What Are The Legal Rights Of Freelancers As Employees

To begin with, let’s explain the concept of a freelancer. They are those who work on contracts on temporary and occasional affairs, labor contracts, contracts on supplementary work. We call them freelancers because they do not receive salaries for their work, but compensation. http://www.passipatel.com will give you some information about the rights of freelancers as employees.

In fact, they are not employed, nor are they treated by the law as employees, and therefore do not exercise the rights that employees have. Employees are considered only those who work under labor contracts. The labor market is limited, and even few jobs for lucky people who come to work do not provide much security. Employers offer generally the above-mentioned contracts, on the basis of which workers do not exercise employment rights – salaries, sick leave, annual leave, the right to trade union, warm meal.

The basis of this is the poor economic situation in the country and excessive taxes and contributions that do not stimulate employers to hire people to work contracts and put themselves in a “loop around the door”.

When we talk about maternity protection we again come to the distinction between the catogeny of the employees of mothers and “other” mothers. Mothers on labor contracts enjoy protection, starting from not being able to do hard work, so that they can not get fired while pregnant and on maternity leave, while other mothers who do not have a contract of employment have no rights.

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The rationale behind the construction of these contracts is to hire someone to do a certain job, complete it, and be greeted with the one who gave him that job, be it the creation of an object or intellectual part of a work contract or harvesting fruit by contract in temporary and occasional jobs. And indeed, in the construction itself there is nothing wrong, what’s bad is that employers abuse these forms of contract and locate them where they are not.

At this moment, those who work in this way do not have too many options. Eventually, what they could do is file a lawsuit with the court to determine the employment relationship, in which the court proceedings would prove to be doing the same type of work as the employee under the employment contract with that employer.

If they succeed in this dispute, the employer with whom they worked under contracts outside employment would have to get them into employment by the court decision and pay them damages for the difference in order to receive them from the start, and all the other fees and expenses that they would have had if they were in employment, and not for work under contracts on temporary and occasional work and work. Currently, in practice, the courts do not have many such complaints.

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