An employment contract (or employment contract) defines the terms of a legally binding agreement between the employee and the employer, such as remuneration, duration, benefits and other conditions of the employment relationship. Article 38 of the Constitution communicates the obligations of the state to ensure equality in the form of ensuring the well-being of persons, regardless of gender, caste, profession of faith or race, increasing their standard of living, preventing the concentration of wealth and means of production and means of distribution in the hands of the few at the expense of the general interest and ensuring a fair adjustment of rights between employers and employees, landlords and tenants. All citizens benefit, within the limits of the country`s available resources, adequate labour and subsistence institutions, with appropriate rest and recreation, as well as basic needs of their lives, such as food, clothing, housing, education and medical assistance, for all of these citizens, regardless of gender, caste, faith or race, who are unable to earn a living permanently or temporarily due to disability, illness or illness. Apart from the factors mentioned above, your employment contract/letter of appointment must also clearly indicate whether your job is governed by general or specific labour laws, such as the Mining Work Act, newspaper employees or road employees. In addition, their employment contract takes precedence over labour law if your employment contract is negotiated on different terms than those of labour law. You must therefore check whether your employment contract is in compliance or different from the provisions of labour law. Collective agreements are therefore formulated by the CBA. Agreements may include, for example. B the bodies of the organising body of trade union activities and collective dispute resolution procedures, including complaints and disciplinary procedures. The material provisions govern conditions of employment, wages, hours of work, rights and salaries of leave, level of benefits, job rating, redundancies, reductions, sick pay, pension and pension plans. Such agreements, which were once properly executed by both parties, become a source of law.

The agreements should all be written and carefully crafted, as they should resolve disputes rather than address them. Make sure you have your employment contracts audited by a legal expert to comply with local laws and industry regulations. A fixed-term contract is used for temporary workers. It still contains all relevant details of an employment contract, but sets a certain period of validity of the agreement. The standard employment contract model below defines all the necessary conditions of an employment relationship – conditions that become legally binding when signed by the employer and the worker. The law limits the employment of a child in a factory to five hours a day. A child`s working time should therefore be designed so as not to be divided more than seven and a half hours into one day. In addition, no child or teenager can work in a factory between 19.m and 6 .m. The provincial government can .m these limits by notification to the Official Journal, for all or part of the year, for a period of thirteen hours between 5 .m and 7:30 p.m. In addition, no child can work in a factory on a day when they have already worked in another factory. Article 11, paragraph 3 of the Pakistani Constitution expressly prohibits the employment of children under the age of fourteen in a factory, mine or any other dangerous job.