合同范本之美国劳动合同

1、美国劳动合同【篇一：美国劳动合同书】劳动合同书甲方：法定代表人：职务:电话:地址：乙方：国籍 : 电话 : 户籍所在地：身份证号码 : 护照号码：通讯地址：甲方与乙方经过平等协商，就劳务事项达成如下协议：第一部分一、劳动地点乙方同意为甲方在美国特拉华州提供劳务。二、劳动时间劳动合同时间自年 月日始，至年 月 日止。三、关于劳动内容1、2、3、4、四、劳动报酬及其支付时间和方式1、乙方试用期的工资为：美元 ，试用期为年月日始，至年 月 日止2、乙方的基本工资为_ 美元。3基本工资以月计算，凡不满一个月的按日计算；4工资应于 _ （时间）支付。5、支付方式为：（现金支付或转账支付）。五、工作时间及

2、加班1乙方的工作时间为每月_ 天，每周 _ 天，每天_ 小时，每天工作时间为早上_ 至 _ ；下午_ 至_ 。2每周休假 _ 天，具体休假日期可由双方安排。3由于用人单位其他正常原因需要临时改变加班约定的，经双方协商可以临时调整工作内容和加班时间。4甲方按下列标准支付加班工资：（ 1）平时加班工资为基本工资的。（ 2）平时夜加班（ 22 点至次日晨 5 点）以及休假日加班，工资为基本工的 。（ 3）节日加班工资为基本工资的。（4）上述加班工资和基本工资同时支付，支付日期为_ 。六、节日和休假1乙方有权享有劳动地所在国的法定节日。2乙方劳动地所在国的节假日应享受合同全部工资。七、税金乙方人员应在

3、 _ 交纳的一切税金由乙方负担。八、社会保险1、乙方在合同有效期内的人身保险，由乙方自行办理。2、甲方同意支付乙方每月_ 元的人身保险费。九、工伤及医疗费用乙方在发生工伤，甲方只承担其医疗费用。十、其他相关约定1、甲方不提供住宿、交通、伙食。2、乙方应保证身体健康、能胜任甲方安排的工作。3、乙方及其人员在执行本合同期间对于工作内容及一切资料应对第三者保守秘密。乙方违反上述保密义务的，应承担相应的违约责任并赔偿由此造成的损失。十一、终止合同：本合同可根据下列规定终止：1无故：由乙方提前天以书面通知甲方；2. 因故：因出现各方面原因，甲方力图调解争议失败后，由一方当事人提前天以书面通知另一方当事人

4、。3. 下列任何一条均构成合同终止理由：乙方 次无故旷工和（或） 次无故上班迟到；乙方行为疏忽鲁莽，或不完成任务；在 美国特拉华州犯下重罪或两项或两项以上轻罪； . 乙方放弃工作职责；不称职或在资格、技术、身体和精神方面与所填报情况不符，无法履行甲方定的职责；在物质或其他方面受到特别虐待；无故拖延支付乙方的工资；违犯本合同任何一项规定；第二部分一、争议的解决及法律的适用合同双方应当全面、实际履行合同，不履行或不完全履行合同的应承担违约责任，按照中华人民共和国合同法、中华人民共和国劳动合同法等有关法律规定处理。1在执行合同中，如双方发生争议时，双方同意通过友好协商解决。如协商无效，可提交深圳市罗

5、湖区劳动仲裁委员会仲裁。2仲裁的裁定为终局裁决，对双方都有约束力，仲裁费由败诉方负担或由仲裁机构裁定。3、在履行合同中，如双方发生争议提起仲裁及对仲裁不服提起诉讼的，所适用的法律均应为中华人民共和国的法律。二、合同的修改和补充根据需要经双方协商，可以对本合同进行修改或补充，修改或补充的条款以书面形式经双方签字后，即成为本合同的组成部分，与本合同具有同等效力。三、合同解释1本合同的理解与解释应依据合同目的和文本原义进行，本合同的标题仅是为了阅读方便而设，不应影响本合同的解释。2双方对本合同任何条款均不存在异议。四、其他相关条款1、本合同未尽事宜，双方可友好协商补充，经双方同意的补充条款应为本合同

6、的组成部分。2、本合同自双方签字之日起生效失效。3、本合同用中、英文写成，中英文具有同等法律效力，合同一式_ 份，由_ _ 各执一份。甲方（盖章）： _ _乙方： _ _代表人（签字）：_签订地点： _ 签订地点： _签订时间： _签订时间： _【篇二：美国劳动法】united states labor lawlocalgovernments, where workers derive their rights from state law.federal and statethat would bar employers from discriminating against employe

7、es to prevent them from contents ?oooooooo?oooo?oooo?ooo? 1 history 2 contract and rights at work 2.1 contract of employment 2.2 scope of protection 2.3 wages regulation 2.4 pensions 2.5 health and safety 2.6 child care rights 2.7 income tax 2.8 civil liberties 3 workplace participation 3.1 trade un

8、ions 3.2 right to organize 3.3 collective bargaining 3.4 collective action 4 equality and discrimination 4.1 civil rights 4.2 justifications 4.3 affirmative action 4.4 free movement and immigration 5 job security 5.1 dismissal protections 5.2 redundancies 5.3 unemployment 6 labor law in individual s

9、tateso o? 6.1 laws restricting unions 6.2 california 7 enforcement of rights 8 see also 9 notes 10 references 11 external links main articles: history of labor law in the united states and labor history of the united statesa man building the frame of theempire state building at the start of the grea

10、t depression in 1930. 2? indentured servant commonwealth v. pullis (1806), establishing that unions were criminal conspiracies in the philadelphia mayors court commonwealth v. hunt (1842), disapproving pullis in the massachusetts supreme judicial court, and establishing that unions were not necessar

11、ily criminal vegelahn v. guntner, 167 mass. 92 (1896) sherman antitrust act lochner v. new york, 198 us 45 (1905) loewe v. lawlor 208 u.s. 274 (1908) or the danbury hatters case adair v. united states, 208 u.s. 161 (1908) upholding yellow dog contracts,banned by the erdman act of 1898 section 10 on

12、the railroads, until reversed by the norris-laguardia act? commission on industrial relations (1915) adkins v. childrens hospital, 261 u.s. 525 (1923) supreme court held a minimum wage for women and children in dc was unconstitutionalin 1941, executive order 8802 (or the fair employment act) became

13、the first law to prohibit racial discrimination, although it only applied to the national defense industry. later laws include title vii of the civil rights act of 1964 (and amendments), title i of the americans with disabilities act of 1990,3 the family and medical leave act of1993,4 and numerous s

14、tate laws with additional protections.the fair labor standards act5regulates minimum wages and overtime pay for certain employees who work more than 40 hours in a work week. while working an employee must work a minimum of two hours in a day. cases ofemployment discrimination in the united states ar

15、e most often subject to the jurisdiction of the equal employment opportunity commission, the federal commission responsible for the enforcement of the anti-discrimination laws. once a case has been filed with the eeoc or similar state agencies with concurrent jurisdiction, employees have a right to

16、remove the case to the courts with the permission of the agency, or in some instances, after the expiration of a set time period. employment law cases are heard in state orfederal courts, depending upon the issue, the size of the employer (the civil rights act of 1964,6 for example, applies only to

17、employers with 15 or more employees), and the litigation strategy of the plaintiff. contract of employmenteditsee also: united states contract lawscope of protectionedit ? dunlop commission on the future of worker-managementcarolina workers compensation act an eight year old boy was considered anemp

18、loyee, although employing children under the age of 8 was unlawful.? castillo v. case farms of ohio, 96 f supp. 2d 578 (1999) that an employer whoused an employment agency called american temp corps, was responsible for the way that hired migrant farm workers in texas to work in an ohio chicken fact

19、ory, being packed into sub-human transport and living conditions in violation of the migrant and seasonal agricultural workers protection act 1983? christopher v. smithkline beecham corp., 567 u.s. _ (2012)5 to 4, a travellingsalesman of four years for gsk was classified as an outside salesman, and

20、so could notwages regulationeditmain articles: fair labor standards act and minimum wage in the united statesa graph of the changes in the federal minimum wage rate. light blue is the real wage and dark blue the nominal wagethe fair labor standards act7 of 1938 (flsa) establishes minimum wage and ov

21、ertime rights for most private sector workers, with a number of exemptions and exceptions. congress amended the act in 1974 to cover governmental employees, leading to a series of united states supreme court decisions in which the court first held that the law was unconstitutional, then reversed its

22、elf to permit the flsa to cover governmentalemployees.the flsa does not preempt state and local governments from providing greater protections under their own laws. a number of states have enacted higher minimumwages and extended their laws to cover workers who are excluded under the flsa or to prov

23、ide rights that federal law ignores.local governments have also adopted a number of living wage laws that require those employers that contract with them to pay higher minimum wages and benefits to their employees. the federal government, along with many state governments, likewise require employers

24、 to pay the prevailing wage, which typically reflects the standards established byunions collective bargaining agreements in the area, to workers on public works projects. ? tennessee coal, iron railroad co. v. muscoda local no. 123, 321 u.s. 590 (1944) travel to work, once underground, was working

25、time under the flsa. jewell ridge coal corp. v. united mine workers of america, 325 u.s. 161 (1945)time traveling to work through the coal mine did count as working because it (1)required physical and mental exertion that was (2) controlled and required by the employer (3) for the employers benefit.

26、? anderson v. mt. clemens pottery co., 328 u.s. 680 (1946) 5 to 2, that preparatoryactivities at work for the employers benefit (such as setting up at ones work station) count as working time for flsa 7(a) and 11(c).? skidmore v. swift co., 323 u.s. 134 (1944) the department of laborsrecommendations

27、 over what counted as overtime would be given a level of deference commensurate to its persuasiveness, the thoroughness of investigation, itsconsistency, and the validity of its reasoning. ? auer v. robbins, 519 u.s. 452 (1997) police sergeants and lieutenants wereclassed as executives or profession

28、al employees, and therefore could not claim overtime pay under the flsa.? christensen v. harris county, 529 u.s. 576 (2000) an employer could requirepolice employees to use up their comp time before claiming extra overtime pay. the department of labors recommendation that this violated the flsa was

29、not binding. ? national league of cities v. usery, 426 u.s. 833 (1976) 5 to 4 decision that the flsa could not be extended to state government employees, reversed by garcia. garcia v. san antonio metropolitan transit authority, 469 u.s. 528 (1985) 5 to 4, there was authority under the flsa consisten

30、t with thetenth amendment to extend the acts protection to public transport employees.pensionseditmain article: pensions in the united statesthe employee retirement income security act8 establishes standards for the funding and operation of pension and health care plans provided by employers to thei

31、r employees. the erisa preempts most state legislation that attempts to regulate how such plans are administered and, to a great extent, what types of health care coverage they provide. erisa also preempts state law claims that an employer discriminated against employees in order to prevent them fro

32、m obtaining the benefits they would have earned otherwise or to retaliate against them for asserting their rights.? internal revenue code 401(k) taft-hartley plan employee retirement income security act of 1974 pension benefit guaranty corporation voluntary employee beneficiary associationhealth and

33、 safetyeditmain article: occupational safety and health act 1970【篇三：美国合同法】美国合同法合同的定义在美国法律研究所的第二次合同法的重述时，合同被定义为一个承诺或一组对法律的违反承诺给予补偿 ,以某种方式或性能的法律承认责任。合同也是一个协议体现各方的互相同意。达到互相同意当一方提供给另一方 ,另一方接受它。这是通常被称为双方意见一致。口头合同是有效的在许多情况下 ,除了某些法律规定的必须写作。 合同的基本元素有一些基本元素为一个有效的合同 能力 ,互相同意的考虑等等。首先 ,双方订立合同时必须有法律能力。一般来说 ,如果一方

34、不能完全理解他的权利和自然 ,目的和法律影响的合同 ,他将不会有能力合同。这些人通常涉及未成年人 ,这是 18 岁以下的人在大多数州的法律 ,美国精神低能 ,醉酒者和吸毒者。然而 ,涉及未成年人的合同是没有空隙但可撤销的 ;它可以证实或推翻了他的监护人是基于正义和还可以最大限度地保护的安全事务。与此同时 ,合法权利来处理合同的对象是必要的 ,或者也可撤销的合同。如果没有互相同意,没有有效合同。通常互相同意了提供和接受。根据合同法 2 日重申 , “要约的表现意图是不能随意绑定由另一方接受。 ” 为一个有效的报价 ,应该涉及一些具体条款 ,受要约人可以只是说 “我接受 ”。例如 ,如果写的人 ,

35、我想要卖掉我的房子 ,这不是一个报价 ,因为我没有提到价格 ,房子的建设面积等等。它仅仅是一个要约邀请。重要的是要区分要约和要约邀请的区别。报价通常是发送到某些人 ,包括具体条款 ,但是邀请治疗通常是向不确定的人 ,比如一个广告在报纸。接受也有一些要求。如果受要约人改变提供并将其发送给要约人 ,它不会接受任何更多 ,它被称为还盘 ,这意味着一个新的报价。同时考虑在合同中必须存在。考虑的教义要求承诺他的契约者收到好处。的好处可以不同的形式 ,如钱 ,商品 ,或承诺做某事或不做某事 , 考虑是足够的 ,但不一定是足够的 ,各方之间交换的价值。只要考虑向要约人有足够的价值 ,那么这被认为是足够的考虑。 合同法的来源大多数在美国合同法判例法。尽管合同法在一些特殊领域如劳动法律和保险法律编纂 ,甚至在这些领域适用的法律原则的主要来源是在法院的书面意见。欺诈的法律是一个集体名词描述呈现的各种法定条款无法执行某些类型的合同 ,除非他们被写证明。统一商业代码也支配财产租赁等合同,金融交易 ,商品等等。但真正的销售服务和产权不受它。在 ucc 的第一 ,它定义了 “商品 ”,这意味着所有事情 (包括特殊制成品 )活动时识别合同以外的销售价格支付的钱 ,投资证券 (第八条 ),并在行动。 “好”还包括未出生的年轻