Puerto Rico At-Will Employment Statements for Employee Signature
Description
How to fill out At-Will Employment Statements For Employee Signature?
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FAQ
According to Puerto Rico Act Number 379 of (Law No 379), which covers non-exempt (hourly) employees, eight hours of work constitutes a regular working day in Puerto Rico and 40 hours of work constitutes a workweek. Working hours exceeding these minimums must be compensated as overtime.
A statement is something that you say or write which gives information in a formal or definite way.
The principal statement must include at least: the employer's name. the employee's or worker's name, job title or a description of work and start date. how much and how often an employee or worker will get paid.
4 of 26 January 2017 (the Labor Transformation and Flexibility Act (Law No. 4)), requires that termination be for 'just cause' (or the payment of a statutory severance). A termination is for 'just cause' if it is not motivated by legally prohibited reasons or the product of the employer's caprice.
This is known as the 'principal statement' and must include.your name and your employer's name.your job title or a brief job description.the date when your employment began.your pay rate and when you will be paid.your hours of work.your holiday entitlement.More items...
The exception is that an employer cannot terminate an employee for a reason prohibited by law. Wrongful termination is really a misnomer, as it is not illegal to terminate an at-will employee for a wrongful, unfair or unproven reason.
Employment law in Puerto Rico is covered both by U.S. labor law and Puerto Rico's Constitution, which affirms the right of employees to choose their occupation, to have a reasonable minimum salary, a regular workday not exceeding eight hours, and to receive overtime compensation for work beyond eight hours.
The three major common law exceptions are public policy, implied contract, and implied covenant of good faith.
Puerto Rico is not an 'employment at will' jurisdiction. Thus, an indefinite-term employee discharged without just cause is entitled to receive a statutory discharge indemnity (or severance payment) based on the length of service and a statutory formula.
Your employment with employer name is at will. This means your employment is for an indefinite period of time and it is subject to termination by you or employer name, with or without cause, with or without notice, and at any time.
