ON THE ATYPICAL FEATURES OF EMPLOYMENT UNDER THE CONTRACT «MINIMUM-MAХIMUM»

Abstract

Problem setting. For a long time the predominant form of citizen involvement to work remained the «classic» contract of employment, the definition of which is available in article 21 of the Labor Code of Ukraine. However, socio-economic changes that happened in our society have caused the introduction of innovative approaches involving labor: there were various forms of atypical employment. Nowadays the need arises to enhance scientific research related to the definition of the legal sphere and content of non-standard employment contracts and their impact on the status of the employee and the employer. Analysis of resent researches and publications. Such lawers as: V. Venediktov, N. Vishnevskaya, S. Golovina, I. Kiselev, A. Lushnikov, M. Lushnikova, D. Morozov, O. Motsna, N. Nikitina, A. Protsevskyі, A. Rymkevych, V. A. Soifer, O. Yaroshenko paid attention to the issue of legal regulation of atypical employment. Work on call has been the subject of dissertation research of foreign experts M. Shabanovа and O. Korkina. The comprehensive study of O. Prylypko, devoted to the problems of non-standard employment contracts has appeared in Ukraine recently. Target of research. When writing the article, the author aims to analyze the research of scientists on the specifics of the work on call, identify the characteristics of relations arising in the contract «minimum-maximum» and to draw conclusions on the need to enhance scientific research by forming the proper theoretical and regulatory framework in Ukraine. So, today the least studied in the domestic science is the agreement that mediates a job on call. It should be mentioned that in the Ukrainian legislation the definition and characteristics of such contracts are absent, although in practice such work is getting rapid spread among lawyers, auditors, insurance agents, designers, guides etc. Article’s main body. Thus, the contract «minimum-maximum» is a special kind of the employment contract. According to this contract the employer gets the right if necessary to involve an employee to work. In this case, the employee has no right to refuse to do the work. The feature of the treaty is to establish peculiar mode of work, according to which set the minimum and maximum length of time that an employee must work by agreement of the parties. In case if the employee has worked less than the minimum or was not involved the employer to perform work, the latter is paid a compensation (usually in the amount of payment for the minimum duration of working hours).
In our opinion, the contract «minimum-maximum» can be considered as an alternative to unemployment, a step towards getting regular work, the means of accumulation of primary professional experience, increase seniority or as an additional source of income.
Foregoing puts to domestic science of labor law and a legislator objectives of searching and forming the proper regulatory framework. Conclusions and prospects for the development. However, there are some problems that have adequate elucidation, namely the question of the nature of work on call features and relationships that arise at the conclusion of the contracts «minimum-maximum».