contract on work the Labour Code of RSFSR of 1922 supposed improvement of position of workers. Therefore it is possible to draw a conclusion that the Labour Code of RSFSR of 1922 assumed not only centralised, but also contractual regulation of relations in work sphere.

the code of 1922 Basically positions the Labour Code of 1918 about transfers have been apprehended. However a number of differences was observed also. For example, on the Labour Code of 1922 transfer has individual character whereas in item 45 the Labour Code of 1918 has been provided transfer of "the whole group of workers» of the organisation where they work, in other organisation located in this or that district. It is necessary to notice, that group or collective transfer in the labour legislation has not been provided since then.

in item 36 the Labour Code of 1922 that «the employer cannot demand from hired the work which are not concerning that sort activity for which last is hired, and also the work interfaced to apparent danger for a life or mismatching laws on work» has been fixed. This norm fixes a rule which was considered subsequently as a principle of definiteness of labour function of the worker, invariances of labour function. Therefore in all further cases of necessity of its change the legislator also fixes quite comprehensible way: the agreement of the worker (with the consent of the worker). Thus, the Labour Code of 1922 has fixed the basic requirement about reception of the consent of the worker on transfer while translating on other enterprise, in other district, at least and together with the enterprise (item 37). Transfer within the enterprise at which the work sort (qualification of the worker) also changed assumed the consent of the worker, except for a case of prevention of menacing danger.

however in the absence of the consent to transfer the worker left. In other words, as M.S.Sagandykov [44] [45] fairly underlines, transfer into work to other employer was supposed without the consent of the worker. Accordingly, existence of the given norm in the law though breaks a modern principle of freedom of work, was legally justified in a context of the concept of Codes 1918 and 1922 Thus as it is visible, reception of the consent of the worker on transfer in the Code was conditional as the worker in case of disagreement lost work and consequently has been forced to agree to transfer.

it is necessary to notice, that the Labour Code of 1922 provided possibility of discharge of the worker from work in one case when the person commits a crime. The worker could be discharged of work both at the initiative of enterprise administration, and at the initiative of judicial-investigatory bodies. If from the moment of discharge at the initiative of judicial-investigatory bodies has passed more than two months, the administration had the right to dismiss it under the item « d »item 47.

Further in the legislation on work changes which have marked return transition to the centralised regulation of relations in sphere of work without elements of a contractual regulation were made. The changes limiting laws of master and servant of workers were made to this period in the legislation on work. In particular, the criminal liability for infringement by workers of the labour duties has been established, and also the interdiction for dismissal at own will is entered. These restrictions of laws of master and servant operated since 1940 for 1956.

the period of the centralised regulation of labour relations has reached blossoming with acceptance on July, 15th, 1970 Fundamentals of legislation of USSR and union republics about work and on December, 9th, 1971 the Code of Labor Laws of RSFSR [46] [47] . Named kodifitsirovannye certificates and set of other specifications accepted in the centralised order, uniformly defined conditions of labour activity of workers. The role of contractual regulation was reduced to fixing of the standards accepted in a centralised order.

the Labour Code of 1971 it was provided three kinds of transfers into other work: transfer into other work at the same enterprise; transfer in other district; transfer into other enterprise.

the decision of Plenum of the Supreme Court of the USSR from October, 19th, 1971 ¹ 6 «About application in judiciary practice of Fundamentals of legislation of USSR and union republics about work» 2 had been concretised concept of transfer. « Transfer into other work, demanding the consent of the worker, it is necessary to consider the commission to it of the work mismatching a speciality, qualification, a post, or work at which performance change the size of wages, privileges, advantages and other essential working conditions caused at a conclusion of employment agreement, in particular about work on concrete object, a site, in structural division of the enterprise, establishment, the organisation ».

That is as a matter of fact the concept of transfer under the Labour Code of 1971, was reduced to the commission to the worker of performance of other work which have been not provided by the employment contract.

as it is underlined in the legal literature, a qualifying sign of transfer was« other work »which was understood as work on other speciality, qualifications, posts at the same enterprise;

work at the same enterprise at which the essential working conditions provided by the employment contract change; Work at other enterprise; work in other district [48] .

the Legislator has considered developed judiciary practice and with transfers also has entered into the Code of 1971 a legal regime of movings at which, unlike transfers, labour function and essential working conditions remained. Moving was considered as workplace change at the same enterprise (in establishment) at preservation of labour function and other essential working conditions. However in later editions of the Code from moving definition such important sign, as preservation of essential working conditions in connection with introduction in the Labour Code of a legal regime of change of essential working conditions has been excluded.

it is obvious, that replacement of the worker in the employment contract is inadmissible, as labour relations have strictly personal character. However, according to the legislator, replacement in the employment contract of the employer is quite admissible.

so the Labour Code of 1971 Has provided preservation of labour relations with the consent of the worker at change of subordination of the organisation, by reorganisation, and in later editions and at change of the proprietor of the organisation (item 29).

In the Labour Code of 1971 discharge from work was characterised by two discriminating signs: 1) it was made only on the basis of offers of the authorised bodies; 2) only in the cases provided by the legislation. The exception was constituted by a unique case when the employer the power has been obliged to discharge the worker is an occurrence of the worker on work in state of drunkenness (item 38). However in practice there were cases which under the law did not admit discharge from work, but actually were those. These cases in Fundamentals of legislation of the Russian Federation about a labour safety, approved by the Supreme body

the Russian Federation from August, 6th, 1993 ¹ 5600-1 (red. From July, 18th 1995 ) [49] have been named nedopuskom to work. The legislation on a labour safety forbade the admission to work of the persons evading from passage of medical examinations or recommendations not carrying out by them by results of spent inspections. A duty not to suppose the worker to performance of labour duties by it laid on the employer.

on February, 5th, 1988 changes in item 5 the Labour Code of RSFSR begins entering the fourth period in regulation of labour relations. The given stage is characterised by transition from the definition of conditions of labour activity of workers centralised to a contractual way.

in the late eighties the last century in later editions of the Labour Code of 1971 there was a mode of change of the essential working conditions, differing from a legal regime of transfers into other work and movings. It is a question of change of essential working conditions (systems and the sizes of a payment, privileges, an operating mode, an establishment or cancellation of incomplete working hours, combination of trades, change of categories and names of posts and others) in connection with changes in the manufacture and work organisation, at this continuation of work on the same speciality, qualification or a post.

thus, in the Labour Code of 1971 the regulation as transfers and movings, and since 1988 a regulation of other legal phenomenon entered into the Labour Code of 1971 is observed: « Change of essential working conditions ». As a result in the Labour Code of 1971 in one article (items 25) contained the norms providing a regulation of three various legal phenomena: transfer, moving, change of essential working conditions.

at this stage acceptance of the Labour code of the Russian Federation which has essentially expanded liberty of contract at a regulation of relations in work sphere became solving. Thus, return transition from centralised to contractual regulation of labour relations has gradually been carried out.

it is necessary to notice, that the fourth period under the maintenance reminds the second period of a regulation of labour relations.

and at the second stage of a legal regulation of work freedom of will of employers at definition of working conditions only has been slightly limited by law frameworks. Now there is the same [50] .

At the analysis of the maintenance of Codes of RSFSR 1918, 1922, 1971 Gradual refusal of the legislator of according a right to controls is opened to translate workers without their consent to other work and introduction of restriction of the power of the employer to which it was forbidden to demand from hired the work which are not concerning that sort activity for which last has been hired, and also the work interfaced to apparent danger or mismatching laws on work. Hence, change of conditions of the employment contract, as a rule, was made under the agreement of parties the employment contract. With reference to one of kinds of such change - to transfers into other work, scientists constantly underlined voluntary character of their realisation (for example, L.JU.hillock, O.V.Smirnov). [51]

Simultaneously in the legislation the norms fixing restrictions of individually-contractual method of changes of conditions of the employment contract, by introduction individual pravoprimenitelnoj activity of the employer (its administration) were entered at realisation of time transfers in view of industrial necessity, idle time, replacement of temporarily absent worker, for labour discipline infringement.

essential influence on legislative activity in this sphere was rendered by judiciary practice which in decisions of Plenums of the Supreme Courts of the USSR and RSFSR constantly developed standard pravopolozhenija, limiting pravoprimenitelnuju activity of the employer, for example, expanding concept of transfer into other work, limiting application of time transfers into other work.

during this period preconditions for revealing of other kinds of changes of conditions of the employment contract and their fastening in the legislation have been created. In the theory of the law of master and servant offers on expansion of sphere of individually-contractual regulation by means of introduction of time transfer under the agreement of parties expressed.

formation of legal regulation of change of the employment contract has passed a long way, has not been fixed yet in the separate chapter - chapter 12 TK the Russian Federation. In the Labour Code of 1918 the regulation of transfers and movings was observed basically. In the Labour Code of 1922 there was a further perfection of these norms, there is such change of the employment contract, as discharge of the worker from work when the person commits a crime. In the Labour Code of 1971 transfers and movings are regulated, discharge from work was made only on the basis of offers of the authorised bodies and only in the cases provided by the legislation. The Labour Code of 1971 Has provided preservation of labour relations with the consent of the worker at change of subordination of the organisation, by reorganisation, and in later editions and at change of the proprietor of the organisation. Since 1988 the legislator enters the new legal phenomenon: « Change of essential working conditions ».

With acceptance TK the Russian Federations, become effective on February, 1st, 2002, in legal regulation of changes of working conditions have been entered a number of short stories. Chapter 12 is included in structure TK of the Russian Federation« employment contract Change »where each kind of such changes is regulated by separate article.

in editions TK the Russian Federation from June, 30th, 2006 [52] and on February, 28th, 2008 [53] [54] is essentially expanded sphere of individually-contractual regulation at change of conditions of the employment contract.

with acceptance of the Federal act from June, 30th, 2006 ¹ 90-FZ «About modification of the Labour code of the Russian Federation, a recognition not operating in territory of the Russian Federation of some standard legal acts of the USSR and become invalid for some acts (positions of acts) Russian

Federations» in legal regulation of labour relations have been brought a number of changes - by the legislator is developed podinstitut «employment contract Change», according to which all conditions defined by the parties at a stage of a conclusion of employment agreement, i.e. Both obligatory, and additional, should change only under the agreement of parties and be made out in writing, except the cases provided TK the Russian Federation.

the federal act from June, 30th, 2006 ¹ 90-FZ basic changes are made to legal regulation of transfers into other work which were exposed earlier to the proved criticism (absence of accurate concepts of transfer into other work in other district, incorrectly formulated concept of moving as the work commission on other workplace, in other structural division of the same organisation). Now, believes L.A.Chikanova, offered in item 72.1 TK the Russian Federation concept «transfer into other work», unlike former, containing in item 72

TK the Russian Federation, it is formulated more accurately and definitely, but it is essentially narrowed » [55] . M.O.Bujanova notices, that« for the first time in the labour legislation the legislator has made an attempt legal fastening of concept of transfer into other work » [56] .

According to item 72.1 TK the Russian Federation under« transfer into other work »is understood constant or time change) labour function of the worker; And (or) structural division, in which the worker works (if it is specified in the employment contract), at continuation of work at the same employer; transfer into work in other district together with the employer.

change of essential conditions of the employment contract (in a new wording they are defined in wider volume as change of the conditions of the employment contract defined by the parties) as such change is recognised by other kind of change of conditions of the employment contract, supposed is simultaneously excluded from signs of transfer at change of organizational, technological conditions and other bases provided in item 74 TK the Russian Federation.

the federal act from June, 30th, 2006 ¹ 90-FZ the legislator had been entered in TK the Russian Federation a new kind of time transfer under the agreement of parties the employment contract, having fixed the written form of its registration and term till one year, and in case of replacement of temporarily absent worker behind which the work place remains, - to an exit of the worker for work (ch. 1 item 72.2 TK the Russian Federation), and also has fixed the important rule: « If upon termination of transfer term former work is not given to the worker, and he has not demanded its granting and continues to work, the condition of the agreement on a temporality of transfer becomes invalid also transfer it is considered to constants ».

the Legislator has refused the name of time transfer at the initiative of the employer as transfer in view of industrial necessity, and supposes it at the force majeure specified in the rule of law (ch.ch. 2 - 4 items 72.2 TK the Russian Federation). In the absence of their temporary transfer it should be carried out only on a contractual basis.

the Federal act ¹ 13-FZ« About modification of the Labour code of the Russian Federation » [57] , made additions in TK the Russian Federation on February, 28th, 2008 has been accepted, having added in it chapter 54.1" of Feature of regulation of work of sportsmen and trainers ». The item is included In it 348.4"Temporary transfer of the sportsman to other employer» in which many questions in due time discussed in the theory of the law of master and servant are adjusted. In particular, an admissibility of time transfer to other employer only with the consent of the worker and for the term which is not exceeding one year. Thus action of originally concluded employment contract stops, i.e. the current of its term proceeds, but does not interrupt; on new work the urgent employment contract consists; after time transfer originally concluded employment contract operates in full; probably preschedule termination of relations on time transfer to other employer on any basis provided TK the Russian Federation.

introduction by the Federal act from 28.02.2008 ¹ 13-FZ «About modification of the Labour code of the Russian Federation» in TK the Russian Federation chapters 54.1"of Feature of regulation of work of sportsmen and trainers» has defined a new kind of transfer - temporary transfer of the worker to other employer. In it article 348.4 TK the Russian Federation which regulates temporary transfer to other employer is devoted the given question.

the federal act from 5.05.2014 ¹ 116-FZ «About modification of separate acts of the Russian Federation» [58] TK the Russian Federation it is added by item 56.1"Prohibition of extra work», become effective from 1.01.2016 According to item 56.1 TK the Russian Federation extra work is forbidden. Given article vedeno definition of extra work is the work which is carried out by the worker under the order of the employer in interests, under management and the control of the physical person or the legal person, not being the employer of the given worker.

Features of regulation of work of the workers directed temporarily by the employer to other physical persons or legal bodies under the contract on granting of work of workers (personnel), are established by chapter 53.1 TK the Russian Federation also added in TK the Russian Federation with the Federal act from 5.05.2014 ¹ 116-FZ «About modification of separate acts of the Russian Federation» and become effective from 1.01.2016

Since January, 1st, 2016 it is authorised to involve time employees through intermediaries (private agency of employment or other legal body which according to the legislation of the Russian Federation on population employment in the Russian Federation activity on granting of work of workers (personnel) on the certain conditions fixed in chapter 53.1 TK the Russian Federation has the right to carry out.

In TK the Russian Federation is provided new procedure - activity realisation on granting of work of workers (personnel), namely a direction temporarily employer of the workers from their consent to the physical person or the legal body who is not employers of given workers, for performance by the given workers of the labour functions defined by their employment contracts in interests, under management and the receiving party control. The specified activity is carried out under the contract on granting of work of workers (personnel). It is carried out by private agencies of employment and other legal bodies, including foreign legal bodies and their affiliated persons (except for physical persons).

features of regulation of work of the workers directed by temporarily private agency of employment to other physical persons or legal bodies under the contract on granting of work of workers (personnel), and also feature of regulation of work of the workers directed temporarily by the employer, not being private agency of employment, to other legal bodies under the specified contract Are established.

in more details temporary transfer of the worker to other employer and a time direction of the worker to others physical or to legal bodies under the contract on granting of work of workers (personnel) will be considered in the following chapter of research.

now definition «transfer into other work», fixed in item 72.1 TK the Russian Federation, does not reflect a reality and requires specification in connection with the entered Federal acts from 28.02.2008 ¹ 13-FZ «About modification of the Labour code of the Russian Federation» and from 5.05.2014 ¹ 116-FZ «About modification of separate acts of the Russian Federation» by changes and additions in TK the Russian Federation also it will be formulated further in the present research.

it is possible to draw a conclusion, that at development and formation of the legislation on change of conditions of the employment contract there were different stages in regulation of the labour relations, characterised in the different periods centralised and contractual in the ways of definition of conditions of labour activity of workers with transition to the contractual.

at a transition stage to a contractual way of definition of conditions of labour activity of workers in our country acceptance of the Labour code of the Russian Federation (become effective since February, 1st, 2002) which has essentially expanded liberty of contract at a regulation of relations in work sphere became solving. Thus, return transition from centralised to contractual regulation of labour relations has gradually been carried out.

With acceptance TK the Russian Federations in legal regulation of changes of working conditions have been entered a number of short stories. In TK the Russian Federation is allocated chapter 12 «employment contract Change» where each kind of such changes is regulated by separate article.

the federal act from June, 30th, 2006 ¹ 90-FZ «About modification of the Labour code of the Russian Federation, a recognition not operating in territory of the Russian Federation of some standard legal acts of the USSR and become invalid for some acts (positions of acts) Russian Federation» makes basic changes to legal regulation of transfers into other work which were exposed earlier to the proved criticism.

introduction in TK the Russian Federation the Federal act from 28.02.2008 ¹ 13-FZ «About modification of the Labour code of the Russian Federation» chapters 54.1"of Feature of regulation of work of sportsmen and trainers» and the Federal act from 5.05.2014 ¹ 116-FZ «About modification of separate acts of the Russian Federation» item 56.1"Prohibition of extra work», chapters 53.1 has defined a new kind of transfer - temporary transfer of the worker to other employer. Given norms TK the Russian Federations regulating temporary transfer of the worker to other employer, differ under the maintenance from general rules of transfers.

in connection with the installed Federal acts from 28.02.2008 ¹ 13-FZ «About modification of the Labour code of the Russian Federation» and from 5.05.2014 ¹ 116-FZ «About modification of separate acts of the Russian Federation» changes and additions in TK the Russian Federation, definition «transfer into other work» fixed in item 72.1 TK the Russian Federation requires specification.

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A source: Prokofiev Michael Aleksandrovich. CHANGE the EMPLOYMENT CONTRACT CONDITION: LEGAL REGULATION PROBLEMS. The dissertation on competition of a scientific degree of the master of laws. Moscow - 2017. 2017

More on topic Formation of the legislation on change of conditions of the employment contract:

  1. Change of the conditions of the employment contract defined by the parties for the reasons connected with change of organizational or technological working conditions
  2. the Basic theoretical aspects of change of conditions of the employment contract
  3. Chapter 2. KINDS of CHANGE of CONDITIONS of the EMPLOYMENT CONTRACT
  4. Chapter 1. CHANGE of CONDITIONS of the EMPLOYMENT CONTRACT: the GENERAL CHARACTERISTIC
  5. § 3. Transfer of the worker into other work as a key kind of change of the employment contract
  6. § 4. Formation of rules about the employment contract termination in a channel doktrinalnyh achievements
  7. § 2.1. Execution, change and cancellation of the contract in the conditions of unstable economy
  8. Prokofiev Michael Aleksandrovich. CHANGE the EMPLOYMENT CONTRACT CONDITION: LEGAL REGULATION PROBLEMS. The dissertation on competition of a scientific degree of the master of laws. Moscow - 2017, 2017
  9. § 1. Evolution of concept of the employment contract under the influence of the doctrine
  10. the bases and an order of the termination of the employment contract with the sportsman
  11. Features of the maintenance of the employment contract with the sportsman
  12. § 1. Defects of rules of law of institute of the employment contract
  13. Balitsky Cyril Stepanovich Vlijanie. of the doctrine of the law of master and servant on formation of institute of the employment contract. The dissertation on competition of a scientific degree of the master of laws. Ekaterinburg -, 2018 2018
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  15. § 2. Miscarriages of justice as consequence of distortion doktrinalnyh bases of institute of the employment contract
  16. § 3. The duties realised by the employer at the initiative of subjects, not being the employment contract party
  17. §2. According a right conditions on employment by lawyer activity
  18. Chapter 2. The account of the doctrine of the law of master and servant at creation and development of institute of the employment contract