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Invitation to the launch of
Dear Comrade
SIPTU 1990 – 2010
A series of reflections, poems, art pieces, cartoons,
songs, portraits and key speeches
Edited by Dr. Jack McGinley
5.30 pm for 6.00 pm
Thursday 23 October 2010
Connolly Room, Liberty Hall
Launch Sponsored by SIPTU Please bring invitation on the night.
Dear C
SIPTU 1990 – 2010
omrade
Edited by Dr Jack McGinley
Dear
Comrade
Dear Comrade invitation:Layout 1 14/09/2010 12:40 Page 1

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Temporary Address
Branch #119 Port Moody
#201-2909 Hope Street
Port Moody, BC V3H 2J3
Tel: (604) 936-1312
Fax: (604) 936-8647
rclegion119@yahoo.ca
September 24, 2017
Dear Comrades:
Let us take a moment to extend an invitation for you to attend our upcoming events for our Poppy Drive
and Nov.11th Act of Remembrance and festivities at the Port Moody Arts Centre and Kyle Centre.
Poppy Drive – On October 27th to Nov.11th our Branch will be Poppy Tagging in our Community.
If you wish to volunteer to help with this campaign, please contact the office at 604-936-1312,
Poppy Chair Margaret Walline 778-989-8404 or email at rclegion119@yahoo.ca or contact us on our
website legion119.ca. Your participation is your duty and is greatly appreciated.
Membership 2018– Renewal Membership cards are now available for 2018.
$60.00 – Regular – $50.00 – Seniors/Disabled
Early bird prize draw for renewal of 2018 dues prior to Dec. 1st – $100 Sept, $75 Oct, $25 Nov.
2018 Executive Committee Elections – Elections will take place at the December General Meeting on
Sunday Dec 3rd, 2017 -1:00pm at the Legion Manor-2909 Hope Street.
Take an active role in your Legion by coming out to vote! Valid 2017 Membership required.
Wreath Order Forms – If you would like to lay a wreath on Nov. 11th in memory, please complete the
attached order form and return it to the Branch temporary address above. The cost of a wreath is $55.00.
November 11-Schedule of Events:
10:00am – Non-denominational Service – Kyle Centre
10:30am – Form up at Kyle Centre parking lot and parade around block to Arts Centre (Kyle/St Johns)
11:00am – 2-Minute Silence, Act of Remembrance & Laying of Wreaths at Arts Centre Monument
21-Gun Cannon Salute – Seymour Artillery
12:30pm-10:00pm-Kyle Centre-125 Kyle Street, Port Moody (19+) Buffet & Refreshments
SFU Pipe and Drum Band – 1:00pm-1:30pm
Heather Jolley Tartan – 2:00pm
Stave Falls Scottish Dancers – 3:00pm
Golden Spike Can-Can Dancers – 4:00pm
Anthony P (Classic Rock) – 5:00pm-9:00pm
Lest We Forget
Yours in Comradeship
Faye Johnson/ President/ Special Event Chair
Margaret Walline/Poppy Chair
Lil Morgan/Membership Chair
2017 Executive Committee – Port Moody Legion #119

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Voter Information

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_____________________________________________________________________________________________________________________
Cardinal Station Newburg Center for Primary Care
215 Central Avenue, Suite 100 1941 Bishop Lane, Suite 900 215 Central Avenue, Suite 205
Louisville, KY 40208 Louisville, KY 40218 Louisville, Ky 40208
I:FCMPhyllis HarrisFormsNew Patient Pkg Components
UofL Department of Family & Geriatric Medicine
Dear New Patient,
Welcome to your University of Louisville Physicians Family practice! We
are offering patient-centered medical care and are enthusiastic about our
relationships with our patients. In order to better serve your needs, we are
enclosing several forms and ask that you completely fill each form out.
The first sheet will help us learn more about you; please completely fill out this
form about your family history. The next sheet is titled, “Authorization for the
use and/or Disclosure of Protected Health Information”, and you will need to
completely fill that out for our doctors to treat you to the best of their ability; it
gives us permission to review your medical records from your previous primary
medical facilities.
Following, please completely fill out the Registration, Social Services & Consent
Form. Next, you will find our Privacy Notice, followed by an acknowledgement that
you have received and understand our Privacy Policies. Finally, the last form is the
Office Acknowledgements and Policies form. Please read carefully and sign
your name at the bottom of the letter.
Please make sure to bring all of these forms with you to your first office visit.
Do not mail them back to the office. Also, please remember to always
bring your picture ID, current insurance cards and your co-payment. If your
health insurance requires you to select a primary care doctor please do so prior to
your office visit. Please bring in any and all medication you take, in their
original bottles, to your appointment.
If the patient is under 18 years of age he or she must be accompanied by an
adult and will need to bring a copy of their current immunization certificate.
Please arrive 15 minutes ahead of your scheduled appointment time so that if
you have questions about these forms or we need more information, we can
address it all prior to your appointment.
We look forward to seeing you!
University of Louisville Physicians
UofL Family and Geriatric Medicine

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Spending time studying abroad can be a rewarding and life changing experience, giving you a unique opportunity to explore the world, discover different cultures and enhance your career prospects.

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DURING YOUR STUDY ABROAD YEAR

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RETURNING TO LEEDS

Welcome back! Here’s some useful information to help you settle back into life in Leeds.

SUMMER SCHOOLS

Short programmes, usually through summer schools, are a great chance to experience study and life in another country.

STUDY ABROAD HANDBOOKS AND DOCUMENTS

Handbooks, checklists, forms and information you will need before and during your study abroad.

GRADUATE STUDY ABROAD OPPORTUNITIES

If you’re a Postgraduate researcher, there may be opportunities to study abroad during your time here.

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Université Stendhal, Grenoble III
Dossier en vue de l’habilitation à diriger des recherches
Langue et littérature anglo-saxonnes
présenté par
Nicolas Froeliger
Maître de conférences à l’Université Paris Diderot (11e
section)
nf@eila.univ-paris-diderot.fr
Volume I – Note de synthèse
En plein milieu des confins – Éléments pour la
construction d’une réflexion en traduction pragmatique
sous la direction de
Madame le professeur Élisabeth Lavault
Soutenue le 10 juin 2013, à l’Université Stendhal, Grenoble III
Jury :
Jean Soubrier, Université Lyon 2, président
John Humbley, Université Paris Diderot, rapporteur
Jean-René Ladmiral, Université Paris X, rapporteur
Lance Hewson, Faculté de traduction et d’interprétation, Université de Genève,
rapporteur
Elisabeth Lavault, Université Stendhal, Grenoble III, directrice d’HDR
Nike Pokorn, Université de Ljubljana
ii
ii
SOMMAIRE DE CE VOLUME
Introduction …………………………………………………………………………………………………………….1
I. La traduction en général : confusion des sens communs ………………………………………2
II. La traduction par ceux qui la pratiquent et l’étudient : un vaste choix de focales……3
1. Approches définitoires ………………………………………………………………………………..3
a. La traduction est une opération …………………………………………………………………3
b. La traduction est un moteur………………………………………………………………………7
c. La traduction est le produit d’un ensemble d’activités …………………………………10
2. Détours métaphoriques………………………………………………………………………………13
III. Différences ou contingence ? – et conséquences pour la traductologie ………………16
IV. De la traduction et de la traductologie pragmatiques……………………………………….18
Chapitre 1. Thomas Pynchon : les contraires contrariés ……………………………………………24
I. Corpus et généralités pynchoniennes……………………………………………………………….24
II. Un corpus en évolution, des principes constants ………………………………………………28
III. Plan et résumé de la thèse…………………………………………………………………………….30
IV. Démarches, critiques, recul ………………………………………………………………………….36
1. Sur le moment ………………………………………………………………………………………….36
2. Après quelques années ………………………………………………………………………………37
Chapitre 2. De la littérature à la traductologie …………………………………………………………41
I. Traduction et culture de masse………………………………………………………………………..41
1. Bob Dylan en français ……………………………………………………………………………….41
2. Des clichés à la traduction technique …………………………………………………………..48
II. Pour une autonomie raisonnée des composantes de la traductologie …………………..51
A. Points de vue hérités sur la traduction…………………………………………………………53
1. Seuls les « grands textes » comptent ………………………………………………………..53
2. Seuls les spécialistes du domaine sont légitimes………………………………………..57
B. Limites de ces points de vue dans l’optique d’une traductologie pragmatique….59
C. Poser un regard autre : une première approche de l’interdisciplinarité …………….60
a. L’interdisciplinarité vue par un professionnel……………………………………………61
b. Composer avec la diversité……………………………………………………………………..62
c. L’approche par le facteur local…………………………………………………………………62
d. Modèles littéraires pour la traduction pragmatique…………………………………….63
Chapitre 3. Faire : une recherche fondée sur une pratique…………………………………………66
I. Poser les bases………………………………………………………………………………………………67
II. Le rôle de la norme ………………………………………………………………………………………69
III. Retour sur la forme et sur le fond………………………………………………………………….71
1. Technique et esthétique ……………………………………………………………………………..72
2. Retour sur le malentendu……………………………………………………………………………73
3. L’intention n’est pas toujours le sens …………………………………………………………..75
4. Réhabiliter l’erreur ……………………………………………………………………………………76
IV. Les paradoxes de la traduction comme pratique ……………………………………………..78
1. Traduire vers le texte de départ …………………………………………………………………..78
2. Retraduire vers la langue de départ ……………………………………………………………..79
3. Traduction et géométrie : un art de la nuance ……………………………………………….81
V. De l’apport du tournant culturel en traduction pragmatique ………………………………82
1. Du tournant culturel en général …………………………………………………………………..82
iii
a. Les études postcoloniales ……………………………………………………………………….83
b. Traduction et féminisme…………………………………………………………………………83
c. Références communes à ces deux courants……………………………………………….84
2. Quel emboîtement avec la traduction pragmatique ? ……………………………………..86
3. Des vertus de l’éclairage indirect ………………………………………………………………..87
a. Retour sur les Belles infidèles …………………………………………………………………87
b. De la centralité problématique du machisme en traductologie …………………….88
c. De la sociologie du marché de la traduction et de l’écriture y afférente…………89
VI. États mentaux …………………………………………………………………………………………….90
Chapitre 4. Dire et faire dire : enseignement, responsabilité pédagogique et organisation
d’une recherche collective……………………………………………………………………………………….98
I. Enseigner et structurer un enseignement en traduction……………………………………….98
II. De l’évolution des formations en traduction …………………………………………………..101
III. Faire dire : organisation d’une recherche collective……………………………………….106
1. La Traductologie de plein champ………………………………………………………………107
A. Première édition : poser les bases………………………………………………………109
B. Deuxième édition : Stratégies normalisatrices et traduction …………………110
C. Troisième édition : De la localisation à la délocalisation : le facteur local en
traduction ……………………………………………………………………………………………..111
D. Quatrième édition : Désir de traduire et légitimité du traducteur ………….115
E. Cinquième édition (en cours) : Traduire pour le grand public ………………117
2. Vers un retour de la linguistique ?……………………………………………………………..119
A. Actualité des querelles ?…………………………………………………………………..119
B. Convergence de la biotraduction et des outils ……………………………………..121
C. Les corpus : un cas d’espèce……………………………………………………………..123
3. Tralogy : vers d’autres rencontres ……………………………………………………………..125
A. Tralogy I : Métiers et technologies de la traduction : quelles convergences
pour l’avenir ? ……………………………………………………………………………………….125
B. Tralogy II (en projet) : Trouver le sens – Quels sont nos manques et nos
besoins respectifs ?…………………………………………………………………………………127
Conclusion : Positionner la traduction et la traductologie pragmatiques………………………….132
Index des noms cités…………………………………………………………………………………………………139
Références bibliographiques ……………………………………………………………………………………..143

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EMPLOYMENT CONTRACT

THIS EMPLOYMENT CONTRACT (the “Agreement”) dated this ________ day of ________________, ________

BETWEEN:

EMPLOYER

________________________________________
(the “Employer”)

EMPLOYEE

________________________________________
(the “Employee”)
  1. BACKGROUND:
  2. The Employer is of the opinion that the Employee has the necessary qualifications, experience and abilities to assist and benefit the Employer in its business.
  3. The Employer desires to employ the Employee and the Employee has agreed to accept and enter such employment upon the terms and conditions set out in this Agreement.

IN CONSIDERATION OF the matters described above and of the mutual benefits and obligations set forth in this Agreement, the receipt and sufficiency of which consideration is hereby acknowledged, the parties to this Agreement agree as follows:

  1. PARTICULARS OF EMPLOYMENT
  2. As required by the Employment Rights Act 1996, s. 1, the particulars of the Employee’s employment are set out in Schedule 1 of this Agreement.
  3. COMMENCEMENT DATE AND TERM
  4. The Employee will commence permanent full-time employment with the Employer on the 30th day of August, 2019 (the “Commencement Date”).
  5. JOB TITLE AND DESCRIPTION
  6. The initial job title of the Employee will be the following: ____________________
  7. The Employee agrees to be employed on the terms and conditions set out in this Agreement. The Employee agrees to be subject to the general supervision of and act pursuant to the orders, advice and direction of the Employer.
  8. The Employee will perform any and all duties as requested by the Employer that are reasonable and that are customarily performed by a person holding a similar position in the industry or business of the Employer.
  9. The Employer may make changes to the job title or duties of the Employee where the changes would be considered reasonable for a similar position in the industry or business of the Employer. The Employee’s job title or duties may be changed by agreement and with the approval of both the Employee and the Employer or after a notice period required under law.
  10. The Employee agrees to abide by the Employer’s rules, regulations, policies and practices, including those concerning work schedules, annual leave and sick leave, as they may from time to time be adopted or modified.
  11. The Employee warrants that the Employee is legally allowed to work in the country of England.
  12. EMPLOYEE REMUNERATION
  13. Remuneration paid to the Employee for the services rendered by the Employee as required by this Agreement (the “Remuneration”) will include a wage at the rate of £__________.
  14. This Remuneration will be payable twice per month while this Agreement is in force. The Employer is entitled to deduct from the Employee’s Remuneration, or from any other remuneration in whatever form, any applicable deductions and remittances as required by law.
  15. The Employee understands and agrees that any additional remuneration paid to the Employee in the form of bonuses or other similar incentive remuneration will rest in the sole discretion of the Employer and that the Employee will not earn or accrue any right to incentive remuneration by reason of the Employee’s employment.
  16. The Employer will reimburse the Employee for all reasonable expenses, in accordance with the Employer’s lawful policies as in effect from time to time, including but not limited to, any travel and entertainment expenses incurred by the Employee in connection with the business of the Employer. Expenses will be paid within a reasonable time after submission of acceptable supporting documentation.
  17. PENSION
  18. The Employee will be automatically enrolled in the following pension scheme: ______________________________
  19. Details of the pension scheme are set out in ______________________________, which will be provided or made available to the Employee.
  20. PLACE OF WORK
  21. The Employee’s primary place of work will be at the following location: 
    • ____________________________________________________________
  22. TIME OF WORK
  23. However, the Employee will, on receiving reasonable notice from the Employer, work additional hours and/or hours outside of the Employee’s Normal Hours of Work as deemed necessary by the Employer to meet the business needs of the Employer.
  24. EMPLOYEE BENEFITS
  25. The Employee will be entitled to only those additional benefits that are currently available as described in the lawful provisions of the Employer’s employment booklets, manuals, and policy documents or as required by law.
  26. Employer discretionary benefits are subject to change, without compensation, upon the Employer providing the Employee with 60 days written notice of that change and providing that any change to those benefits is taken generally with respect to other employees and does not single out the Employee.
  27. HOLIDAYS
  28. The Holiday year will commence on ______ day of ________________ and run for one year (the “Holiday Year”).
  29. During each Holiday Year, the Employee is entitled to two weeks of paid annual leave, such entitlement accruing on a pro rata basis, with Bank and Public Holidays to be included in the calculation of the Employee’s two weeks of paid annual leave.
  30. The times and dates for any holidays will be determined by mutual agreement between the Employer and the Employee.
  31. Upon termination of employment, the Employer will pay compensation to the Employee for any accrued but unused holiday days.
  32. SICKNESS AND DISABILITY
  33. If the Employee is unable to perform the Employee’s duties as a result of illness or injury, the Employee will inform the Employer via ____________________ of the reason for the Employee’s absence no later than __________ on the day of the absence or as soon as is reasonably possible. If the absence extends beyond 7 days, the Employee will obtain and provide the Employer with a certificate or note from the Employee’s doctor corroborating such illness or injury.
  34. During such absence the Employer will not pay the Employee any amount beyond the minimum statutory sick pay specified in the Social Security Contributions and Benefits Act 1992 and any successor legislation.
  35. Any statutory sick pay will be calculated on the basis of the Employee’s usual work days, being ______________________________
  36. DISCIPLINARY PROCEDURE
  37. The Employer’s disciplinary procedure, as amended from time-to-time, applies to the Employee. The Employer’s disciplinary procedure is set out in ____________________ and will be provided to the Employee or made available to the Employee on request. 
  38. This Agreement and the Employer’s disciplinary procedure will be read and interpreted so as to avoid conflict, as far as reasonably possible, between this Agreement and the Employer’s disciplinary procedure. If there is a true conflict between this Agreement and the Employer’s disciplinary procedure, this Agreement will prevail.
  39. GRIEVANCE PROCEDURE
  40. The Employer’s grievance procedure, as amended from time-to-time, applies to the Employee. The Employer’s grievance procedure is set out in ____________________ and will be provided to the Employee or made available to the Employee on request. 
  41. DUTY TO DEVOTE FULL TIME
  42. The Employee agrees to devote full-time efforts, as an employee of the Employer, to the employment duties and obligations as described in this Agreement.
  43. CONFLICT OF INTEREST
  44. During the term of the Employee’s active employment with the Employer, it is understood and agreed that any business opportunity relating to or similar to the Employer’s actual or reasonably anticipated business opportunities (with the exception of personal investments in less than 5% of the equity of a business, investments in established family businesses, real estate, or investments in stocks and bonds traded on public stock exchanges) coming to the attention of the Employee, is an opportunity belonging to the Employer. Therefore, the Employee will advise the Employer of the opportunity and cannot pursue the opportunity, directly or indirectly, without the written consent of the Employer.
  45. During the term of the Employee’s active employment with the Employer, the Employee will not, directly or indirectly, engage or participate in any other business activities that the Employer, in its reasonable discretion, determines to be in conflict with the best interests of the Employer without the written consent of the Employer. 
  46. CONTRACT BINDING AUTHORITY
  47. Notwithstanding any other term or condition expressed or implied in this Agreement to the contrary, the Employee will not have the authority to enter into any contracts or commitments for or on the behalf of the Employer without first obtaining the express written consent of the Employer.
  48. TERMINATION DUE TO DISCONTINUANCE OF BUSINESS
  49. Notwithstanding any other term or condition expressed or implied in this Agreement, in the event that the Employer will discontinue operating its business at the location where the Employee is employed, then, at the Employer’s sole option, and as permitted by law, this Agreement will terminate as of the last day of the month in which the Employer ceases operations at such location with the same force and effect as if such last day of the month were originally set as the Termination Date of this Agreement.
  50. TERMINATION OF EMPLOYMENT
  51. Where there is just cause for termination, the Employer may terminate the Employee’s employment without notice, as permitted by law.
  52. The Employee and the Employer agree that reasonable and sufficient notice of termination of employment by the Employer is the greater of one (1) week or any minimum notice required by law.
  53. If the Employee wishes to terminate this employment with the Employer, the Employee will provide the Employer with the greater of one (1) week and the minimum required by law.  As an alternative, if the Employee co-operates with the training and development of a replacement, then sufficient notice is given if it is sufficient notice to allow the Employer to find and train the replacement.
  54. The Termination Date specified by either the Employee or the Employer may expire on any day of the month and upon the Termination Date the Employer will forthwith pay to the Employee any outstanding portion of the remuneration including any accrued annual leave and banked time, if any, calculated to the Termination Date.
  55. Once notice has been given by either party for any reason, the Employee and the Employer agree to execute their duties and obligations under this Agreement diligently and in good faith through to the end of the notice period. The Employer may not make any changes to remuneration or any other term or condition of this Agreement between the time termination notice is given through to the end of the notice period.
  56. REMEDIES
  57. In the event of a breach or threatened breach by the Employee of any of the provisions of this Agreement, the Employee agrees that the Employer is entitled to a permanent injunction, in addition to and not in limitation of any other rights and remedies available to the Employer at law or in equity, in order to prevent or restrain any such breach by the Employee or by the Employee’s partners, agents, representatives, servants, employees, and/or any and all persons directly or indirectly acting for or with the Employee.
  58. SEVERABILITY
  59. The Employer and the Employee acknowledge that this Agreement is reasonable, valid and enforceable. However, if any term, covenant, condition or provision of this Agreement is held by a court of competent jurisdiction to be invalid, void or unenforceable, it is the parties’ intent that such provision be changed in scope by the court only to the extent deemed necessary by that court to render the provision reasonable and enforceable and the remainder of the provisions of this Agreement will in no way be affected, impaired or invalidated as a result.
  60. NOTICES
  61. Any notices, deliveries, requests, demands or other communications required here will be deemed to be completed when hand-delivered, delivered by agent, or seven (7) days after being placed in the post, postage prepaid, to the parties at the following addresses or as the parties may later designate in writing:
    • Employer: 

      Name:

      ____________________

      Address:

      ____________________

    • Employee: 

      Name:

      ____________________

      Address:

      ____________________

  62. MODIFICATION OF AGREEMENT
  63. Any amendment or modification of this Agreement or additional obligation assumed by either party in connection with this Agreement will only be binding if evidenced in writing signed by each party or an authorised representative of each party.
  64. GOVERNING LAW
  65. This Agreement will be construed in accordance with and governed by the laws of the country of England.
  66. GENERAL PROVISIONS
  67. Time is of the essence in this Agreement.
  68. Headings are inserted for the convenience of the parties only and are not to be considered when interpreting this Agreement. Words in the singular mean and include the plural and vice versa. Words in the masculine mean and include the feminine and vice versa.
  69. No failure or delay by either party to this Agreement in exercising any power, right or privilege provided in this Agreement will operate as a waiver, nor will any single or partial exercise of such rights, powers or privileges preclude any further exercise of them or the exercise of any other right, power or privilege provided in this Agreement.
  70. This Agreement will inure to the benefit of and be binding upon the respective heirs, executors, administrators, successors and assigns, as the case may be, of the Employer and the Employee.
  71. This Agreement may be executed in counterparts. Facsimile signatures are binding and are considered to be original signatures.
  72. If, at the time of execution of this Agreement, there is a pre-existing employment agreement still in effect between the parties to this Agreement, then in consideration of and as a condition of the parties entering into this Agreement and other valuable consideration, the receipt and sufficiency of which consideration is acknowledged, this Agreement will supersede any and all pre-existing employment agreements between the Employer and the Employee. Any duties, obligations and liabilities still in effect from any pre-existing employment agreement are void and no longer enforceable after execution of this Agreement.
  73. This Agreement constitutes the entire agreement between the parties and there are no further items or provisions, either oral or written. The parties to this Agreement stipulate that neither of them has made any representations with respect to the subject matter of this Agreement except such representations as are specifically set forth in this Agreement.

IN WITNESS WHEREOF, the parties have duly affixed their signatures under hand and seal on this ________ day of ________________, ________.

__________________________(Employer)
Per:____________________________ (Seal)
 
_______________________________
______________________(Employee)
 

Schedule 1: Particulars of Employment

  1. EMPLOYER DETAILS
  2. Employer Name: ____________________
  3. Employer Address: ____________________
  4. Place of Work: ____________________________________________________________
  5. EMPLOYEE DETAILS
  6. Employee Name: ____________________
  7. Employee Address: ____________________
  8. EMPLOYMENT DETAILS
  9. Job Title: ____________________
  10. Job Description: ____________________________________________________________
  11. Date Employment will start: August 30, 2019
  12. Employment is: permanent full-time
  13. Date Continuous Employment began or will begin: August 30, 2019
  14. Hours of work: 
    Normal hours of work are: ______________________________
  15. Holiday entitlement and holiday pay: The Holiday Year commences on the ______ day of ________________ runs for one year. The Employee will be entitled to two weeks of paid annual leave, such entitlement accruing on a pro rata basis, with Bank and Public Holidays to be included in the calculation of the Employee’s two weeks of paid annual leave.
  16. Pay Details and Intervals: The Employee will be paid an hourly wage of £__________ (pounds).
  17. Pay Period: The Employee will be paid: twice per month.
  18. OTHER DETAILS
  19. Sick leave and sick pay entitlement: The Employee will not be paid any contractual sick pay for sick days. 
  20. Pension scheme details: The Employee will be automatically enrolled in a pension scheme, details of which are in the contract of employment and ______________________________, which will be provided or is available to the Employee.
  21. Notice of termination details: The employee is entitled to one (1) week’s notice. The Employee will give the Employer one (1) week’s notice before quitting.
  22. Disciplinary Rules and Procedure: The Employer’s disciplinary rules and procedure are set out in ____________________, which is available at the Employee’s request.
  23. Grievance Procedure: The Employer’s grievance procedure is set out in ____________________, which is available at the Employee’s request.
  24. Details of relevant collective agreements: There is no collective agreement in place.

Employment Contract Details

An Employment Contact, sometimes known as an Employee Contract or Contract of Employment, is a form that documents the business relationship between an employer and a new employee/recruit.

It contains information about the terms of employment (including employee duties and the termination process), remuneration, holiday and sick pay, and information relating to any confidentiality, non-compete, or non-solicitation clauses.

When should an Employment Contract be used?

Employment Contracts can be used in the following situations:

  • When an employer, human resources manager, or recruitment officer has enlisted a new employee
  • If a new recruit’s place of employment does not offer contracts of employment
  • For permanent full-time, part-time, or fixed employment terms

LawDepot’s Employment Contract may be customised to outline an employer/employee relationship anywhere in England, Wales, Scotland, or Northern Ireland.

Who are the parties in an Employment Contract?

Employer: An employer may either be an individual or an organisation. They are responsible for compensating the employee and for following local employment laws and procedures, as well as meeting certain employment standards.

Employee: An employee is hired by an individual or business to perform tasks related to their profession in return for monetary compensation.

What information do I need to complete my Employment Contract?

When creating your Employment Contract, you should already have the details of your employment or new recruit decided. This would include:

  • The rate of compensation and frequency of payment
  • Holiday pay and time and whether bank or public holidays will be included in the employee’s annual leave
  • What days and hours the employee is expected to work, as well as the location
  • What the employee’s duties will be
  • If the new recruit will have access to a pension scheme, whether there is auto-enrolment, or a contracting-out certificate
  • How long the probationary period will be
  • Whether the employee will be bound to confidentiality, non-solicitation, or non-competition clauses
  • Details regarding termination, discipline, and grievance procedures

What are the notice periods in an Employment Contract?

There are various notice periods required during an employee/employer relationship. Both parties are required to provide notice at certain points during the employment. Typically, notice is required for the following circumstances:

  • To indicate the length of the probation period.
  • When changing employment terms.
  • When either party wishes to terminate the contract.
  • When an employee must miss work.
  • To indicate when an employee will qualify for benefits.

There are different periods of notice required for different situations. Some types require as little as 24 hours, while others require up to 3 months. LawDepot’s Employment Contract will make it easier for you to select an appropriate notice period that complies with the relevant employment law.

Frequently Asked Questions:

Employment Contract FAQ
Create your free Employment Contract in 5-10 minutes or less
Know someone who could benefit from a free Employment Contract? Pass it along:
 
 
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The above email is a scam. If you still think is legitimate, but you’re still concerned, then follow these steps:

Ten Minutes 10 minutes.

How to check if you received a scam email

  1. Google the details.

    Do a Google search for the persons name/company name that the email has come from.

  2. Confirm the details.

    Visit their website and look for a phone number or email address. Search for the website yourself. Do not assume the details in the email are valid.

  3. Confirm using the information you have found

    Using the details you have researched, call or email the business and ask them to verify the information within the email.

  4. Check if the email has been sent to multiple people

    Google snippets of the email text to see if the same format has been used in the past. eg “Army officer from Syria but now living with the United Nations on asylum”

Most of us know someone who is vulnerable to these types of attacks. Fortunately, if you’re aware of the presence of these scams, and armed with some basic knowledge on identifying them, you can greatly reduce your chances people you know becoming a victim. Please help them by sharing this information on Facebook or Twitter using the #telltwo and #takefive hashtags.
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