#2201053
Tiontófar an caidreamh fostaíochta ina cheann éigríochta mura ndéantar amhlaidh.
Failure to do so will turn the employment relationship into indefinite.
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56 toradh in 23 doiciméad
#2643733
Ardáin saothair dhigitigh agus caidreamh fostaíochta
Digital labour platforms and employment relationships
#3121680
An conradh/an caidreamh fostaíochta a bhí agam, soláthraíodh é*...
My contract/employment relationship was*…
#1782651
Tá feidhm ag an Treoir seo maidir leis na hoibrithe ar fad a bhfuil conarthaí fostaíochta nó caidreamh fostaíochta eile acu, lena n-áirítear conarthaí a bhaineann leis an bhfostaíocht nó leis an gcaidreamh fostaíochta atá ag oibrithe páirtaimseartha, ag oibrithe ar chonarthaí ar théarma seasta nó ag daoine a bhfuil conradh fostaíochta nó caidreamh fostaíochta acu le gníomhaireacht oibrithe sealadacha, faoi mar a foráladh roimhe seo le Treoir 2010/18/AE.
This Directive applies to all workers who have employment contracts or other employment relationships, including contracts relating to the employment or the employment relationships of part-time workers, fixed-term contract workers or persons with a contract of employment or employment relationship with a temporary agency, as previously provided for by Directive 2010/18/EU.
#1782709
Agus an stádas atá ag an gconradh fostaíochta nó ag caidreamh fostaíochta á shainiú le linn thréimhse na gcineálacha saoire a chumhdaítear leis an Treoir seo, lena n-áirítear maidir le teidlíocht i leith slándáil shóisialta, ba cheart do na Ballstáit a áirithiú, dá bhrí sin, go gcoinnítear an caidreamh fostaíochta ar bun.
When defining the status of the employment contract or employment relationship during the period of the types of leave covered by this Directive, including with regard to the entitlement to social security, the Member States should therefore ensure that the employment relationship is maintained.
#2033907
ciallaíonn “oibrí iomarcach” oibrí, gan beann ar chineál agus fad a chaidrimh nó a caidrimh fostaíochta, a bhfuil deireadh tagtha roimh am leis an gconradh nó caidreamh fostaíochta atá aige nó aici de bharr iomarcaíochta, nó nach ndearnadh athnuachan ar an gconradh nó caidreamh fostaíochta a bhí aige nó aici, ar chúiseanna eacnamaíocha;
‘displaced worker’ means a worker, regardless of the type or duration of his or her employment relationship, whose employment contract or relationship is ended prematurely by redundancy, or whose employment contract or relationship is not renewed, for economic reasons;
#2803912
Ba cheart feidhm a bheith ag an Treoir seo maidir le gach oibrí, lena n-áirítear oibrithe páirtaimseartha, oibrithe ar conradh ar théarma seasta agus daoine a bhfuil conradh fostaíochta nó caidreamh fostaíochta acu le gníomhaireacht shealadach, chomh maith le hoibrithe i bpoist bhainistíochta, a bhfuil conradh fostaíochta nó caidreamh fostaíochta acu mar a shainmhínítear le dlí, comhaontuithe comhchoiteanna agus/nó cleachtas atá i bhfeidhm i ngach Ballstát, agus cásdlí na Cúirte Breithiúnais á chur san áireamh.
This Directive should apply to all workers, including part-time workers, workers on a fixed-term contract and persons with a contract of employment or employment relationship with a temporary agency, as well as workers in management positions, who have an employment contract or employment relationship as defined by law, collective agreements and/or practice in force in each Member State, taking into account the case-law of the Court of Justice.
#155456
Leis na Rialacháin seo déantar cearta fostaithe a éiríonn as conradh nó caidreamh fostaíochta, a chosaint i gcás aistriú gnó, ina bhfuil siad fostaithe, lena ngabhann aistriú fostóra.
These Regulations safeguard the rights of employees arising from an employment contract or relationship in the event of a transfer of a business, in which they are employed, which entails a change of employer.
#705833
Ba cheart printíseachtaí agus cúrsaí oiliúna a chumhdach faoin Rialachán seo, ar choinníoll go bhfuil iarratasóirí éiritheacha faoi réir caidreamh fostaíochta.
Apprenticeships and traineeships should be covered under this Regulation provided that successful applicants are subject to an employment relationship.
#705994
ciallaíonn “folúntas” tairiscint ar fhostaíocht lena gceadófaí don iarratasóir a n-éireodh leis dul i mbun caidreamh fostaíochta lena gcáileofaí an t-iarratasóir sin mar oibrí chun críoch Airteagal 45 CFAE;
‘job vacancy’ means an offer of employment which would allow the successful applicant to enter into an employment relationship that would qualify that applicant as a worker for the purposes of Article 45 TFEU;
#1750590
i ngníomhaíochtaí tráchtála um fhorbairt táirge a dhéanann sé nó siad, agus i gcás na bhfostaithe, de bhun an chomhaontaithe lena mbunaítear an caidreamh fostaíochta.
in its or their own commercial product development activities and, in the case of employees, pursuant to the agreement establishing the employment relationship.
#1782111
Ní bheidh mír 3 infheidhme maidir le caidreamh fostaíochta i gcás nach socraítear méid ráthaithe d’obair ar íocaíocht roimh ré sula gcuirfear tús leis an bhfostaíocht.
Paragraph 3 shall not apply to an employment relationship where no guaranteed amount of paid work is predetermined before the employment starts.
#1782141
i gcás caidreamh fostaíochta ar théarma seasta, dáta deiridh an chaidrimh fostaíochta sin nó an fad a mheastar a mhairfidh sé;
in the case of a fixed-term employment relationship, the end date or the expected duration thereof;
#1782183
I gcás ina mbeidh caidreamh fostaíochta faoi réir tréimhse phromhaidh, mar a shainmhínítear sa dlí náisiúnta nó sa chleachtas náisiúnta, áiritheoidh na Ballstáit nach rachaidh an tréimhse sin thar 6 mhí.
Member States shall ensure that, where an employment relationship is subject to a probationary period as defined in national law or practice, that period shall not exceed six months.
#1782185
I gcás ina ndéanfar conradh le haghaidh na feidhme agus na gcúraimí céanna a athnuachan, ní bheidh an caidreamh fostaíochta faoi réir tréimhse phromhaidh nua.
In the case of the renewal of a contract for the same function and tasks, the employment relationship shall not be subject to a new probationary period.
#1782295
Beidh feidhm ag na cearta agus ag na hoibleagáidí atá leagtha amach sa Treoir seo maidir le gach caidreamh fostaíochta faoin 1 Lúnasa 2022.
The rights and obligations set out in this Directive shall apply to all employment relationships by 1 August 2022.
#2033928
dáta fhógra indibhidiúil an fhostóra go bhfuil sé chun an t-oibrí a dhéanamh iomarcach nó chun conradh nó caidreamh fostaíochta an oibrí a fhoirceannadh;
the date of the employer’s individual notice to make the worker redundant or to terminate the employment contract or relationship of the worker;
#2041170
Ciallaíonn foireann dhíreach daoine aonair a dhéanann gníomhaíochtaí díreacha tionscadail le caidreamh fostaíochta (nó comhchosúil) le tairbhí nó comhpháirtí an tionscadail nó ag oibriú faoi chonarthaí seirbhíse (sibhialta).
Direct staff means individual people carrying out direct activities of a project with employment relations (or similar) with the project beneficiary or partner or working under service (civil) contracts.
#2200875
Féadfaidh caidreamh fostaíochta spleách nó ‘bréag’-fhéinfhostaíocht a bheith i bhfolach le hoibrithe féinchuntais, i roinnt comhthéacsanna.
Own-account workers may in some contexts hide a dependent employment relationship or ‘bogus’ self-employment.
#2369877
I gcomhthéacs cásanna um athaicmiú, aithníonn cúirteanna náisiúnta níos mó ná riamh spleáchas soláthraithe seirbhísí ar chineálacha áirithe ardán, nó ar a laghad aithníonn siad go bhfuil caidreamh fostaíochta ann.
In the context of reclassification cases, national courts are increasingly recognizing the dependence of service providers on certain types of platforms, or even the existence of an employment relationship.
#2643728
Cé gur gnách go mbíonn an fhéinfhostaíocht deonach agus gur comhartha dearfach de mheon fiontraíochta í, uaireanta ceileann na figiúirí caidreamh fostaíochta spleách nó an fhéinfhostaíocht ‘bhréagach’ mar a thugtar uirthi.
While self-employment is usually voluntary and a positive sign of entrepreneurial spirit, it sometimes conceals dependent employment relationships, or so called ‘bogus’ self-employment.
#156852
Déanfar na cearta agus na hoibleagáidí de chuid an aistreora a éireoidh as conradh fostaíochta nó as caidreamh fostaíochta a bheidh ann ag tráth an aistrithe, a aistriú, de bhua an aistrithe, chun an aistrí.
The rights and obligations of the transferor arising from a contract of employment or from an employment relationship existing on the date of a transfer shall, by reason of such transfer, be transferred to the transferee.
#156857
(2) Más rud é go bhfoirceannfar conradh fostaíochta nó caidreamh fostaíochta de bharr athrú mór i gcoinníollacha oibre chun dochair an fhostaí lena mbaineann a bheith i gceist le haistriú, measfar an fostóir lena mbaineann a bheith freagrach i bhfoirceannadh an chonradh fostaíochta nó an chaidreamh fostaíochta.
(2) If a contract of employment or an employment relationship is terminated because a transfer involves a substantial change in working conditions to the detriment of the employee concerned, the employer concerned shall be regarded as having been responsible for termination of the contract of employment or of the employment relationship.
#686119
Chun críche an Airteagail seo, aon údarás atá bunaithe sa Bhallstát ina bhféadfaí imeachtaí dócmhainneachta tánaisteacha a thionscnamh agus a bhfuil sé de cheanglas air faoi Threoir 2008/94/CE ó Pharlaimint na hEorpa agus ón gComhairle (16) a ráthú go n-íocfar éilimh fhostóirí nach bhfuil íoctha a dtig as conarthaí fostaíochta nó as caidreamh fostaíochta, measfar mar “creidiúnaí áitiúil” é.
For the purpose of this Article, an authority which is established in the Member State where secondary insolvency proceedings could have been opened and which is obliged under Directive 2008/94/EC of the European Parliament and of the Council (16) to guarantee the payment of employees' outstanding claims resulting from contracts of employment or employment relationships shall be considered to be a local creditor, where the national law so provides.
#705825
Tá Cúirt Bhreithiúnais an Aontais Eorpaigh (an Chúirt Bhreithiúnais) tar éis a mheas nach foláir míniúchán Aontais a thabhairt don choincheap “oibrí” in Airteagal 45 CFAE agus é a shainiú i gcomhréir le critéir oibiachtúla lena n-idirdhealaítear an caidreamh fostaíochta trí thagairt do chearta agus do dhualgais na ndaoine lena mbaineann.
The Court of Justice of the European Union (Court of Justice) has considered that the concept of ‘worker’ in Article 45 TFEU must be given a Union meaning and be defined in accordance with objective criteria which distinguish the employment relationship by reference to the rights and duties of the persons concerned.
#737182
Is iomchuí a shoiléiriú, i gcásanna nach mbíonn feidhm ag Treoir 2001/23/CE ón gComhairle [8] agus go leanann athrú soláthraí seirbhíse calafoirt tabhairt i gcrích conradh seirbhíse calafoirt, gur cheart do chomhlacht bainistíochta an chalafoirt, nó don údarás inniúil, a bheith in ann a cheangal, mar sin féin, go ndéanfaí cearta agus oibleagáidí an tsoláthraí seirbhíse calafoirt a bhí ann go dtí sin a aistriú chuig an soláthraí seirbhíse calafoirt nuacheaptha, ar cearta agus oibleagáidí iad a d’eascair as conradh fostaíochta, nó as caidreamh fostaíochta, arbh ann dóibh ar dháta an athraithe sin.
It is appropriate to clarify that in cases where Council Directive 2001/23/EC [8] does not apply, where the conclusion of a port service contract entails a change of port service provider, the managing body of the port, or the competent authority, should nevertheless be able to require that the rights and obligations of the outgoing provider of port services arising from a contract of employment, or from an employment relationship, existing on the date of that change be transferred to the newly appointed port service provider.
#737355
I gcás athrú soláthraí seirbhíse calafoirt a dhéantar mar thoradh ar chonradh lamháltais nó poiblí a thabhairt, féadfaidh comhlacht bainistíochta an chalafoirt, nó an t-údarás inniúil, a cheangal go ndéanfar cearta agus oibleagáidí an tsoláthraí seirbhíse calafoirt a bhí ann go dtí sin a aistriú chuig an soláthraí seirbhíse calafoirt nuacheaptha, ar cearta agus oibleagáidí iad a d’eascair as conradh fostaíochta, nó as caidreamh fostaíochta, mar a shainmhínítear sa dlí náisiúnta agus arbh ann dóibh ar dháta an athraithe sin.
In the case of a change of provider of port services that is due to the award of a concession or public contract, the managing body of the port, or the competent authority, may require that the rights and obligations of the outgoing provider of port services arising from a contract of employment, or from an employment relationship as defined in national law, and existing on the date of that change, be transferred to the newly appointed provider of port services.
#1683168
i gcás gur gnóthas fostaíochta sealadaí nó gníomhaireacht socrúcháin shealadaigh é, déanfaidh na gnóthais oibrí a fhruiliú le gnóthas úsáideora atá bunaithe nó ag feidhmiú ar chríoch Bhallstáit, ar choinníoll go bhfuil caidreamh fostaíochta idir an gnóthas fostaíochta sealadaí nó gníomhaireacht socrúcháin shealadaigh agus an t-oibrí le linn na tréimhse postúcháin.”;
being a temporary employment undertaking or placement agency, hire out a worker to a user undertaking established or operating in the territory of a Member State, provided that there is an employment relationship between the temporary employment undertaking or placement agency and the worker during the period of posting.’;
#1683170
“I gcás ina ndearna gnóthas fostaíochta sealadaí nó gníomhaireacht socrúcháin shealadaigh oibrí a fhruiliú le gnóthas úsáideora mar a thagraítear dó i bpointe (c) agus i gcás ina bhfuil ar an oibrí sin obair a dhéanamh i gcomhthéacs faoi chuimsiú soláthar trasnáisiúnta seirbhíse de réir bhrí phointe (a), pointe (b) nó pointe (c) ag an ngnóthas úsáideora ar chríoch Bhallstáit nach é an Ballstát ina mbíonn an t-oibrí ag obair don ghnóthas fostaíochta sealadaí nó don ghníomhaireacht socrúcháin shealadaigh de ghnáth, nó don ghnóthas úsáideora, measfar an t-oibrí sin a bheith postaithe chuig críoch an Bhallstáit sin ag an ngnóthas fostaíochta sealadaí nó ag an ngníomhaireacht socrúcháin shealadaigh a bhfuil caidreamh fostaíochta ag an oibrí leo.
‘Where a worker who has been hired out by a temporary employment undertaking or placement agency to a user undertaking as referred to in point (c) is to carry out work in the framework of the transnational provision of services within the meaning of point (a), (b) or (c) by the user undertaking in the territory of a Member State other than where the worker normally works for the temporary employment undertaking or placement agency, or for the user undertaking, the worker shall be considered to be posted to the territory of that Member State by the temporary employment undertaking or placement agency with which the worker is in an employment relationship.
#1683206
Gan dochar do phointe (h) den chéad fhomhír de mhír 1, déanfaidh an fostóir caiteachas den sórt sin a aisíoc leis an oibrí ar postú i gcomhréir leis an dlí náisiúnta agus/nó leis an gcleachtas náisiúnta is infheidhme maidir le caidreamh fostaíochta.
The employer shall, without prejudice to point (h) of the first subparagraph of paragraph 1, reimburse the posted worker for such expenditure in accordance with the national law and/or practice applicable to the employment relationship.
#1780212
I gcás ina mbíonn aistriú cuid de ghnóthas nó de ghnólacht i gceist i bplean athstruchtúraithe, ba cheart cearta oibrithe a eascraíonn as conradh fostaíochta nó as caidreamh fostaíochta, lena n-áirítear go háirithe an ceart chun pá a fháil, ba cheart na cearta sin a choimirciú i gcomhréir le hAirteagail 3 agus 4 de Threoir 2001/23/CE, gan dochar do na rialacha sonracha a bhfuil feidhm leo i gcás imeachtaí dócmhainneachta faoi Airteagal 5 den Treoir sin agus go háirithe na féidearthachtaí dá bhforáiltear in Airteagal 5(2) den Treoir sin.
Where a restructuring plan entails the transfer of a part of an undertaking or business, workers' rights arising from a contract of employment or from an employment relationship, in particular the right to wages, should be safeguarded in accordance with Articles 3 and 4 of Directive 2001/23/EC, without prejudice to the specific rules applying in the event of insolvency proceedings under Article 5 of that Directive and in particular the possibilities provided for in Article 5(2) of that Directive.
#1782002
I bhfianaise líon méadaitheach na n-oibrithe a eisiatar ó raon feidhme Threoir 91/533/CEE ar bhonn eisiaimh arna ndéanamh ag na Ballstáit faoi Airteagal 1 den treoir sin, is gá deis a thabhairt do na Ballstáit, in ionad na n-eisiamh sin, gan forálacha na Treorach seo a chur i bhfeidhm maidir le caidreamh fostaíochta ina bhfuil am oibre réamhshocraithe agus am iarbhír arna oibriú atá comhionann le 3 uair an chloig ar an meán, nó níos lú, in aghaidh na seachtaine le linn tréimhse thagartha de 4 seachtaine i ndiaidh a chéile.
In view of the increasing number of workers excluded from the scope of Directive 91/533/EEC on the basis of exclusions made by Member States under Article 1 of that directive, it is necessary to replace those exclusions with a possibility for Member States not to apply the provisions of this Directive to an employment relationship with predetermined and actual working hours that amount to an average of three hours per week or less in a reference period of four consecutive weeks.
#1782003
Ba cheart a áireamh i ríomh na n-uaireanta sin an t-am iarbhír ar fad a chaitear ag obair d’fhostóir, amhail ragobair nó obair sa bhreis ar an obair sin a ráthaítear nó a mbíonn súil léi i gconradh fostaíochta nó caidreamh fostaíochta.
The calculation of those hours should include all time actually worked for an employer, such as overtime or work supplementary to that guaranteed or anticipated in the employment contract or employment relationship.
#1782058
D’fhéadfadh na bearta sin a bheith i bhfoirm teorannuithe ar úsáid agus ré na gconarthaí sin, i bhfoirm toimhde infhrisnéise gur ann do chonradh fostaíochta nó caidreamh fostaíochta lena ngabhann líon ráthaithe uaireanta íoctha bunaithe ar na huaireanta a oibríodh i dtréimhse thagartha roimhe sin, nó i bhfoirm bearta coibhéiseacha eile lena n-áirithítear go ndéantar cleachtais drochúsáide a chosc go héifeachtach.
Such measures could take the form of limitations to the use and duration of such contracts, of a rebuttable presumption of the existence of an employment contract or employment relationship with a guaranteed amount of paid hours based on hours worked in a preceding reference period, or of other equivalent measures that ensure the effective prevention of abusive practices.
#1782076
I gcás ina bhfuil an fhaisnéis ábhartha ar iarraidh, ba cheart gur féidir a áireamh i dtoimhdí fabhracha den sórt sin an toimhde go bhfuil caidreamh fostaíochta nach bhfuil dáta deiridh luaite leis ag an oibrí, nach bhfuil aon tréimhse phromhaidh ann nó go bhfuil post lánaimseartha ag an oibrí a áireamh.
It should be possible for such favourable presumptions to include a presumption that the worker has an open-ended employment relationship, that there is no probationary period or that the worker has a full-time position, where the relevant information is missing.
#1782108
Leis an Treoir seo, leagtar síos na cearta íosta a bhfuil feidhm acu maidir le gach oibrí san Aontas ag a bhfuil conradh fostaíochta nó caidreamh fostaíochta mar a shainmhínítear sa dlí, i gcomhaontuithe comhchoiteanna nó sa chleachtas atá i bhfeidhm i ngach Ballstát, agus cásdlí Chúirt Bhreithiúnais á chur san áireamh.
This Directive lays down minimum rights that apply to every worker in the Union who has an employment contract or employment relationship as defined by the law, collective agreements or practice in force in each Member State with consideration to the case-law of the Court of Justice.
#1782109
Féadfaidh na Ballstáit a chinneadh nach mbeidh feidhm ag na hoibleagáidí sa Treoir seo maidir le hoibrithe a bhfuil caidreamh fostaíochta acu ina bhfuil am oibre réamhshocraithe agus am oibre iarbhír atá comhionann le, nó níos lú ná, 3 uair an chloig ar an meán in aghaidh na seachtaine le linn tréimhse thagartha de 4 seachtaine i ndiaidh a chéile.
Member States may decide not to apply the obligations in this Directive to workers who have an employment relationship in which their predetermined and actual working time is equal to or less than an average of three hours per week in a reference period of four consecutive weeks.
#1782652
Agus cásdlí Chúirt Bhreithiúnais an Aontais Eorpaigh (an Chúirt Bhreithiúnais) á chur san áireamh maidir leis na critéir chun stádas oibrí a chinneadh, is faoi na Ballstáit atá sé conarthaí fostaíochta agus caidreamh fostaíochta a shainiú.
Taking into account the case-law of the Court of Justice of the European Union (Court of Justice) regarding the criteria for determining the status of a worker, it is for Member States to define employment contracts and employment relationships.
#1782707
Amhail dá bhforáiltear i dTreoir 2010/18/AE, tá sé de cheangal ar na Ballstáit an stádas atá ag conradh fostaíochta nó ag caidreamh fostaíochta a shainiú do thréimhse na saoire do thuismitheoirí.
As provided for in Directive 2010/18/EU, Member States are required to define the status of the employment contract or employment relationship for the period of parental leave.
#1782708
De réir chásdlí na Cúirte Breithiúnais, coinnítear an caidreamh fostaíochta idir an t-oibrí agus an fostóir ar bun le linn na tréimhse saoire agus, mar thoradh air sin, chun críocha dhlí an Aontais, le linn na tréimhse sin, is oibrí é tairbhí na saoire sin fós.
According to the case-law of the Court of Justice, the employment relationship between the worker and the employer is maintained during the period of leave and, as a result, the beneficiary of such leave remains, during that period, a worker for the purposes of Union law.
#1782746
Tá feidhm ag an Treoir seo maidir le gach oibrí, fir agus mná, a bhfuil conradh fostaíochta nó caidreamh fostaíochta acu, mar a shainítear leis an dlí, le chomhaontuithe comhchoiteanna nó leis an gcleachtas atá i bhfeidhm i ngach Ballstát, agus cásdlí na Cúirte Breithiúnais á chur san áireamh.
This Directive applies to all workers, men and women, who have an employment contract or employment relationship as defined by the law, collective agreements or practice in force in each Member State, taking into account the case-law of the Court of Justice.
#1782814
Saineoidh na Ballstáit an stádas atá ag an gconradh fostaíochta nó ag an gcaidreamh fostaíochta don tréimhse saoire dá bhforáiltear in Airteagail 4, 5 agus 6, nó don am saor ón obair dá bhforáiltear in Airteagal 7, lena n-áirítear maidir le teidlíochtaí i leith na slándála sóisialta, lena n-áirítear ranníocaíochtaí pinsin, agus iad ag áirithiú go gcoinnítear an caidreamh fostaíochta ar bun le linn na tréimhse sin.
Member States shall define the status of the employment contract or employment relationship for the period of leave provided for in Articles 4, 5 and 6, or time off from work provided for in Article 7, including as regards entitlements to social security, including pension contributions, while ensuring that the employment relationship is maintained during that period.
#1784219
Dá bhrí sin, ba cheart cosaint a thabhairt freisin d’oibrithe i gcaidreamh fostaíochta neamhchaighdeánach, lena n-áirítear oibrithe páirtaimseartha agus oibrithe ar chonarthaí ar théarma seasta, chomh maith le daoine a bhfuil conradh fostaíochta nó caidreamh fostaíochta acu le gníomhaireacht shealadach, cineálacha neamhchinnte caidrimh ina mbíonn sé deacair go minic cineálacha caighdeánacha cosanta i gcoinne cóir éagórach a chur i bhfeidhm.
Protection should, thus, also be granted to workers in non-standard employment relationships, including part-time workers and fixed-term contract workers, as well as persons with a contract of employment or employment relationship with a temporary agency, precarious types of relationships where standard forms of protection against unfair treatment are often difficult to apply.
#1962575
Tá feidhm ag forálacha na Roinne seo a mhéid a dhéanfaidh an t-oibreoir tarlaithe de bhóthar tiománaithe a phostú ar chríoch an Pháirtí eile thar a cheann agus faoina threorú, faoi chonradh arna thabhairt i gcrích idir an t-oibreoir tarlaithe de bhóthar a dhéanann an postú agus an páirtí dá bhfuil na seirbhísí iompair beartaithe, agus na tiománaithe sin a oibríonn i gcríoch an Pháirtí sin, ar choinníoll go mbeidh caidreamh fostaíochta ann idir an t-oibreoir tarlaithe de bhóthar a dhéanann an postú agus an tiománaí le linn thréimhse an phostaithe.
The provisions of this Section apply to the extent that the road haulage operator posts drivers to the territory of the other Party on its account and under its direction, under a contract concluded between the road haulage operator making the posting and the party for whom the transport services are intended, and those drivers operate in the territory of that Party, provided that there is an employment relationship between the road haulage operator making the posting and the driver during the period of posting.
#2002096
Féadfaidh na Ballstáit faisnéis bhreise a bhaineann le caidreamh fostaíochta an duine ag a bhfuil Cárta Gorm AE a sholáthar ar páipéar nó a stóráil go leictreonach, i gcomhréir le hAirteagal 4 de Rialachán (CE) Uimh. 1030/2002, agus i bpointe (a)(16) den Iarscríbhinn a ghabhann leis.
Member States may provide additional information related to the employment relationship of the EU Blue Card holder in paper form or store such data in electronic form in accordance with Article 4 of Regulation (EC) No 1030/2002 and point (a)(16) of the Annex thereto.
#2059275
úsáidfear na bogearraí agus an teicneolaíocht onnmhairithe go heisiach do ghníomhaíochtaí tráchtála forbartha táirge an onnmhaireora agus na fochuideachta nó na comhchuideachta faoi seach, agus, i gcás fostaithe, de bhun an chomhaontaithe lena mbunaítear an caidreamh fostaíochta; agus
the exported software and technology will be exclusively used for the commercial product development activities of the exporter and the subsidiary or sister company respectively, and, in the case of employees, pursuant to the agreement establishing the employment relationship; and
#2102045
Maidir le gearáin a bhaineann le caidreamh fostaíochta idir institiúidí, comhlachtaí, oifigí nó gníomhaireachtaí de chuid an Aontais agus a bhfoireann, ní bheidh siad inghlactha ach amháin má tá na nósanna imeachta riaracháin inmheánacha uile ídithe ag an duine lena mbaineann, go háirithe iadsan dá dtagraítear in Airteagal 90 de na Rialacháin Foirne, agus má tá cinneadh déanta ag údarás inniúil na hinstitiúide, an chomhlachta, na hoifige nó na gníomhaireachta lena mbaineann de chuid an Aontais nó má tá na teorainneacha ama dá fhreagra imithe in éag.
Complaints concerning employment relations between the Union institutions, bodies, offices or agencies and their staff shall be admissible only if the person concerned has exhausted all internal administrative procedures, in particular those referred to in Article 90 of the Staff Regulations, and the competent authority of the Union institution, body, office or agency concerned has taken a decision or the time limits for its reply have expired.
#2369878
Ar an gcaoi chéanna, tá reachtaíocht glactha ag roinnt Ballstát lena mbunaítear toimhde maidir le caidreamh fostaíochta nó an ceart chun cómhargála le haghaidh soláthraithe seirbhíse a sholáthraíonn a gcuid seirbhísí d’ardáin dhigiteacha nó tríothu.
In the same vein, some Member States have adopted legislation establishing a presumption of employment relationship or the right to collective bargaining for service providers to or through digital platforms.
#2407778
Agus scéim ZFM á cur chun feidhme aici, chuir an Phortaingéil in iúl gur mheas sí gur poist a cruthaíodh go bailí aon chineál caidrimh oibre arna sholáthar leis an gCód Oibreachais náisiúnta, ar dá réir a fhéadfar an caidreamh fostaíochta a bhunú in aon cheann de na foirmeacha dá bhforáiltear leis an dlí.
In its implementation of the ZFM scheme, Portugal informed that it considered as validly created jobs any type of working relationship provided by the national Labour Code, according to which the employment relationship may be established in any of the forms provided by the law.
#2408312
Mura bhfuil an conradh fostaíochta ar fáil (go minic is éard a dhéantar an caidreamh saothair a bhunú gan é a chur ar bhonn foirmiúil i scríbhinn – conarthaí éiginnte agus lánaimseartha – a bhfuil feidhm ag prionsabal na saoirse foirme ina leith faoi dhlí na Portaingéile (Airteagal 219 den Chód Sibhialta)), féadfar a cheangal ar an duine inchánach a léiriú go bhfuil caidreamh fostaíochta ann ar bhealaí eile.
Should the contract of employment not be available (in many cases the labour relationship is constituted without being formalized in writing – indefinite and full-time contracts – for which the principle of freedom of form applies under Portuguese law (Article 219 of the Civil Code)), the taxable person may be required to demonstrate the existence of employment relationship by other means.