Spanish Labor Law Quiz

<p>To set minimum acceptable working conditions that cannot be worsened or contradicted (C)</p> Signup and view all the answers

<p>National statutes of individual countries (A)</p> Signup and view all the answers

<p>Political pluralism (B)</p> Signup and view all the answers

<p>Citizen's rights (T.I Chapter II Section 2a) (B)</p> Signup and view all the answers

<p>Company acceptance of the leave (A)</p> Signup and view all the answers

<p>A detailed procedure for requesting reinstatement (C)</p> Signup and view all the answers

<p>The worker can demand damages from the company (C)</p> Signup and view all the answers

<p>Up to a maximum of 3 years (D)</p> Signup and view all the answers

<p>The employer has to prove that no vacancy exists (A)</p> Signup and view all the answers

<p>Shift work can only be voluntary. (C)</p> Signup and view all the answers

<p>Regular working hours exceeding the max duration. (A)</p> Signup and view all the answers

<p>Compulsory hours worked by minors. (B)</p> Signup and view all the answers

<p>30% (C)</p> Signup and view all the answers

<p>Workers must be informed of vacation dates at least 2 months in advance. (A)</p> Signup and view all the answers

<p>They may not exceed 14 per year. (A)</p> Signup and view all the answers

<p>Claim 10% interest per day on the due amount. (A)</p> Signup and view all the answers

<p>Compensation given for volunteer work. (A)</p> Signup and view all the answers

<p>15,876€ (B)</p> Signup and view all the answers

<p>Changes that do not affect the essential elements of the contract. (C)</p> Signup and view all the answers

<p>The employer without needing justification. (A)</p> Signup and view all the answers

<p>Vertical changes involve a change to a different professional group. (C)</p> Signup and view all the answers

<p>Changes cannot violate the worker's dignity. (A)</p> Signup and view all the answers

<p>Technical or organizational reasons. (C)</p> Signup and view all the answers

<p>Heteronomous and autonomous limits. (A)</p> Signup and view all the answers

<p>Communication with the workers' representative. (B)</p> Signup and view all the answers

<p>The employer's power to change job tasks unilaterally. (D)</p> Signup and view all the answers

<p>Vertical descendent change. (D)</p> Signup and view all the answers

<p>The reasons for changing the task. (C)</p> Signup and view all the answers

<p>Internal pay equity (C)</p> Signup and view all the answers

<p>Direct remuneration (A)</p> Signup and view all the answers

<p>To guarantee workers the receipt of wages (A)</p> Signup and view all the answers

<p>Functional mobility (B)</p> Signup and view all the answers

<p>Base salary (D)</p> Signup and view all the answers

<p>Internal salary equity (B)</p> Signup and view all the answers

<p>External salary equity (B)</p> Signup and view all the answers

<p>Non-financial remuneration (B)</p> Signup and view all the answers

<p>Job evaluation to determine internal equity (C)</p> Signup and view all the answers

<p>Commission-based (B)</p> Signup and view all the answers

Legal disputes arising from non-payment, dismissals, fines, breach of contracts, harassment, trade union issues, or strikes.

A specialized legal system in Spain that handles labor disputes.

The highest court in Spain that reviews appeals of decisions from the Social Labor Courts (SLC).

A court that resolves collective disputes on a national level or for multiple regions.

A court that reviews appeals of decisions from the National High Court and other Superior Courts.

A government agency charged with enforcing labor laws and ensuring fair working conditions.

A set of principles and guidelines that define the rights and obligations of employers and employees in Spain.

Time worked beyond the regular workday, according to the company's rules. It can be voluntary, compulsory, or due to emergencies.

Work situations that require employees to fill the same role at different times, covering shifts across days or weeks.

Overtime required to address emergencies, preventing accidents or making urgent repairs. This type of overtime isn't optional, but enforced because of unforeseen events.

Legal minimum wage established by the government annually, based on economic factors and the cost of living.

The total compensation received by workers, which includes both cash and non-cash benefits.

The length of paid vacation time employees are entitled to, typically a minimum of 30 calendar days.

The period when workers are legally allowed to take time off from work, granted annually and paid, but not to be compensated in cash.

Non-cash benefits, such as housing or meals, can be provided as part of a worker's salary, but they cannot exceed 30% of the total salary.

A specific group of workers, such as minors or night workers, are not allowed to work overtime according to labor regulations.

A legally recognized right for an employee to be considered for a similar or identical job opening within the company after a leave of absence. This right is not absolute and is usually subject to company policies and collective bargaining agreements. It is important to document the leave in writing and follow proper procedures for reinstatement.

A period of time when an employee is temporarily absent from work, with permission from the employer. This type of absence can occur for various reasons, such as personal or family matters, medical reasons, or studies. The duration and conditions for leave of absence are usually outlined in collective bargaining agreements or company policies.

The process of returning to work after a leave of absence, provided there is a suitable job opening. The employer must consider the employee for reinstatement, but they are not obligated to provide the same position if it no longer exists. If the company denies reinstatement, it can lead to legal consequences, such as unfair dismissal claims.

A leave of absence specifically designed for parents to care for their newborn, adopted, or fostered children. It is available to both parents and can be taken concurrently or consecutively. The duration is typically limited until the child reaches the age of three.

The time spent on a leave of absence is not factored into an employee's seniority or pension benefits. While the employee's position is usually preserved, they do not accumulate seniority during the leave period, and their pension contributions are suspended.

A legal protection for workers' salaries, prioritizing them over other debts. If a company cannot pay salaries, the employer has the right to seize business assets (e.g., a car dealer's cars) to cover the unpaid wages.

The minimum wage, compensation equivalent to the minimum wage, and work tools are protected and cannot be seized. The Wage Guarantee Fund (FOGASA) protects workers against unpaid wages.

A government-backed organization that guarantees workers receive their wages. It acts as a safety net if a company fails to pay its employees.

Changes in job tasks during an employment contract, which can be either temporary or permanent.

Changes that involve moving within the same professional field, not requiring specific justification.

A system of principles and practices that aim to establish and maintain a fair and equitable salary structure. It helps businesses ensure their pay policies are aligned with internal and external factors.

Equal pay for the same work or work of equal value within an organization.

Changes that move employees to a different professional group, requiring technical or organizational reasons.

Legal limits on task changes, based on professional groups and qualifications.

Alignment of salaries with prevailing market rates for similar positions.

The legal system defines aspects of the worker-employer relationship, including tasks, compensation, and work conditions.

Compensation based on individual performance, recognizing and rewarding achieved results.

These rights refer to skills and qualifications required for specific jobs.

The method used to set salaries, often based on job requirements, skills, or performance.

Direct financial compensation, including a fixed salary (base) and variable components (e.g., bonuses).

The employer's right to modify tasks within the bounds of the employment contract.

The employer must inform workers' representatives about any significant task changes. This implies a collective bargaining dimension.

Non-monetary benefits provided to workers, such as company cars, health insurance, or paid time off.

The changes must respect the employee's dignity and avoid unreasonable demands.

Changes must be made in good faith and not violate contractual agreements or ethical principles.