or the interests of an employee. There is no limit as to how many times a fixed-term
employment contract may be concluded between the same parties. However, if the term
of the regular employment contract expires and the employee continues to work for the
company without any objections of the employer, then such contract is
considered renewed for an indefinite period of time. Also an employment contract
concluded for a period of completing a specific task is typically concluded with
temporary/seasonal employees.
However, views are divided on the issue of non-standard forms of employment.
But this is especially true that working permanently at night or working shifts, as well
as working more than 40 hours a week, affects health and sleep habits in a negative
way. In addition to these negative impacts on one’s health, deviances from the standard
working day may exert extra pressure on the organisation of one’s social life, including
family, friends but also household duties.
Establishments with unusual working hours encountered problems with sickness
and absenteeism more frequently than companies with no such working hours, or only
a small incidence of unusual working hours. Moreover, it appears that any use of
unusual working hours – even where the number of employees concerned is small –
increases the probability that managers report more sickness problems. According to
manager assessment, the situation appears to be worse in establishments that have night
work and changing working hours – for both incidences, data indicate that the
likelihood of encountering difficulties with sickness and absenteeism is 1.6 times
greater than in establishments that do not observe such hours. As for the incidence of
weekend work, data show similar results for both the cases of Saturday and Sunday
work. Here, the likelihood of sickness and absenteeism problems is still 1.3 times
greater compared to establishments that do not require staff to work on the weekend
[11].
Work under non-standard forms of employment contracts can affect employees
in a variety of ways. Empirical evidence suggests that de facto earnings of workers in
non-standard forms of employment may differ from those of regular workers. Workers
employed under non-standard forms of employment contracts frequently have
inadequate employment-based social security coverage, either because they are
explicitly excluded from receiving coverage by law or because their short tenure, short
contribution periods or low earnings may limit access to such entitlements. Although
they are faced with many of the same risks as other workers, because multiple parties
are involved, with the contracting agency paying the wages but the user firm giving the
instructions, there is greater potential for accidents, even if responsibility for safety and
health at the workplace lies with the user firm. Workers in non-standard forms of
employment may experience difficulty in joining trade unions or in being covered by
collective bargaining agreements [12].
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