Understanding Employment Contracts: Key Features and Types
Track 1 – The Contract of Employment.
Article 1.1 of the Workers’ Statute: A contract exists when a person voluntarily provides services within the scope of another person (employer) in exchange for payment.
1. Provision of Services.
The provision of services includes both manual and intellectual work and is based on effort, not results. That is, the worker must meet their hours, not produce a specific outcome. The service is voluntary; if the employee’s consent is vitiated, the contract is null. The worker is subject to instructions from the employer or their representative in return for remuneration, which is a basic obligation of the contract (in cash or kind). If the company incurs losses, the risks are borne by the employer.
2. Characteristics of the Employment Contract.
1) Bilateral contract (reciprocal benefits). 2) Contract for consideration (obligations exist for both parties). 3) Commutative (when hired, you know where, when, etc., but not always certain). 4) The contract should be synallagmatic, although there is little (the effort of the worker should be equal to the remuneration).
3. Contracts Related to the Employment Contract (with Other Rules).
Service Contract: We provide services in exchange for money or sign on their behalf. There are also business debts, and payment is monthly. On any given day, the employee receives basic instructions and distributes freely, taking risks; that is, if they perform poorly, they do not get paid. Jobbing Contract: A duty of a person to create work in exchange for payment, with no specific time frame, where they receive basic instructions and assume the risks. The debt is the result of activity, and the subordination is partial. Partnership Contract with Industrial Partners: Two or more people pooling assets, money, and a profit-making industry. The industrial partner contributes no capital but provides labor; the debt will result from activity, not from capital. By not providing capital, they risk nothing (but may not receive benefits). They will be classified as autonomous and not under general labor law, enjoying more freedom than the worker in labor matters.
Characteristics of the Industrial Partner:
Not involved in losses but shares in benefits (if no profit, they do not receive anything).
Not involved in management and has autonomy to provide the service.
Paid a fixed amount per month, not expected at year’s end (not to be a silent partner but a modus vivendi).
4. Relationships Outside the Workplace.
According to Article 1, Number of the Workers’ Statute, these relationships are executed outside the walls of the employment status but seem to exist. The causes of exclusion are:
(Constitutive Causes and exclude those situations that the law specifies. Declarative Causes: that lack any of the requirements of Article 1.1 of the Workers’ Statute).
Officers: This group has a different jurisdiction in each community. Constitutive causes are excluded for various reasons. If there are problems, claims should be directed to the administrative litigation system.
Mandatory Personal Benefits: Excluding the declared, being mandatory the voluntary breach.
Works of Friendship, Kindness, and Good Neighborhood: Casual jobs provided by friends are excluded for declarative reasons, and permanent jobs do not have bosses.
Positions in the Administrative Bodies of Commercial Companies: They manage the company and are excluded as constitutive and declarative causes, as they do not meet the characteristics of an employment relationship. They only work when they need to render accounts and have their own legislation.
Family Works: Exempt unless this employee status is declared exempt.
Provided Commercial Agents Take the Risk and Peril of the Operation: Excluded from constitutive and declarative causes, they are very independent and assume all risks. They are autonomous.
The Autonomous Penal Institutions: Considered the employer of their own work, having full autonomy in carrying out the same and assuming all risk and peril of the activity.
5. Special Labor Relationships.
Article 2 of the Workers’ Statute states that the way of doing the work is different because they have a higher degree of confidence, resembling those employed persons and therefore are subject to labor law.
High Position: (regulated by Royal Decree 1985)
The statute was created for high positions in the 80s but had no control until 85. They have the power to run the business and only respond to the Governing Council with a level of confidence that differs from that of regular workers.
The Contract may be oral or written; verbal contracts usually occur when someone has been gradually promoted within the company. The Contract is usually permanent or temporary; if it has been orally understood to be indefinite, it is not impossible to extinguish. The Shielding Clause is only common in senior management contracts, where the employer and the senior set an amount for cases in which the employer terminates the contract. The Secrecy and confidentiality clause requires the senior to adhere to codes of conduct; violating it may lead to termination of the contract. The Non-Competition or Unfair Competition clause prevents the high office from working for competitors or creating a new company. This clause applies even after the contract for two years, with no compensation if the contract is terminated. If the employee must give notice and comply with the decree, three months’ notice is required; otherwise, they would indemnify the employer in salary for the notice period. Specialty is when the employer terminates the contract through corporate withdrawal, meaning the administration lost confidence in the high office. Here, three months’ notice is also required, and failure to pay leads to compensation from the time of notice, in addition to seven days’ salary per year of service, with a maximum of six months. The Disciplinary Dismissal, according to Article 54, does not require notice or compensation. If the senior claims and the judge rules in their favor, they will be paid an indemnity of 20 days per year worked, up to 12 months. The Allowances are calculated based on gross salary and are not subject to income or contributions. The employee receives wages from the date of termination and sentence, but the senior has no right to them. To reach a high office, the individual can be chosen in a selection process or promoted; in this case, sometimes they do not negotiate a contract to reach senior management, as there is no shielding clause. If the employee withdraws, they are entitled to return to their old position; if not, they receive compensation of 45 days per year worked in the previous position plus 20 days per year as a senior. If that same person holds the position of director and senior and there is confusion about which position holds the address, the jurisprudence of the Supreme Court states that the business relationship prevails. However, if the company’s statutes ensure that a counselor conducts management and administration of society, the senior position prevails.
Family Home Service: (regulated in Royal Decree 08/01/1985)
The Exclusions occur when hiring a legal person and not a physical one, when working with families, friends, and others, as well as providing domestic services required of companies providing services to the employer.
It is special because it is based on trust and timing, and is not highly regulated.
Type of Contract: It can be verbal or written and may be permanent or temporary; if nothing is stated, it is presumed to have a duration of one year, renewable with a trial period of 15 days.
Time: Working hours often exceed 40 hours per week and must be compensated with pay or reduced hours in subsequent weeks. Outsiders are entitled to a break between days of 10 hours and eight interns (36 hours per week).
The Wages in kind may not exceed 45% of the total; they are entitled to pay 2/2 plus a 3% increase every three years of service.
Extinction: Will occur by mutual agreement; the worker will, upon expiry of the agreed time… In case of dismissal, a notice of 15 days is required, and if not, they must pay her salary, as well as compensation of 7 days per year, with a maximum of six months.
The Business Discontinuance: Extinction is also common here, but does not require a shielding clause; in this case, the notice is 20 days, and a paid leave of 6 hours per week for work is required. If permission is not granted, 20 days’ wages will be given.
Sales Representatives:
Similar to commercial agents, but governed by an employment relationship; they provide services to one or more employers, exclusivity is not required, and they are involved in business operations without taking the risk and peril of the operation, unlike agents.
The difference between the agent and the representative lies in the degree of independence and subordination to the company. There is a business relationship when there is complete freedom regarding the route, schedules, etc., and they assume the risks. The representatives’ expenses are covered by the company and are subject to daily operations.
The remuneration can be fixed, fully variable, or both.
As far as Social Security is concerned, agents are subject to the general system of self-employed, while representatives are governed by the general scheme.
Compensation: The agent is entitled to two claims: damages, expenses that have not been written off, and customers, establishing new clients for the employer, as well as the increase in sales over the last three commissions. The representative has the right to this one, but the computation will be based on the last two years. Also, for unfair dismissal, 45 days per year worked, up to 42 months.
Professional Athletes and Artists: (Before 85, they were regulated as service providers).
There is no property of the trust.
The day is divided into tests, training, or shows.
The contract will be negotiated over time and wages, including record amounts; the federation sets the minimum and premiums. Both amounts are subject to trading.
Disposals, prohibited between undertakings, are allowed here. This power becomes an obligation if the athlete has been more than a year on the bench or if they request it.
The penalties stem from the same labor regime of sanctions and may even be economic.
The employment tribunal will be applicable to the contract. The artists, in contrast to the athletes, have a different regime of Social Security (minimum bases, quote for days…)
6. Sources of Labor Law and Reporting Principles.
Sources of Employment Law.
1) Ordinary Sources: Legislation: is the Constitution itself, along with more specific laws. The General Principles apply generic standards across the world. The Case Law: a supplementary source of labor law, consisting of judgments given by the Supreme or High Courts of Justice of each community. The Doctrine according to the authors from different schools addressing issues. 2) Common Sources of Application-Specific: replace the usual and lead to a law. 3) Own Sources: collective agreements are a standard within labor rights and create obligations and conditions for both sides.
– The Principles of Labor Law Reporting.
1) Principle Pro Operario: This principle states that when a rule has two meanings, the one that benefits the worker will apply. 2) The Principle of the Most Favorable Rule: In case of conflict between two or more rules, always apply the standard more favorable to the interests of the worker. 3) Provided More Beneficial Principle (Principle of Acquired Rights): This principle requires that no part of the employer can ignore favorable working conditions for workers that they have continuously enjoyed. 4) Principle of Unavailability or Inalienability of Rights: Workers’ rights are inalienable; this norm always protects them, especially when those rights are contained in legislation or collective agreements.
Item 2: Types of Employment Contracts.
1. Employment Contracts of Indefinite Duration.
1.1 Work Contract of Indefinite Duration Normal: This contract is concluded without time limits. The previous regulation of the duration of contracts presumed that contracts would be concluded for an indefinite period, providing some exceptions for temporary contracts. This has now become the norm, making a different regulation for both.
1.2 Development of Permanent Hiring of Certain Groups of Workers:
1.2.1 Basic Legal Regulations (Art. 17 of the Workers’ Statute): The current RDL 5/2001 of March 2, Urgent Measures to Reform the Labor Market, was created to increase employment and improve quality, promoting indefinite contracts. The basic aim is to facilitate the placement and employability of certain groups of workers with serious difficulties in finding a job (age, physical or mental disabilities, etc.). Public agencies provide a range of incentives to companies for this, declaring them “specially protected.” The benefits afforded by these incentives, except for the employment of disabled people, result in reductions in employers’ contributions to Social Security. 1.2.2 Effectiveness: Before, these relationships for permanent contracts had a duration of four years; now, with the RDL 5/2001 of March 2, there is no specified period during which they can be formalized, aiming for this form to be preserved indefinitely. 1.2.3 Groups to Which It Is Intended: Unemployed individuals between 16 and 30 years, unemployed women in jobs with lower female employment rates, unemployed individuals enrolled for at least six months in the employment office, unemployed individuals over 45, disabled workers, and those who were previously permanent employees in the same company under a temporary contract. 1.2.4 Form of Contract: Must be concluded for an indefinite period, formalized in writing on official forms authorized, making four copies and depositing them in the INEM within 10 days of formalization. 1.2.5 Exclusions: Companies that had drawn contracts unfairly or made collective redundancies without agreement with the representatives of workers in the six months prior to the contract cannot occupy new positions that were vacant. This does not apply when these contracts affect spouses, children, etc. (up to Grade 2) or the employer of members of management or administrative bodies. Nor can they engage with workers who served in the same company with a permanent contract in the 24 months prior to recruitment. Finally, companies that have been discharged for wrongful dismissal subsidized contracts will be excluded for 12 months. 1.2.6 Incentives: 1) Term contracts initially signed full-time (between March 5 and December 31, 2001) are entitled to: A) Recruitment of unemployed women between 16 and 45 years: 25% of the share of common contingencies for the employer for 24 months. B) Recruitment of women in professions that are under-represented: -70% the first year, -60% for the second, if they are over 45 or registered in the employment office for six months. -If they meet these qualities: 35% over the following 24 months. C) Recruitment of unemployed individuals aged 45-55: 50% for the first year and 45% for the rest. D) Recruitment of unemployed individuals registered at the employment office for at least six months: 20% for 24 months after recruitment. E) Recruitment of unemployed individuals aged 55-65: 55% for the first year and 50% for the rest. F) Recruitment of unemployed teachers of unemployment benefits to which they are entitled for a year from the signing of the contract: 50% the first year and 45% in the second. G) Recruitment of teachers of special aid “term unemployed”: 65% for 24 months. H) Recruitment of unemployed women registered at the employment office for at least 12 months who are employed in the 24 months after delivery: 100% for 12 months. Where c, d, e, f, g if the contracts are for women would increase by 10 percentage points (to the self as well). 2) Transforming full-time permanent contracts into contracts in practice, training, relief, or substitute for early retirement will lead to a 25% bonus for 24 months, regardless of the date of the initial contract term.
1.2.7 Requirements for Completion by the Beneficiaries: A) Be aware of the Social Security tax and the grant date as when receiving bonuses; otherwise, you will lose that aid. B) Not be excluded from programs to promote employment due to violations of a serious nature.
1.2.8 Termination of Employment: These contracts have the advantage of compensation due to redundancy, technological, organizational, and productive reasons or being declared inadmissible by Social Law. Compensation of 33 days’ salary per year of service, with a maximum of 24 months, instead of that provided for unfair dismissal (45 days per year with a maximum of 42 monthly payments).
1.3 Contract of Indefinite Duration for Disabled Workers:
Its aim is to integrate this group into employment with the formalization of permanent contracts in compliance with the Constitution (especially nature protection granted to persons with physical or sensory disabilities). It is the most bonus is given because of the difficulty in finding work. 1.3.1 Concept of Disabled People: Any individual whose prospects of educational integration, social work, and employment are diminished as a result of permanent impairment. For the rights granted by this kind of contract, the individual must have at least 33% disability and be unable to access or retain a job. 1.3.2 Requirements for Contract Formation: Must be in writing, quadrupled, and the corresponding official form, depositing it in the INEM within 10 days of its conclusion. The disabled must have been officially declared disabled and enrolled in the employment office. The contract must be permanent, full-time, or part-time. 1.3.3 Incentives: Grant of 650,000 pesetas for each contract. Reclamation: No shares in Social Security throughout the life of the contract (70% for those employed under 45 years and 90% for those recruited over 45 years).
2. Structural Temporary Employment Contracts.
2.1 Contract for Workforce and Service:
2.1.1 Policy, Concept, and Object: Article 15 of the Workers’ Statute and RD 2720/1998. Its purpose is to carry out works and services with autonomy within a company for a limited period of uncertain duration. This should not be confused with contracts for the execution of civil works. The length is determined by the uncertain period, the duration of the work. The jobs or tasks are covered substantively by contracts of this nature. A new law amending Article 15 of the Workers’ Statute was enacted to prevent abuse of temporary contracts of this type and their subsequent recruitment. Temporary workers have the same rights as permanent employees. It is also required to inform workers of vacancies in permanent posts.
2.1.2 Duration: This contract has no minimum or maximum time limit; it cannot be used to fill permanent jobs in the enterprise. However, if the employee claims that the work has not been completed, the extension of services once the work is finished for a few days will be automatically understood as due to a permanent contract. 2.1.3 Recruitment Formalities: Must be in writing on the official form in quadruplicate and communicated to the INEM within 10 days of the start of service delivery. It must specify the identification of the work (service). 2.1.4 Contractual Succession: The concatenation of these contracts to fill a permanent need would be considered fraud. However, if it is shown that services are true and real and have their own autonomy and substance, they are feasible. In case of fraud, the contract will become permanent. 2.1.5 Characteristics of this Contract in the Construction Industry: This is very typical in this sector. To remove the uncertainty of workers in this sector, the collective agreement for construction in 1992 stated that if a worker is employed by concatenation of construction contracts in different cost centers, they acquire permanent status. 2.1.6 Incentives: Transformation of these into permanent contracts prior to the entry into force of Decree 5/2001 of March 2 leads to a 25% bonus share of Social Security during the 24 months following recruitment. 2.1.7 Extinction: This occurs when the work ends or service: 1) If the employer announces the termination of the contract before the completion of the work or service, it will be a dismissal with all its consequences. 2) If the work has exceeded the duration of one year, notice of 15 days is required. The extinction of these contracts will result in compensation of 8 days per year worked unless the agreement establishes different terms.
2.2 Contract for Casual Circumstances of Production:
2.2.1 Policy, Concept, and Object: Article 15 of the Workers’ Statute and RD 15 of 2720/98. These contracts are justified by: Market circumstances, accumulation of tasks, over-ordering. Characteristics of the Contract: Need to address a specific need temporarily. Limited duration and may not be a usual fact for the company. This mode can be entered even in the case of regular business activity.
2.2.2 Length: The time will be needed to cover the event generated. Unlike the contract for work and service, the maximum period is six months, this period being extendable through the RD 5/2001. It can be extended only one time (12 months in total). 2.2.3 Formalization: May be written or verbal, but if more than four weeks or part-time, it is required to be made in writing on the official form in quadruplicate. The fact justifying the hiring time and determining duration must be stated. 2.2.4 Contractual Succession: Successive contracts can be made by demonstrating the unique point of the contract. If they meet the continuing needs, it would be considered fraud. 2.2.5 Termination: It ends when the deadline is met without warning. If it exceeds the year-long, 15 days’ notice is required for its termination, leading to fixed compensation by the collective agreement; if not, eight days’ wages per year worked. 2.2.6 Incentives: Same as the construction contract and service.
2.3 Interim Contract of Employment:
2.3.1 Regulations, Concept, and Purpose: The purpose is to temporarily replace a worker who has temporarily suspended their contract. There are some substitutions and vacancies: Temporary Substitution: Arrangements to replace workers who have the right to reserve places with active status, temporary disability, vacation, or military service. It excludes the situation of a strike or lockout. Temporary Replacement for a Vacancy: It covers a temporary job for selection or promotion, no more than three months.
2.3.2 Duration: It will last for the period the worker is out. In the interim contract for vacancy, it may last more than three months; a new contract cannot be made after this maximum. 2.3.3 Formal Requirements: Must always be in writing. In the interim contract for replacement, the name of the substitute, the cause of the replacement must be recorded, although it may happen that the inner cover another job and replaced the cover you post someone with more experience in the company. It may cover two people at once. In the interim contract for a vacancy, the specific vacancy must be stated.
2.3.4 Incentives: There are three assumptions: 1) If we replace workers who have low to care for their children or relatives, a bonus of 90% during the first year, 60% in the second, and 50% in the third applies. The replacement worker must be an unemployed person receiving benefits for a year. 2) If workers are substitutes for maternity, adoption, foster care, and risk during pregnancy, a bonus of 100% in corporate shares, including accidents and occupational diseases, applies. 3) Until December 31, 2001, permanent transformations prior to the entry into force of Decree 5/2001 will result in a bonus of 25% in the employer’s contribution to Social Security for 24 months.
2.4 Integration Contracts: They are a new form through which the government can hire the unemployed to carry out works and services within the scope of the powers of the contracting authority to gain experience and improve skills.
3. Short-Term Temporary Employment Contracts.
3.1 Contracts of Employment Training:
3.1.1 Contracts for Work in Practice:
3.1.1.1 Regulations, Concept, and Object: Article 11 of the Workers’ Statute and RD 488/1998. Its purpose is to obtain the necessary practice appropriate to the level of study undertaken by developing theoretical knowledge. It is a lot of work regarding the studies. The titles for the performance of these contracts will be officially recognized as equivalent to enable practice issued by an approved public or private body. This contract is made within four years of completing studies; in the case of disabled individuals, it will be six years.
3.1.1.2 Formal Requirements: Must be in writing on the official form in quadruplicate, depositing it in the INEM within 10 days of its conclusion. At the time of termination of the contract, the employer must give the worker a certificate of the duration and covered job description. 3.1.1.3 Length: Cannot be less than 6 months nor more than two years, with two extensions possible. No employee may be hired for more than the time indicated by the same degree. To stay out of trouble, the employer may ask the INEM for the history and practices of someone under that title. The INEM must respond within 10 working days; after this time, the company is free of any claims. 3.1.1.4 Test Period: Cannot exceed 1 month for intermediate and 2 for higher grade. 3.1.1.5 Compensation: There may be less than 60% or 75% during the first or second year of the contract wage set by collective agreement for a worker of the same place with the minimum training wage. However, collective agreements could set a higher salary. 3.1.1.6 Incentives: Initial Incentive: If you hire a disabled person, the reduction of the employer’s contribution for common contingencies will be 50% throughout the contract. Incentive Conversion Undefined: With Disabled: 650,000 pesetas grant contract and bonus shares in the employer’s Social Security, including accidents and occupational diseases, is 70% if under 45 and 90% if over. With Non-Disabled: Reduction of 25% in the employer’s contribution to common contingencies for 24 months.
3.1.2 Contract for Training:
3.1.2.1 Regulations, Concept, and Object: Article 11 of the Workers’ Statute and RD 488/1998. The aim is for the worker to acquire the theoretical and practical training necessary to perform a job, so most of the day is earmarked for training and part for work. They must be over 16 years and under 21 unless it is dropped; it does not apply the ceiling.
3.1.2.2 Formal Requirements: Must be in writing in the formal model in quadruplicate and deposited in the INEM 10 days after its conclusion. At the termination of the contract, the employer must give the employee a certificate stating duration, theoretical training, and the center.
3.1.2.3 Length: Not to exceed two years and not less than six months; two extensions may be made if it was less than the maximum, but not less than six months. To avoid incurring unlawful for the duration of the contract, the employer may take the INEM a certificate that contracts out training of the worker within 10 working days; after which time the firm is relieved of any complaints in this area. 3.1.2.4 Theoretical Employee Training: About 15% of the day should be theoretical work alternating with daily cash; this is set by the Statute, which also states that this time can concentrate on the moments set by the collective agreement and is permitted by the standard. The training can be done in-house, provided you have classrooms. 3.1.2.5 Compensation: There may be below the minimum wage, but collective agreements may set a higher wage legally.
3.1.2.6 Incentives: 25% bonus share common contingencies for entrepreneurs who become permanent and full-time training contracts. If you hire disabled individuals, they are entitled to a 50% reduction in employers’ contributions to Social Security for the duration of the contract.
3.2 Simple Short-Term Employment Contracts:
3.2.1 Relief Work Contract:
3.2.1.1 Regulations, Concept, and Object: Article 12 of the Workers’ Statute and RD 1991/1984 and 144/1999. There are two real independent contracts themselves: 1) The contract of the worker and the company linked to reducing their hours and retiring part (part-time contract) 2) Contract which is agreed with the employee and covers the part of the campaign which was left vacant (contract relief). (The worker of the company with a permanent contract may reduce at least 33% and 77% of their day; their salary will also be reduced proportionately. To do this, they must miss five years for normal retirement and fulfill the contribution period required to obtain the right to a pension (15 years)).
3.2.1.2 Basic Requirements for This Method: Basically, there are four: a) The replacement worker must be registered as unemployed with INEM, b) The contract must be written in the official model, specifying the name, age, and professional circumstances of the replacement worker, c) The working day of the relay must be equivalent to what the old one stops working. d) The position of the reliever may be the same as the replaced (class, professional group, etc.). 3.2.1.3 – Incentives: Transformation into permanent contracts for relief leads to a bonus of 25% during the 24 months following the signature. The downside is that you can take someone new, which would be cheaper for them in a lower position without incentives.
4. Contracts of Employment of a Mixed Nature.
4.1 Contract Part-Time Work:
4.1.1 Policy, Concept, and Object: Today, this contract is regulated as one that provides services for a number of hours per day, week, month, or year, lower than the full-time work comparable. It refers to intermittent permanent workers (temporary indefinite). They do not stop being part-time workers who provide services during the same period of time and with repeated every year or season.
4.1.2 Formal Requirements: Must be in writing on the official form and announced in 10 days at the INEM office. The contract must include the number of ordinary hours of work per day, week, month, or year and distribution. Overtime: These are hours in excess of normal working hours, which the employer mandates at any time the worker is obliged to comply. The complaint is that many part-time workers through these hours can become full-time workers, but these forms do not have their advantages. 4.1.3 Length: It may be permanent or temporary; the latter case applies if there are circumstances of production, work and service, internship, etc.
5. Contract Work at Home.
5.1 Rules and Concept: It has been used in sectors such as clothing or footwear and today, telecommuting, telemarketing, or through the computer. It means working at home where the supply of labor activity is performed in the worker’s own home or another place chosen for this, with no existing monitoring. As basic features are: There is a workplace, and no monitoring or supervision. Dispersion of workers. Delivery of the employer to the worker of material for carrying out the work.
5.2 Requirements and Formalities: In writing and filed with the INEM within 10 days, must include the place where the service is provided to control security and hygiene. It is the duty of employers to make available to workers control some documents from the workplace. They will: Worker Name, Class and extent of the work agreed, Quality of raw material, tool, etc., Price agreed to fix the salary, date of delivery and reception of works, and any other data that govern the employment relationship.
6. Group Work Contract. (Now there is little hiring of independent groups and not the company)
6.1 Rules and Concept: The first thing to do is differentiate common work and group work: Working together: An employer offers a job in common to a number of workers (construction), this keeps for each employee all their rights and obligations arising in connection with their faculties and directives. Contract Work in Groups: There will be only a link, the employer towards the group (restaurant band). The contractor employee can only exercise their rights and obligations through the group’s representative. The form of action against the employer’s group should be: the provision of work 1. Exigir agreed only with the leader. 2. Pay the remuneration granted to the chief officer shall divide among their peers; once the employer has made the balloon payment, they are released from any claims. 3. The employer shall enlist in the Social Security individually to members of the group. 6.2 Duration: Indefinite and may be determined by the market, which is the most common.