合同范本之美國勞動合同

1、美國勞動合同【篇一：美國勞動合同書】勞動合同書甲方：法定代表人：職務(wù):電話:地址：乙方：國籍 : 電話 : 戶籍所在地：身份證號碼 : 護(hù)照號碼：通訊地址：甲方與乙方經(jīng)過平等協(xié)商，就勞務(wù)事項(xiàng)達(dá)成如下協(xié)議：第一部分一、勞動地點(diǎn)乙方同意為甲方在美國特拉華州提供勞務(wù)。二、勞動時間勞動合同時間自年 月日始，至年 月 日止。三、關(guān)于勞動內(nèi)容1、2、3、4、四、勞動報酬及其支付時間和方式1、乙方試用期的工資為：美元 ，試用期為年月日始，至年 月 日止2、乙方的基本工資為_ 美元。3基本工資以月計算，凡不滿一個月的按日計算；4工資應(yīng)于 _ （時間）支付。5、支付方式為：（現(xiàn)金支付或轉(zhuǎn)賬支付）。五、工作時間及

2、加班1乙方的工作時間為每月_ 天，每周 _ 天，每天_ 小時，每天工作時間為早上_ 至 _ ；下午_ 至_ 。2每周休假 _ 天，具體休假日期可由雙方安排。3由于用人單位其他正常原因需要臨時改變加班約定的，經(jīng)雙方協(xié)商可以臨時調(diào)整工作內(nèi)容和加班時間。4甲方按下列標(biāo)準(zhǔn)支付加班工資：（ 1）平時加班工資為基本工資的。（ 2）平時夜加班（ 22 點(diǎn)至次日晨 5 點(diǎn)）以及休假日加班，工資為基本工的 。（ 3）節(jié)日加班工資為基本工資的。（4）上述加班工資和基本工資同時支付，支付日期為_ 。六、節(jié)日和休假1乙方有權(quán)享有勞動地所在國的法定節(jié)日。2乙方勞動地所在國的節(jié)假日應(yīng)享受合同全部工資。七、稅金乙方人員應(yīng)在

3、 _ 交納的一切稅金由乙方負(fù)擔(dān)。八、社會保險1、乙方在合同有效期內(nèi)的人身保險，由乙方自行辦理。2、甲方同意支付乙方每月_ 元的人身保險費(fèi)。九、工傷及醫(yī)療費(fèi)用乙方在發(fā)生工傷，甲方只承擔(dān)其醫(yī)療費(fèi)用。十、其他相關(guān)約定1、甲方不提供住宿、交通、伙食。2、乙方應(yīng)保證身體健康、能勝任甲方安排的工作。3、乙方及其人員在執(zhí)行本合同期間對于工作內(nèi)容及一切資料應(yīng)對第三者保守秘密。乙方違反上述保密義務(wù)的，應(yīng)承擔(dān)相應(yīng)的違約責(zé)任并賠償由此造成的損失。十一、終止合同：本合同可根據(jù)下列規(guī)定終止：1無故：由乙方提前天以書面通知甲方；2. 因故：因出現(xiàn)各方面原因，甲方力圖調(diào)解爭議失敗后，由一方當(dāng)事人提前天以書面通知另一方當(dāng)事人

4、。3. 下列任何一條均構(gòu)成合同終止理由：乙方 次無故曠工和（或） 次無故上班遲到；乙方行為疏忽魯莽，或不完成任務(wù)；在 美國特拉華州犯下重罪或兩項(xiàng)或兩項(xiàng)以上輕罪； . 乙方放棄工作職責(zé)；不稱職或在資格、技術(shù)、身體和精神方面與所填報情況不符，無法履行甲方定的職責(zé)；在物質(zhì)或其他方面受到特別虐待；無故拖延支付乙方的工資；違犯本合同任何一項(xiàng)規(guī)定；第二部分一、爭議的解決及法律的適用合同雙方應(yīng)當(dāng)全面、實(shí)際履行合同，不履行或不完全履行合同的應(yīng)承擔(dān)違約責(zé)任，按照中華人民共和國合同法、中華人民共和國勞動合同法等有關(guān)法律規(guī)定處理。1在執(zhí)行合同中，如雙方發(fā)生爭議時，雙方同意通過友好協(xié)商解決。如協(xié)商無效，可提交深圳市羅

5、湖區(qū)勞動仲裁委員會仲裁。2仲裁的裁定為終局裁決，對雙方都有約束力，仲裁費(fèi)由敗訴方負(fù)擔(dān)或由仲裁機(jī)構(gòu)裁定。3、在履行合同中，如雙方發(fā)生爭議提起仲裁及對仲裁不服提起訴訟的，所適用的法律均應(yīng)為中華人民共和國的法律。二、合同的修改和補(bǔ)充根據(jù)需要經(jīng)雙方協(xié)商，可以對本合同進(jìn)行修改或補(bǔ)充，修改或補(bǔ)充的條款以書面形式經(jīng)雙方簽字后，即成為本合同的組成部分，與本合同具有同等效力。三、合同解釋1本合同的理解與解釋應(yīng)依據(jù)合同目的和文本原義進(jìn)行，本合同的標(biāo)題僅是為了閱讀方便而設(shè)，不應(yīng)影響本合同的解釋。2雙方對本合同任何條款均不存在異議。四、其他相關(guān)條款1、本合同未盡事宜，雙方可友好協(xié)商補(bǔ)充，經(jīng)雙方同意的補(bǔ)充條款應(yīng)為本合同

6、的組成部分。2、本合同自雙方簽字之日起生效失效。3、本合同用中、英文寫成，中英文具有同等法律效力，合同一式_ 份，由_ _ 各執(zhí)一份。甲方（蓋章）： _ _乙方： _ _代表人（簽字）：_簽訂地點(diǎn)： _ 簽訂地點(diǎn)： _簽訂時間： _簽訂時間： _【篇二：美國勞動法】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：美國合同法】美國合同法合同的定義在美國法律研究所的第二次合同法的重述時，合同被定義為一個承諾或一組對法律的違反承諾給予補(bǔ)償 ,以某種方式或性能的法律承認(rèn)責(zé)任。合同也是一個協(xié)議體現(xiàn)各方的互相同意。達(dá)到互相同意當(dāng)一方提供給另一方 ,另一方接受它。這是通常被稱為雙方意見一致。口頭合同是有效的在許多情況下 ,除了某些法律規(guī)定的必須寫作。 合同的基本元素有一些基本元素為一個有效的合同 能力 ,互相同意的考慮等等。首先 ,雙方訂立合同時必須有法律能力。一般來說 ,如果一方

34、不能完全理解他的權(quán)利和自然 ,目的和法律影響的合同 ,他將不會有能力合同。這些人通常涉及未成年人 ,這是 18 歲以下的人在大多數(shù)州的法律 ,美國精神低能 ,醉酒者和吸毒者。然而 ,涉及未成年人的合同是沒有空隙但可撤銷的 ;它可以證實(shí)或推翻了他的監(jiān)護(hù)人是基于正義和還可以最大限度地保護(hù)的安全事務(wù)。與此同時 ,合法權(quán)利來處理合同的對象是必要的 ,或者也可撤銷的合同。如果沒有互相同意,沒有有效合同。通常互相同意了提供和接受。根據(jù)合同法 2 日重申 , “要約的表現(xiàn)意圖是不能隨意綁定由另一方接受。 ” 為一個有效的報價 ,應(yīng)該涉及一些具體條款 ,受要約人可以只是說 “我接受 ”。例如 ,如果寫的人 ,

35、我想要賣掉我的房子 ,這不是一個報價 ,因?yàn)槲覜]有提到價格 ,房子的建設(shè)面積等等。它僅僅是一個要約邀請。重要的是要區(qū)分要約和要約邀請的區(qū)別。報價通常是發(fā)送到某些人 ,包括具體條款 ,但是邀請治療通常是向不確定的人 ,比如一個廣告在報紙。接受也有一些要求。如果受要約人改變提供并將其發(fā)送給要約人 ,它不會接受任何更多 ,它被稱為還盤 ,這意味著一個新的報價。同時考慮在合同中必須存在?？紤]的教義要求承諾他的契約者收到好處。的好處可以不同的形式 ,如錢 ,商品 ,或承諾做某事或不做某事 , 考慮是足夠的 ,但不一定是足夠的 ,各方之間交換的價值。只要考慮向要約人有足夠的價值 ,那么這被認(rèn)為是足夠的考慮。 合同法的來源大多數(shù)在美國合同法判例法。盡管合同法在一些特殊領(lǐng)域如勞動法律和保險法律編纂 ,甚至在這些領(lǐng)域適用的法律原則的主要來源是在法院的書面意見。欺詐的法律是一個集體名詞描述呈現(xiàn)的各種法定條款無法執(zhí)行某些類型的合同 ,除非他們被寫證明。統(tǒng)一商業(yè)代碼也支配財產(chǎn)租賃等合同,金融交易 ,商品等等。但真正的銷售服務(wù)和產(chǎn)權(quán)不受它。在 ucc 的第一 ,它定義了 “商品 ”,這意味著所有事情 (包括特殊制成品 )活動時識別合同以外的銷售價格支付的錢 ,投資證券 (第八條 ),并在行動。 “好”還包括未出生的年輕