Types of employment contracts and their content

Before proceeding to the question - types of labor contracts - it is necessary to understand what the labor contract itself is.
The labor contract means the basic legal form by which the principle of labor freedom, prescribed in the constitution, is realized. Because of the opportunity to work, citizens can provide not only their material well-being, but also spiritual development.
Freedom of labor is the right of every citizen to dispose of his work either alone, as an entrepreneur, or through a conclusion with the employer
Contractual relations.

Such documents must be concluded between the employer and the employee only in writing and in duplicate. At the same time, not only organizations (legal entities) can act as employers, but also individual entrepreneurs (IPs) or other individuals to meet their needs.
Types of employment contracts, depending on the validity period: unlimited, i.e. Concluded for an indefinite period of time, and a fixed-term employment contract:
• a prisoner for a certain period of time (up to 5 years);
• a prisoner for a specific time for the performance of certain jobs.
In practice, not infrequently a "labor agreement" is concluded. In the Russian legislation such concept as "the labor agreement" is absent. The substitution of an employment contract by such agreements is the deliberate infringement of the rights of the worker.

Let us dwell in more detail on what is concluded under the notion of a fixed-term labor contract.
As a rule, the labor contract of an individual entrepreneur with an employee tries not to conclude for a long period, so that if necessary, quickly get rid of the objectionable employee, which is a deliberate violation of the Labor Code of the Russian Federation. Therefore, a fixed-term employment contract can not be signed legally without sufficient grounds. The prosecutor's office and state labor inspectors pay special attention to such a violation with the ensuing consequences. Such contracts are applicable if it is necessary to replace temporarily absent employees or for the time necessary to perform a specific work that is not permanent, such as seasonality. At what, at the end of the term of the contractual terms, the employee must be dismissed, and in the future can be recruited under the new contract.
In order to avoid unforeseen consequences in the employment contract concluded for a certain period, if possible, do not indicate the exact dates of its action, but use the following formulations: "for the period of illness ...", "before putting the facility into operation ...", "for a while Holidays ... ", etc.

Urgent types of labor contracts concluded for an unlimited period of time, for example, before signing an act of work performed, require the execution of an act of acceptance and delivery of work that was performed by an employee under such an agreement. Such an act is a confirmation of the completion of work and is the basis for calculating the payment for the work performed.
All types of employment contracts require mandatory written registration. At the same time, the labor contract of an employee with a legal entity and an employment contract with a worker is obligatory, in accordance with the Labor Code of the Russian Federation, art. 57 should contain complete data on each party concluding the contract and a number of material conditions, such as:
1) place of work;
2) the specific date of commencement of work;
3) the name of the specialty, position, profession;
4) the duties and rights of both the employee and the employer;
5) conditions and mode of work;
7) payment of labor.
In addition to those listed in the employment contract, there may well be other conditions, for example, about the probation period, the non-disclosure of secrecy, the obligation to work out the period after the training, if the employer financed training, as well as other conditions.
Certain changes may be made to the conditions, but only by agreement of the parties, and only in writing.