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Ukrainian law distinguishes between a “labour agreement” and a “labour contract”. A “labour contract” is a specific form of written “labour agreement”. In a labour contract, the resolution of certain issues, including the term of the contract and the grounds for the termination of the employment relationship, are determined by the parties and are not subject to the requirements of the Labour Code. Article 9 of the Labour Code, however, provides that the provisions of an employment contract may not deprive an employee of the rights and benefits, which are guaranteed by the labour laws of Ukraine. Furthermore, a labour contract may be used only if it is expressly authorized by law, and it must always be executed in writing.
Although it is usual for a written labour agreement to be concluded by the parties, the absence of such an agreement does not prevent an employment relationship from being established. In such a situation, the parties are bound by an assumed labour agreement, and the relevant provisions of the Labour Code strictly regulate the employment relationship.
Conceptually, legal entities, both local and foreign, may contract the services of individuals in Ukraine pursuant to either: (i) labour agreements or labour contracts concluded in accordance with the Labour Code; or (ii) so-called “civil law contracts” concluded in accordance with the Civil Code of Ukraine.
As a rule, labour agreements are concluded for an unlimited period. However, the Labour Code allows for a labour agreement to be concluded for:
(1) a limited period agreed upon by the parties; or
(2) a period required in order to complete a given amount of work.
Article 23 of the Labour Code provides that a labour agreement may be concluded for a specific term only if the nature of the employee’s work or “the employee’s interests” makes it impossible to establish an employment relationship for an unlimited term. However, this provision affects only a labour agreement and not a labour contract. Pursuant to Article 21 of the Labour Code, the parties to a labour contract are afforded discretionary powers to determine the term of such contract. Other provisions, which the parties may agree upon in a labour contract, include:
(1) rights, obligations, and liabilities of the parties, including the terms of their material liability;
(2) remuneration and organization of the employee’s labour; and
(3) grounds for termination, including early termination.
Thus, the principal advantage of a labour contract, as compared with a labour agreement, is the discretion which the parties to a labour contract may exercise in respect of the terms and conditions of the employment and the grounds for termination, in contrast with the rigid requirements of the Labour Code. On the other hand, the principal disadvantage is that a labour contract, unlike a labour agreement, may be concluded only if it is expressly authorized by law and it must always be in writing.
Equal Job Opportunities.
Article 2 of the Labour Code guarantees equal employment opportunities to all Ukrainian citizens, irrespective of their background, race, nationality, gender, language, social position, political or religious affiliation, profession, place of residence, or other factors.
Article 22 of the Labour Code forbids any unjustified denial of employment. Any direct or indirect deprivation of rights, or granting of any direct or indirect advantages, within the term of employment on the grounds specified above is unacceptable.
Finally, Article 25 of the Labour Code prohibits an employer, while concluding an employment agreement with a prospective employee, from requiring any additional documentation not specified in the Labour Code.
Labour Books.
Every employee working for more than 5 days in an enterprise, must have his/her employment noted in his/her labour book. The labour book contains information about the employee and his/her past and current employment, as well as certain other information relating to the employee’s work history. The labour book is vital in establishing the right of an employee to state-provided pension and other benefits. The Labour Code prohibits entering the information on disciplinary punishment into an employee’s labour book.
Probationary Period.
An employer has the right to establish a three-month probationary period for a newly hired employee. The imposition of a probationary period must be specifically provided in the labour agreement or the labour contract, as well as in the order on the hiring of the employee, issued by the employee’s managing director. During the probationary period, the employer may dismiss the employee at any time, if the employer determines that the employee does not meet the criteria established for the job position, for which he/she was hired.
Minimum Wage.
Wages may not be lower than the minimum monthly wage established in the applicable Ukrainian legislation. The amount of the minimum monthly wage is subject to frequent indexation. The minimum monthly wage was established at UAH 922 as of 1 December 2010. The amount of the minimum monthly wage is periodically adjusted by the Parliament to reflect increases in the cost of living.
Work Week.
The regular work week is 40 hours. Any time worked over 40 hours per week is classified as overtime and may only be required in extraordinary circumstances. The Labour Code limits the total amount of overtime in one year to 120 hours, and an employee may not be required to work more than 4 hours of overtime during 2 consecutive days. Minors, pregnant women, and women with children under the age of three may not be required to work any overtime. Overtime must be paid at the rate of 200% of the regular hourly rate.
Holidays and Vacations.
There are ten official holidays in Ukraine. Employees may be required to work on an official holiday only in extraordinary circumstances. Employees in Ukraine are entitled to an annual paid vacation of 24 calendar days, including weekends during the vacation period but not excluding the official holidays.
Sick Leave.
The system of sick leave in Ukraine requires the employee to submit a medical certificate only after his/her recovery, i.e., on the first working day after the employee’s absence. Sick leave compensation is covered by the Ukrainian State Social Security Fund, which is formed from the employer’s contributions made as a percentage of its employee’s aggregate salaries.
Termination of Employment and Job Protection.
The procedure for terminating a labour agreement or a labour contract is governed by Article 36 through 45 of the Labour Code.
Pursuant to Article 40 of the Labour Code, an employer may terminate a labour agreement before its expiration only in a limited number of cases, including staff redundancy, the employee’s systematic failure to fulfill his/her employment duties, the employee’s unjustified absence from the workplace for more than 3 consecutive hours during one working day, etc. Article 36 of the Labour Code does provide, however, that a labour contract (as opposed to a labour agreement) may also be terminated on any of the grounds specified in the contract.
Ukrainian law prohibits the dismissal of pregnant women, women who have children below the age of 3, and single mothers who have children below the age of 14 or disabled children. Pursuant to Article 184 of the Labour Code, this rule does not apply either in the event of the liquidation of the enterprise or if the woman was on a fixed-term contract which expired. However, in these two cases, the employer is obliged to find alternative employment for employees who fall into this category.
The Labour Code provides that the dismissal of an employee, who is a trade union member, requires the prior consent of the trade union in certain circumstances. In cases where consent of the relevant trade union is required for termination, the employer should request such consent prior to the termination.
1. Give the definition of ‘labour agreement’ under the UkrainianLabor Code?
2. What is the difference between a “labour agreement” and a “labour contract”?
3. What period of time are labour agreements usually concluded for?
4. What provisions may be included into a labour contract?
5. Are there any factors, preventing from getting a job?
6. What information does Labour Book contain?
7. When does an employer have the right to fire an employee?
8. What wage do Ukrainian people receive?
9. What is the work week in Ukraine?
10. Who covers sick leave compensations in Ukraine?
11. When does employer have the right to terminate a labour contract or a labour agreement?
standard form
EMPLOYMENT AGREEMENT
This Employment Agreement made on {DATE}, by and between {NAME}, a Ukrainian company, with its registered address at {ADDRESS} (the "Employer"), and {NAME}, residing at {ADDRESS} ("Employee").
In consideration of the premises and of the mutual covenants and agreements herein contained and for other good and valuable consideration, the receipt and adequacy of which are hereby acknowledged, the Employer and Employee agree as follows:
1. EMPLOYMENT. (a) The Employer hereby agrees to employ Employee, and Employee agrees to be employed by the Employer, on the terms and conditions herein contained as its {POSITION}. Employee shall report to {SUPERVISOR'S POSITION} and shall have such duties, authority and responsibilities commensurate with Employee's position. (b) Employee shall devote all of his business time, energy, skill and efforts to the performance of his duties hereunder and shall faithfully and diligently serve the Employer.
2. TERM OF EMPLOYMENT. (a) Except for earlier termination as provided in Section 5 hereof, Employee's employment under this Agreement (the "Employment Term") shall commence on the date hereof and continue through {DATE}. The Employment Term shall be automatically renewed unless either party gives written notice to the other at least six months prior to the expiration of the then Employment Term, of such party's intention to terminate Employee's employment hereunder at the end of the then current Employment Term.
3. COMPENSATION. (a) As compensation for his services under this Agreement, the Employer shall pay Employee a base salary (the" Base Salary") of UAH____per month. Payment of the Base Salary shall be made in equal installments twice a month. (b) In addition to the Base Salary, the Employer may pay Employee a bonus.
4. BENEFITS AND FRINGES. (a) During the Employment Term, Employee shall be entitled to such benefits and fringes, if any, as are generally provided by the law to employees, including pension, retirement, savings, welfare (including life and health insurance) and other employee benefit plans and arrangements. (b)Except as otherwise specifically provided herein, the Employee shall be responsible for the tax consequences of all benefits and fringes.
5. TERMINATION. Employee's employment under this Agreement and the Employment Term shall terminate only upon the events envisaged by the Ukrainian Code of Acts on Labor.
IN WITNESS WHEREOF, the Employer has caused this Agreement to be duly executed and Employee has hereunto set his hand as of the date first set forth above.
________________________________ __________________________________
Employee Employer
Ex. 1. Read the text below and explain the meaning of the underlined words or phrases.
FROM AN EMPLOYMENT CONTRACT.
This document sets out the terms and conditions of employment which are required to be given to the Employee by national law.
1. Salary. The Employer shall pay the Employee a salary of UAH 60,000 per year by equal monthly installments. The Employer shall pay this into an account of the Employee’s choosing.
2. Hours of employment. The Employee’s normal hours of employment shall be 26 hours per week. These hours can be worked at the discretion of the employee as a flexitime agreement is in operation as a collective agreement between the Employer and the NUPW. There is no additional payment for reasonable overtime on Mondays to Fridays during the summer months.
3. Sickness. The Employee shall receive normal payment during sickness absence for a maximum of 6 weeks in any period of 12 months. This will be less the amount of any Social Security illness benefits or payments to which the Employee may be entitled.
4. Pension. There is no pension scheme available to the Employee.
5. Termination. The Employer may terminate this agreement by giving written notice to the Employee as follows:
a) With not less than a fortnight of notice during the first 2 years of continuous employment.
b) With not less a month of notice after 2 years of continuous employment.
Ex. 2. Read the following contract clause. The missing words are in the list below. For each gap choose the word which best fits into the space from the options provided. Use each option only once.
FROM THE TERMINATION CLAUSE OF AN EMPLOYMENT CONTRACT.
Sherburn travel hereinafter know as the Company may summarily terminate any Employee’s employment without (1) ……………………. Notice with the consequence that he\she shall have no claim for damages or any other (2) ……………………… against the Company in the event of the Employee:
1.1 being deemed guilty of any serious failure or (3) ………………….. in carrying out his\her duties or committing any serious breach of any of the terms of this agreement
1.2 becoming the subject of a (4) ……………………… order or an interim order under the Insolvency Act
1.3 being convicted of a serious criminal offence other than an offence under road traffic (5) …………… for which a penalty other than imprisonment is imposed; or
1.4 giving public expression to any matter which affects the Company or its business without authority or committing an act which brings the Company into disrepute or prejudices its (6) ………………..
| A B | BANKRUPTCY INTERESTS | C D | REMEDY LEGISLATION | E F | NEGLECT PRIOR |
Ex. 3. Read the text below. It is from a contract. Some words in the text are underlined. The meanings of these words appear in the box below, but they are not in the same order. Match the underlined words in the text with the correct meanings by writing the letters (A, B, C, etc) in the box below. There is an example at the beginning.
1.1 Unless terminated in accordance with (AA) clause 1.2 below this agreement shall continue until 1 January 20_ _.
1.2 Either (A) party may terminate this agreement at any time by giving 3 month’s advance (B) notice to the other party in writing.
1.3 Either party may (C) terminate this agreement with immediate effect in the event of the following occurrences:
- the other party has (D) committed a material breach of any of its obligations under this agreement and fails to (E) remedy any such breach within 14 days of receipt of a written notice which specifies the breach and requiresit to be remedied (F) forthwith
- the other party (G) ceases to carry on business, makes an arrangement with its (H) creditors or becomes the object of (I) winding up, dissolution, administration, bankruptcy, or any other insolvency related procedure in any (J) jurisdiction to which it is subject.
| AA | a section or part of a written contract |
| done, carried out | |
| one of the people or groups involved in a contract or a case in court | |
| correct, put right | |
| end | |
| warning, notification | |
| legal power over someone or something | |
| at once, immediately | |
| stops | |
| the closing of the company and the sale of its assets | |
| people that you owe money to |
Ex. 4. Below is a Letter of Redundancy. The sentences have been mixed up. Put them into order.
Ann Dwyer
Personnel Manager
Ex. 5. Look at the letter below. A lawyer has written it on behalf of his client. Parts of the letter are written in an inappropriate way. They are underlined. Rewrite the letter changing the underlined parts by more appropriate variants. What two outcomes from this situation are possible? Are there enough reasons to win litigation?
Lindow and Garget
Scott House
Odessa
ON5 2DQ
14 September 20XX
Mr. Nick Birds
S and C Plumbing and Heating Services
Unit 2 St Andrew Industrial Estate
Odessa
ON1 1BB
Dear Mr. Birds
Your work for Mrs. Martinez
(1) I am working for Mrs. Martinez who has asked me to contact you on her behalf.
Mrs. Martinez has (2) said to me that you carried out some plumbing and building work in her home at 25 Serpova Lane in August 20XX. Mrs. Martinez (3) is saying that despite numerous telephone calls and letters to your place of business, (4) you have been silent about the complaints that she has made concerning the work that you carried out. May I draw your attention to the fact that despite having no formal, written agreement (5) a contract of spoken words exists between you.
My client would like to raise the following points with you:
My client also tells me that in addition to this, you have not supplied her with (9) paper to prove that she has paid you for the cash amount of £ 1,800 that she gave you on 20 August 20XX.
Please contact this office as soon as possible so that we can discuss how to resolve this (10) argument as quickly as possible.
Yours sincerely
Rosalind Blackwell
Ex. 6. Read the following article and retell it in English, give your point of view on the suggested problem.
КОЛЕКТИВНІ УГОДИ У ТРУДОВОМУ ПРАВІ УКРАЇНИ.
Закон України «Про колективні договори і угоди» визначив правові засади розробки, укладення та виконання колективних угод з метою сприяння регулюванню трудових відносин та соціально-економічних інтересів працівників і власників. Метою укладення колективних угод є не тільки вирішення питань оплати праці і соціальних гарантій, а й регулювання виробничих, трудових і соціально-економічних відносин і узгодження інтересів трудящих, власників та уповноважених ними органів.
Законодавець розрізняє поняття колективного договору і угоди, хоча по суті колективний договір є різновидом колективної угоди, яка укладається на виробничому рівні. Але, незважаючи на спільні риси колективної угоди і договору, таке розмежування викликано наявністю між ними відмінностей і особливостей. Основною відмінністю є те, що колективна угода має специфічну сферу укладення. Відповідно до ст. 2 названого Закону України колективна угода укладається на державному, галузевому, регіональному рівнях на двосторонній основі.
Сторонами Генеральної угоди виступають професійні спілки та власники або уповноважені ними органи. Оскільки в Україні в даний час більшість найманих працівників зайнято в державному секторі економіки, тому інтереси власника при укладенні Генеральної угоди представляє Кабінет Міністрів України.
Право представляти інтереси трудящих при укладенні Генеральної угоди законом надається об’єднаним з цією метою профспілкам. На відміну від інших видів колективних угод і колективних договорів при укладенні Генеральної угоди закон визнає повноважними представниками трудящих лише професійні спілки і не містить формулювання «профспілки та інші уповноважені трудовим колективом органи». Такий підхід викликаний відсутністю на державному рівні іншої, крім професійних спілок, організації, що представляє трудящих, яка була б такою масовою, мала б такий досвід роботи і авторитет серед трудящих.
Колективна угода є багатоплановим актом, оскільки вона регулює всі відносини на підприємствах, на які поширюється дія угоди, її особливістю є наявність в її змісті нормативних і зобов’язальних положень. Нормативні положення угоди являють собою сукупність локальних норм з основних питань праці, її оплати, умов і охорони праці, соціально-побутових питань. Зобов’язальні положення на відміну від нормативних не мають загального характеру і полягають у виконанні конкретних разових дій, якими вичерпуються. Порівняно з колективними договорами доля зобов’язальних положень в угодах значно менша.
Порядок ведення переговорів, розробки проекту та укладення колективних угод майже не відрізняється від порядку укладення колективного договору. Сторони ведуть колективні переговори, утворюють робочу комісію, яка готує проект угоди, використовують прямі процедури для регулювання розбіжностей тощо. Але колективна угода на відміну від договору не виноситься на схвалення трудовими колективами.
Сторони, що уклали угоду, повинні інформувати громадян через засоби масової інформації про зміну угоди та хід її реалізації. Галузеві та регіональні угоди підлягають повідомній реєстрації Міністерством праці України. Така реєстрація проводиться з метою забезпечення можливості для врахування умов, що вміщують угоди, під час розгляду трудових спорів.
Колективна угода є строковим актом. Вона укладається на визначений термін і набирає чинності з дня її підписання представниками сторін або з дня, зазначеного в угоді.
AN EMPLOYMENT TRIBUNAL CLAIM
Listening 9. Listen to the lecture on Remedies for Wrongful or Unfair dismissal and answer the following questions.
1. What are the options for the employee dismissed unfairly?
2. What is reinstatement?
3. What is reengagement?
4. What are the types of monetary awards?
5. What is the maximum discriminatory award?
Listening 10. Lawyers are often consulted in employment rights disputes, providing consultation and representation for clients who want to make or defend claims to an employment tribunal.
Employment tribunals are judicial bodies established in the UK to resolve disputes between employers and employees over matters involving employment rights, such as unfair dismissal, redundancy payments and discrimination. Do you have employment tribunals in your jurisdiction?
Generally speaking, the handling of a claim in the UK proceeds as follows: firstly, a claimant submits a claim, usually in person, to an employment tribunal. If there are any outstanding issues concerning such things as witness testimony, necessary documents, etc., the chair of the tribunal then holds a case-management discussion to clarify them. Sometimes this is followed by a pre-hearing assessment or review (which the claimant may attend if desired), at which time the tribunal decides whether the claim has merit. Lastly, there is a final hearing where a decision is made as to whether the claim succeeds or fails, and if it succeeds, the amount of damages to be awarded.
The following telephone conversation is between a lawyer (Jane) and a client (Gwen), who is an employer defending a claim filed with the employment tribunal. They discuss the preparations for a pre-hearing assessment. They mention a document called an entry of appearance. This is a written notice of appearance providing the respondent's full name and contact details, as well as a statement of opposition to the claim, including the grounds upon which it is opposed.
Ex. 1. Listen and tick the actions that Gwen will take following the phone conversation.
| attend a managers' meeting contact the employment tribunal personally inform the management about the status of the case send an email with the requested document discuss the case with the dismissed employee write an exact account of the circumstances leading to the dismissal | __ __ __ __ __ __ |
Ex. 2. Choose the correct answer to each of these questions.
1. What does Jane want Gwen to do with the draft entry of appearance?
a) submit it to the employment tribunal for the pre-hearing assessment
b) review it, make any necessary changes and send it back to her
c) decide on the basis of it whether they want to proceed with the case
2. According to Jane, when would a lawyer make an application for a prehearing assessment?
a) when the defendant believes the claimant's case is weak
b) when the defendant wants to present all of the evidence at the full hearing
c) when the defendant wishes to inform the court who will be representing him/her
3. Why does Jane think it will be better for her client if the case does not go to final hearing?
a) because it would save the parties involved time, effort and money
b) because she thinks her client could lose the case
c) because she thinks the good faith between employer and employee would be lost
4. What does the client state is her firm's top priority in the case?
a) finding out exactly what the dismissed employee did with the confidential information
b) resolving the dispute successfully and getting back to work
c) avoiding the expense of having the case go to a full hearing
Writing 1. ATTACHMENTS AND FORMALITY
Ex. 3. This email was sent by Gwen to Jane as promised in the telephone conversation. What documents are attached to the email? Underline the sentences she uses to refer to them.
| Subject: Myers dismissal case Attached: entry of appearance.pdf; reasons for dismissal_Myers.doc Dear Jane Further to our phone conversation this morning, I attach the revised entry of appearance form which you requested. In addition, please find attached a document providing a complete factual account of the circumstances of the theft. Kindly let me know if anything needs to be changed or if you require further information. I'd appreciate it if you could let me know as soon as possible whether the case can be handled solely on the basis of a written submission as you mentioned. Many thanks for your assistance in this matter. Sincerely Gwen Hill |
Ex. 4. Although Jane and Gwen have a friendly working relationship and are on a first name basis with each other, the style of Gwen's email to Jane is polite and formal. Which words or phrases contribute to the politeness and formality of the email?
Ex. 5. Match these formal expressions (1-10) from the email with their more informal counterparts (a-j).
| 1. Kindly let me know 2. Further to our phone conversation this morning 3. for your assistance in this matter 4. Which you requested 5. Sincerely 6. providing a complete factual account of the circumstances 7. I attach 8. Many thanks 9. if you require further information 10. I'd appreciate it if you could let me know as soon as possible | a) Here's the b) with all the facts c) if you need more information d) Tell me e) As mentioned on the phone this morning f) Thanks a lot g) Please tell me asap h) you asked for i) helping me out with this j) Best wishes |
Ex. 6. Jane has submitted the entry of appearance and the application for the prehearing assessment to the employment tribunal. She has also made a written submission of the case to the tribunal, and requested that the case be disposed of solely on the basis of this written submission.
Write an email from Jane to Gwen, informing her of the steps she has taken and providing her with copies of the documents submitted to the tribunal. Write the email in a formal, polite style. You should include:
- a statement of the reason for writing;
- information about the actions she has taken in the case since their last contact;
- reference to the documents attached;
- reference to what Jane believes will be the outcome of the case;
- a closing line offering assistance if needed.
Ex. 7. Read the following article and retell it in English, give your point of view on the suggested problem.
ВИРІШЕННЯ ТРУДОВИХ СПОРІВ У СУДІ
Коташевська Тетяна, Юрист, м. Харків
Останнім часом значно побільшало порушень трудових прав громадян. Найчисельнішими є порушення законодавства про оплату праці, зважаючи на масові скорочення, і затримки у виплаті зарплати. Є й інші проблеми: примусове запровадження неповної зайнятості, надання відпусток без збереження заробітної плати або з частковим її збереженням, невиплати допомоги в разі тимчасової непрацездатності, порушення строків розрахунку в разі звільнення, недотримання державного гарантування мінімального розміру заробітної плати тощо.
Стадії розгляду трудових спорів
Якщо уважно проаналізувати положення глави ХV Кодексу законів про працю України, можна дійти висновку, що його норми запроваджують дві самостійні форми вирішення індивідуальних трудових спорів: досудову та судову.
З прийняттям Конституції України судова модель регулювання трудових спорів набула нового змісту, оскільки дозволила особі (працівнику), безпосередньо нехтуючи досудовою процедурою вирішення трудових спорів, звертатися до суду. Як свідчить досвід, з практичного погляду така модель є найефективнішою.
Підготовча стадія
Підготовча стадія – це етап урегулювання трудових спорів, на якому сторона (працівник чи роботодавець) вирішує питання щодо предмета індивідуального трудового спору. Зокрема, чи є спір таким, що потребує передачі до суду, та чи можна вирішити його за допомогою досудових процедур, зокрема через звернення до протилежної сторони (порушника) задля вирішення його шляхом переговорів.
Судовий розгляд
Судовий розгляд – це стадія врегулювання індивідуальних трудових спорів відповідно до правил Цивільного процесуального кодексу України та з урахуванням вимог положень КЗпПУ (ст. 235–241-1). Слід мати на увазі, що сторони в суді мають належно користуватися своїми правами, зокрема щодо отримання правової допомоги та залучення представника, надання доказів, зміни предмета позову та позовних вимог.
Сторона має надавати такі докази, які мають безпосереднє відношення до справи, а у разі неможливості їх отримання може звернутися до суду з приводу їх витребування. У суді сторона може заявити додаткові вимоги, наприклад щодо відшкодування моральної шкоди, зокрема в разі моральних страждань, втрати працівником нормальних життєвих зв’язків.
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