Xunta Temario Laboral - Tema 6

Human labor, which is productive, free, and performed for another.

Intelligent actions on the natural, cultural, or social world, using physical or mental effort.

Work that provides the resources needed to survive.

Work where the results belong to someone other than the worker.

Work where the worker voluntarily agrees to work for another, not forced.

Social entities with the authority to create laws.

The state and independent communities with power to create internal laws.

Work done by someone who owns and retains the results of their work.

A contract that creates a work relationship between employer and employee, but is heavily regulated by law.

A contract that creates a legal obligation between parties, but its terms are often dictated by external rules.

The freedom of parties to a contract to determine the terms of the agreement.

Rules imposed by law or collective bargaining that affect contracts, overriding the agreement of the parties.

Conditions in a contract that are worse than those in the law or collective agreements.

Contract clauses that violate legal or collective agreement requirements and are therefore considered invalid.

Both law and group agreements that dictate terms in employment contracts, limiting the freedom of the parties.

An employer who includes unfavorable terms in an employment contract can face sanctions, because it breaks legal and collective rules.

Laws made by the government, authorized by the parliament, having the same force as a law passed by parliament.

Government regulations created to develop/support a law's details.

A law created to combine/consolidate different laws previously passed.

Spanish law of 1994 allowing for updating laws concerning Labor Statues.

Spanish Statute of Workers' law from 1980.

Spanish legislative decree updating the Labor Statute (later revoked).

Certain legislative areas that cannot be delegated to the government.

Spanish law of 2014 delegating to the government the power to create several laws.

The reason or justification for a labor contract; payment for services.

A lawful and existing reason for a labor contract; payment for services.

A labor contract's cause, even if not explicitly stated, as presumed when services are provided for payment.

A labor contract's reason that violates the law or morality; e.g., unpaid work, or services against the law.

A fabricated reason for a labor contract, either hiding true nature of the employment, or appearing to be employment when it is not.

The individual who provides labor in exchange for agreed compensation.

The individual or entity who engages the worker and pays for the work.

The legal ability of individuals to enter into and comply with contracts (i.e., be responsible under a contract).

A person who voluntarily performs paid work under the direction and control of another person.

The ability to legally enter into a work contract. It's more than just general legal capacity; it requires specific qualifications.

The legal ability to enter into a work contract, based on age and other relevant factors from the Civil Code.

The minimum age a person needs to be to legally enter into a work contract.

A legal code that specifies laws related to individuals, contracts, and similar civil matters.

The age a person must reach to have full legal capacity, allowing them to enter into contracts freely.

A law that defines the scope of work contracts and which actions/activities are considered outside of an employment relationship.

The area within which the Statute of Workers (ET) applies, specifically outlining requirements for work contracts in various sectors.

Employees are entitled to timely payment of their agreed-upon or legally mandated wages.

Workers are obligated to fulfill their job responsibilities with diligence and good faith, following company rules.

The level of effort and output expected from an employee, often defined by contracts, collective agreements, or company regulations.

Employee belongings can only be searched if needed to protect company property or other workers, during work hours, at the workplace.

Employers can monitor employees to make sure they do their jobs properly, but this must respect worker dignity and abilities, especially for those with disabilities.

Salaries are due on a regular basis, and should be paid no later than one month after the period related to the salary.

Employees can pursue legal actions related to their employment contract.

Personal searches of workers, including their belongings, are limited to the protection of company and coworker property, and must always be done within the work environment and during working hours.