合同范本之美国劳动合同

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_________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。

3.下列任何一条均构成合同终止理由：ａ．乙方次无故旷工和（或）次无故上班迟到；ｂ．乙方行为疏忽鲁莽，或不完成任务；ｃ．在美国特拉华州犯下重罪或两项或两项以上轻罪；ｄ. 乙方放弃工作职责；ｅ．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；ｆ．在物质或其他方面受到特别虐待；ｇ．无故拖延支付乙方的工资；ｈ．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 employees 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 unions 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 statesoo????? 6.1 laws restricting unions 6.2 california 7 enforcement of rights 8 see also 9 notes 10 references 11 external linksmain articles: history of labor law in the united states andlabor history of the united statesa man building the frame of theempire state building at the start of the great 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 necessarily 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 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 aminimum wage for women and children in dc was unconstitutionalin 1941, executive order 8802 (or the fair employment act) became 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] thefamily and medical leave act of1993,[4] and numerous state laws with additional protections. the fair labor standards act[5]regulates 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 are 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 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 employers with 15 or more employees), and the litigation strategy of the plaintiff.contract of employment[edit]see also: united states contract lawscope of protection[edit] ??????? dunlop commission on the future of worker-management relations: final report (1994) recommended a unified definition of an employee under all labor laws inequality of bargaining power united states v. silk, 331 u.s. 704 (1947) nlrb v. hearst pubs, inc 322 u.s. 111 (1944) an employee under the national labor relations act nationwide mut. ins. co. v. darden, 503 u.s. 318 (1992) employee under erisa clackamas gastroenterology assocs. v. wells, 538 u.s. 440 (2003) employee definition under the americans with disabilities act lemmerman v. a.t. williams oil co., 350 s.e.2d 83 (1986) under the northcarolina workers compensation act an eight year old boy was considered anemployee, 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 factory, 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 so could notwages regulation[edit]main 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 act[7] of 1938 (flsa) establishes minimum wage and overtime 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 itself 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 provide 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 theiremployees. the federal government, along with many state governments, likewise require employers 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 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.? 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) and11(c).? skidmore v. swift co., 323 u.s. 134 (1944) the department of laborsrecommendations 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 professional 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 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 consistent with thetenth amendment to extend the acts protection to public transport employees.pensions[edit]main article: pensions in the united statesthe employee retirement income security act[8] establishes standards for the funding and operation of pension and health care plans provided by employers to their 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 from 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 safety[edit]main 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。