ON THE ISSUE OF REMUNERATION UNDER CONTRACTS «MINIMUM–MAXIMUM»
Journal Title: Право та інновації - Year 2017, Vol 2, Issue 18
Abstract
Problem setting. Due to the crisis in the economy, the rapid spread of information and communication technology employers try to minimize their cost of maintenance jobs, so find new ways to organize the labor process and the distribution of working time. As a result, there are changes in the labor market: permanentemployment changes to temporary,the work in production facilities directlyto working in flexible hours or at home, and this leads to the emergence of new «atypical» types of employment. For many businesses using of «atypical» employment contracts is an important element of industrial strategy that allows you to adjust the number of employees in periods of fluctuations in economic conditions. Analysis of recent researches and publications. The legal regulation of atypical employment has been analysed by S. Golovin, I. Kiselev, A. Lushnikov, M. Lushnikova, D. Morozov, O. Motsna, N. Nikitina, Protsevskyy O., O. Rymkevych, V. Soifer, O. Yaroshenko. However, there are some problems that do not have enough coverage, namely the issue of relationship characteristics that arise when concluding contracts «minimum-maximum». The target of research. During the articlewriting, the author aims to analysescientists’researches, the experience of foreign countries of the specific agreement «minimum-maximum» and to draw conclusions on the need to enhance scientific research and form the proper regulatory framework in Ukraine. Conclusions and prospects for the development. Thus, the unusual features of the contract «minimum-maximum» include the following: the obligation to provide the employer not work and responsibility of the employee to perform work offset minimal fee (usually by specifying a minimum number of hours worked for the accounting period) which must be paid to the employee regardless of whether the employee worked these hours or not. The waiting time of the employee is not idle and should not be paid not lower than two-thirds of the tariff rate established employee salary, as provided p.1 st.113 Labor Code of Ukraine. Thus, the contract «minimum-maximum», in our view, set «non-standard» wages, which are paid when in fact not worked a minimum of work.
Authors and Affiliations
Y. V. Svichkarova
Keywords
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