3 240 SL LSADSGOIEMBGOSA LSdOOWIBOW ANODE II LIITLTDELIGO GIGHED LIDSHHNNOL BOIM‘NLIS LAW REVIEW GEORGIAN-EUROPEAN POLICY AND LEGAL ADVICE CENTRE 6 Nel 2003 BBensgoKo By Qed amo eg0m JaMabgeerdg IDGBoqob ggem3geo0 BFRggger0 s03 b. Aob3sg8o Lorgwadgom yomeggank BygHgdo f92g0m doByGoIg0c00 dgPMa&Igqooo Babe Babgena 5m 6by96Ho6y gers geno Er gerenen® Fgrigs G2” DSR gEo_dgocan gob G063 dooeenIgnenn bamige@odgom byer3g5ym3s 3896 ByMidgbedgoen0 269 gpeneing Boge @sbbsEgqr0 dgmrggo6 gebSs630d9 doSorgmn Sadbgnb amsgdgeea Ons8966 godgenan9 oBacenbeytin Godbgnb ymtigd@mca 6 Honea doGangeon bodaringmab Indmbaregab bog@odgam gmenggos: Editor-in-Chief David Kereselidze EU Advisor of the Journal Maik S, Masbaum Members of the Editorial Board David Bazerashvili Zurab Bekaia Nino Chokheli Konstantin Korkelia Nicholas Rurua Tato Urjumeiashvili Vakhtang Zaalishvili Editorial Support Tamar Cherkezishvili Anna Loria Maka Machkhaneli Ketevan Vakhtangadze Proof-reader of Georgian text Tamar Gabelaia Proof-reader of English text John Wright Georgian Law Review Editorial Board: Lagotorggenm, oSnewabn 380077, ox. yo bBgaqb genre 42 42Al, Kazbegi Ave., 380077 Thilisi, Georgia Tel.: (995 32) 537 143, Fax: (995 32) 537138, E-mail: gir@geplac.orgJSHNILOY Loddeaneob anaMbos3s (90 6 N1 2003 THE GEORGIAN LAW REVIEW VOLUME 6 No.1 2003 adoPinyena bodstinegak dodebnengo" ofinb garEmdaggsia JmgroGogobs «gs bsBstorengs- Ringe bsgebgdak gotonge-ggmizgene bo gm6- byerdogors G9SG6eb (nRaSEr930") g92%Go~ eeyén gey®Goegn, erBgen.3 grdmaggds 1998 Gere 996. AnbnBnbsGns bsBsMoxob bog ooobbg> (potadn sMLgdrqena sbsera neg gdob, Gy5xg5G% pBnbo we grdmgoegdab Ajombggmnbagab gotastgbna, bagamaggmmde 3adyobseg bo tamgdsnge Gggmmdgdob byeAgBymbo- sdosess, gobbogqnMgdqunn AGadgbyroerdo aBodgds ggtmiqen gagdosionG boyoringgel eosbenegdob. 2.98930" Bon Bo 1997 Bgegh gghindeyeon ppsdafink ,Gsbabab! 34mgMsdnb qorigergdso, bodatinggeemdn gymBmangiyfin wo badscio- mngotiagn Riggesdgdol byedgBymBob dobGom, ngo bodemorggenmb 33crodg5hbs ws Iarog- Bmidob yBggh gmEb-yerSogosb 1996 Byegh absfoSanggennb ws agFiedger gogrinnnsByBgBbo 1g Snb 6996 bobgmBagengdl Inob wowa- Baer IG GGnereGenBabs eo nsGITIHmdeymBad Aghsbgd BgasGbdgdob gs6brsyageegdob ey begBagepbaymenare nxasereyo" grBo6beabs qaMimdyieno gagdorinb (yg3SmIgr@ab"} Anges JeingdGab Gndgabs%g gobsb sbmrgngergde 59%8sEanb gq6agyso os6dIGmImmdnb Lodmgoweengdo (Sab, 65726 gBmEn, ggA6N3. The Georgian Law Review (GLA) is a quarterly publication of the Georgian- European Policy and Legal Advice Centre {GEPLAC) since 1998. The GLR aims at promoting the current legal reforms in Georgia by sharing with readers the experience, trends and new ideas in various fields of law. A particular impor- tance is attached to the rapprochement between the European Union and Georgia. GEPLAC was established in 1997 in the framework of the EU Tacis Programme in order to support the economic and le- gal reforms in Georgia. It renders eco- nomic policy and legal advice to the Par- liament and the Government of Georgia to support the implementation of the Partnership and Co-operation Agree- ment between Georgia and the Europe- an Communities and their Member States concluded in 1996. GEPLAC is funded by the European Union (Europe- Aid); the current phase of the project is being implemented by Deutsche Gesell- schaft fdr Technische Zusammenarbeit (GTZ), 65726 Eschborn, Germany. Eo ckggry gran gtr Pop Bakase—e, wb see gs gsbdaesGaBBveeagOD aka es 94" Smrbregnal ges aff gbige gsGnbrexgdenegh GngmBg. gghrrerca seobanl ob Berb-ns Boeyngioge 96 Sabatbegds- The findings, conclusions and interpretations made in the journal are those of GEPLAC and should in no way be taken to reflect the policies or opinions of the European Commission or GTZ,bLomkI30 oRaSere gob" LoJdnasbmdo bagatinggeamls Beimanb yoneegghal Sima do co yrSSoByHyGn ggGedab enyBgdob Erienda LaBotioceals brgaghan dotinascen 3Koby630, mgmineg segndgogon/@agam sgMghgcody AGerdab yomgdbab Lergoee go abeagawgorgsyha HGorrals Imieng] ho. bodsrinegagn 896m96A98n aybgogoob Lododobaytionb Bayh TjSgdaggaqeyo jobmbImng4SgBob Godembaergo, gamtgn amandgGads «. Lasgngdo gosengegn bodmisemoden yeneggi|bob Sgf6nb ob jmMaoceo6, 8gboAiom® Body. oymorngenn Imaguagdo bodomoengaring badgenBngengddn, crore fob SgKFn0... 116 Labsdotioenn bgerabssqeegdos doymbSSeangger0 B84G% Bd Bob gd Bodob6 mea JooFNnBMGA wriminnnnecne 128 dBGob, Lobaababs wa Fgmagonb magoleggengdo omoseabnb yyengdoos ygMmIals gmBgpBigoobs mo bafosanggmenb joSmbdgqdcombob Inbysegam, BbbBo6 G09 yer jge00 ce 136 bo go6mGSqg3eqm Losbergba Bpers6bI,j80 bagatnggegm dongrimdobo «wo ad gGojah Bygrngdyjer AGaggeab Bmogtimndsh mdab magmogged beaghman wabsGdmIcmmdnb Igeobqd, bnben Rofiog sonnel - 170 2003 Beonb Sorigge ygaGQornio Snmgdigera dacinenscge Bmedshogero 9,930 178 Lobsdamagm 3MoJGnynb Andmbaeegs Bas gorendyergdab gomobeo gyMo~n yingymal: sgMbab Sgggmabob, Bourne 6jgderody + 184 Bueroge goerendajengdab IgbFaergdo ws badab yn sbgatiaToa Lomagdermdab gyregdo, Boi fimbgepo boaedbGa% ymGigdn gg@onrdemo gagtenasBg8nb babsdamacen, gobsoby embgndy . oo 212 218 AdKMVELO LIBIATIOL BNAMATSD 6/2003.1 eg Momagens egg %oGigMab Indenboeogs . Lobgrpddgg ogee Sab godgdo agmfigBaboagab 2Table of Contents GEPLAC Activities Draft Labour Code of Georgia and some Basic Principles of Labour Law in Continental European Countries, Leonide Adeishvil/David Kereselidze Geneial and Individual Sections of the Draft Labour Code Legal Trends Draft Laws Elaborated by the Ministry of Justice, Giorgi Gogibaridze Anticies From the History of the Creation of the Civil Code of Georgia, Besarion Zoidza. Legal Professions in States Governed by the Rule of Law, Lado Chanturia The Review Functions of the Judiciary, Gazanfar Babakhan Ogli Kiarimov Freedom of Thought, Conscience and Religion under the European Convention on Human Rights and the Georgian Legislation, Korstantin Korkelia . 187 Legislative News Agreement between the Government of Georgia and the Government of the United States of America on Defence Cooperation, Nino Chachava .. ati NFA Significant Normative Acts Adopted in the First Quarter of 2003 .. 179 Case Law Review Payment of Monetary Obligation under a Floating Exchange Rate Regime, Natia Tskepladze.. Perlormance of Monetary Obligation and Restriction of the Right to Use Bank Accounts, Nino Chokheli . 197 Students Forum The European Court of Justice, Vakhtang Gongadcze .. Book Review... Guide for Contributors GEORGIAN LAW REVIEW 6/2003-1 83»XISVOINL® LOdINSEM3S Logomerggenmb Biman yeegdbab arimgdGa o> gmbGa5y6G.y%0 ggemsob dgay8gdab Bimdnk Lsdsmogal Smanghion dotinasen 3énbgaso PIMENRI VIVAL t RoI asILINada" dando godstgongdgeros yotowmmgds Imran byway yFigersabsorgnb, obagg Gengrtxs Beendacrn ynay Harmar boorgnls, sBsbsbouorgbgen ‘bergogtin BEng bgevegoG.AinGyandbg, FrrAengorns solsabs BiSendob yong bol beng oagn ge nBrongoregoeany% Babacenl Img BTo. nga BaGeneagbneocs Beng Job Eré'Bocqdab Aen gerg abSrreingern oddgeyGlo coo Gab AyAgasggdabob Go8ingtiney Se ;geICe bo ganbens6 Bndrengdnen dtiengd Gab BqBBnIogg3qcma badqdoe ani gob Inge gsderbsBeqera ImPb305. 1. Beinn yimngtomdjdnb ImBgbFaggd» 3m6G965-3%0 gg6mIab 4gqy6g8do sMBGNLESIAE gaGednd JgqyBgddo BFimfne qsorngrorrBBals InByLetnggdob go6bogo- ZadyEN adgdo ofdo offiggero. shg Asgecronsee: o@oenanls 1942 Beneb badergoeror|on gencggdbob (Codice civile, Cc) 4-5 BagGols 2060-)-2138-; Agbeagdn Benagagh Smdnb LodsGoennb Ioriganeramydge drys mgdgegagar; 1911 Berk Bgqorgatinab badndoenaon goreeg,flab 3-5 SaBocrab ~ goerendjesgdno.e bodotanconb (Obligationenrecht, OR) - 1972 Beragss s8r4dyuy8jee7 By-10 joa BYaw nbobagh Gendron LobgendgsFiqengm bodosionseral 3nBghng dob; 1992 Berab GoagytizgoGggdab sboey boBmjaersder gmagdbob (Nieuw Nederlands Burgeriijk Wetboek, NBW}3q-3 Bogbob 1997 Beyncgs6 domadn Agljeen dg-10 yortin Amnigogh ob gagnegacaysn BemBab boBorimeal ombigbnensce seomdBeyking InBybroggdob. bg dgquba80b bodmdoeaz)o yrzadbgda, a gbnggdb Ms gueregd-gengdoain byeadggaengdah abgo batgb, Kimaringso Gindbobysydnb bye yOrgeagds, Irn gogb Beda boGotmeenboargnb BEndabyerrgob hergsg-cBLEGoJ@yro Io5zaisVb. sdobno6, Angbgwagsw nBaba, fm baba FamBoen bomIgyAqeegdob Go8wq603) geggdgegdom baAsharydng Iingorgorb pangommabtinbyig8, obobagbmFioense offs AafBggera BrGab UsBseenceab bay gascyryt jobmbyBBo AmBgbeinggBo.cbg Iagoegnease: Logtinbigganila 1884 Bgmb Inagdqeon Smaggbemena goySomabybgdab (iberté d’association Professionetie}ces 1898 Sapab Temaob worygnk Aghabgd gobrBgdao bseygdggeno Rugg otto Timor TPongmomdginl LIggnsegta ys6rb3eQ8ermBnor ImBgbenagdab. 1910 Gaengss Imdocrn aftoragtiomdnb dmaBgbrinagdgea Bgbydn dorinmagwag magdemgringgns IGmInls yrugfbn (Cade u Travail, CT), org8qe IorocgmaGor Inggggdh Goegagee Iban yHonghomok AoGggqeroSqdgin0 bIggnomagho yo6mEgR0; osobgarflo 1980 Bye’ Fongdace of6s Lda Zoreeghin obrbn (Estatutto de fos Trabajadores, ET}, GeBeanh BgPqaoygdas IoaGb Bimal bodsAoeals 1889 Bera Lsmgorssdin yorrgq bab {COdigo civil) Bn JAgeegdab bagtnaob asdmgsbs go smIBqyFag0 ngbeagado GoriTeomanSh; {bodg8ar gangab bemddagabgera, obys-nd Ierggberte, RPO; wagd@ereab Imoegoerg badaseneygd ing bo jonbgao. 4 as cconern boa amrezonn anameneeas 6/2008.GEPLAC ACTIVITIES Draft Labour Code of Georgia and some Basic Principles of Labour Law in Continental European Countries LEONIDE ADEISHVILI" DAVID KERESELIDZE™ This introduction focuses on some basic principles that characterise employment con- tracts and employment relations reflected in the general and individual parts of the draft Labour Code. There is also a short historical background concerning the draft and some of the drafting working group's deliberations, 1. Regulation of Employment Relations in the Continental European Countries Continental European countries have chosen different ways to regulate employment rela- tions. For example: Articles 2060-2135 of Book 5 of the 1942 Civil Code of Italy (Codice civile, Cc) contain general provisions regulating labour law; Title Ten (in effect since 1972) of Book 5 on the Law of Obligations (Obligationenrecht, OR) of the 1911 Swiss Civil Code regulates contractual labour law; Titie Ten (in effect since 1997) of Book of the 1992 New Dutch Civil code (Nieuw Nederlands Burgertijk Wetboek, NBW) provides for exhaustive regulation of individual employment relations. Civil Codes in other countries by regulating specific contractual regimes, like the service contract, cover general-abstract principles concerning labour law. While these codes. include several prototypes of employment contracts in the law of obligations, special laws govern employment relations. For example: In France, by adopting the laws on trade unions (liberté d'association professionelle) in 1884 and labour protection in 1898 the regulation of employment relations by special legislation has been initiated, Since 1910 the rules regulating employment relations are gathered in the Labour Code (Code du Travail, CT). However, there are special laws requ- lating certain employment relations as well; Spain adopted a special law (Estatuto de los Trabajadores, ET) in 1980 that separated labour law from the scope of application of the Civil Code (Cédigo civil) of 1889 and regulated it exhaustively; “ Head of the Working Group, Professor of the Tbilisi State University Deputy Director of GEPLAG for Legal issues. 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JosMINO LdBdG EAL anaMbITSd 6/2002-1GEPLAC ACTIVITIES Post-soviet countries have kept the tradition established within soviet legal space and thus new labour codes were adopted in Azerbaijan, Russia, Kazakhstan and other states. One contrasting country is Germany. A\l efforts to adopt a labour code or a single law regulating the contractual labour relations (Arbeitsvertragsgeseiz) have failed. Instead, the more general rules on service contracts of § 611 ef seq. of the Civil Code (Birgerliches Gesetzbuch, BGB), special laws and legal practice regulate employ- ment relations. 2, Legislative Framework Existing in Georgia Employment relations in Georgia are regulated by the old soviet Labour Code of 1 Octo- ber 1973. However, fundamental changes were made to it, mainly, by Law of 12 November 1997 on Changes and Amendments to the Georgian Labour Code. There are also special laws that provide the regulations for some specific employment relations, such as Laws ‘on Trade Unions, on Collective Bargaining and on the Rule of Settlement of Collective Labour Dispute. The Book on labour law was not incorporated into the Civil Code of 1997 notwithstanding the views expressed by some scholars. Thus, the issue of adopting a new law or code to regulate employment relations remains pressing. Such a code would establish modern tules applicable under market economy conditions. The draft Labour Code prepared by a working group established at the Ministry of Labour, Healthcare and Social Affairs (working group) is the attempt to do such. 3. GEPLAC Participation in the Elaboration of the Draft Labour Code Based on a letter No.01/05-248 of 12 April 2001 from the Ministry of Labour, Health and Social Affairs and an application No.8-09/515 of 28 May 2001 of the Ministry of Foreign Affairs, rendering of advice in the field of labour law was envisaged in the work plan of Georgian-European Policy and Legal Advice Centre (GEPLAC). Specifically, GEPLAC analysed the draft Labour Code, prepared by the working group with a view to its compatibility with EU legislation. On 12 October 2001 the Ministry of Labour, Health and Social Affairs and GEPLAC held a joint seminar on the Draft Georgian Labour Code. Some of the results of the discussion are reflected in the draft code that is now available for public discussion. 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S. Amgagegdab bageém amber gbdanein ggMimBab dggybigbab bodommoredn Ray gy gogmgdner VeieBab boDorercye's AmABgdMaggdgea ErBAogoyera oJSgdab AngIjqqob beygciob tergarwe gabbo'beymgdydh Agbodsiinbn EmBBaguygegn odgjob Gen fUjeqdab baat’ gobbodeagtiobals ogeeggernds¥e Jamceg3o “pAgocgeney ab gabobbgoggb ger Gnd96-eryabyB9b0, Gory Béimdon yMamngGorndsh BayeGogl berg ro prea girnenndanin yeongHomalogs6. Ieindnonn yGangSaenBgbol 5992.39 yaSnBle org gorgdlde AnEghFinggdo bind g3iqocner 08 LIggngo jams Indgabstgndd, Feadgenncy skyer zim, enerdol> bo¥mgagnoger grxegdbae Fgggeanmgdyens yHongSomdgBabo,26 aababogogndb. Ajbsdodaboig, GoeYITE’ dag; Pbodo Imggegero FimBomn byerdgggergdob (2og., OR-ob 319-5 dyoera) eve) teagfotaggd:yzrnb Gbgdob (80g. ET-ob L-ige Agherab tego fisFinzon) 405856 G)gBs beng oenoe Siena LaBationgnk baggngagabs a, Agbadazaborg, Golo dedi gonagdgera SentiloSoxyeon o:]rBub (Gatton Beinls Anbyegeur) ImJBgeaginb Lgghonb grbdbatamaMgenoig03 g6igo IngafEneven ergrlgab sgGmnhgd0og Carga aba seAFingh go Igbadasnbom, Jing]gab T-c Fgoer Ayegagh Downmgdab Mimdae yGenngmenmds%y, Gr Ageoy CosBendonds Irimiacan baendy,y- Sryeoabnb boondggea dg (34mg 4Gab By-2 Agbers} wo SirBeonb ga9ax369;3 bbgo bobgerIgyigeag3m qBvioghomdgSabsyo6 madJaroggdeonb wo, gebboygamgane, gadassggdqeenb Bamadab bobatorepnboangal abe Mommysin gbgdgBob Sgdggmana HnorGage (rrg:hihab 9-4 Segbee). 8 a cccrzern usarmonernt anarbaera> 6/2008-1GEPLAC ACTIVITIES 4, Structure of Individual Part (Individual Emptoyment Relations) Traditionally "general provisions” precede the regulation of individual employment rela- tions. Such provisions specify the scope of application of the code and the general basics of inployment relations. For individual employment selations a system was chosen that, following the principies of the system of general-abstiaut concepts sequentially regulate the employment relations fro»! their origination until the’ termination. The authors of the draft rejected the disor- Gerly regulation that characterized the soviet system when, for example, the teemination of an employment contract preceded the provisions on working time and rest period, as well as remuneration for work, Giver’ that the labour rights and duties between an employer anc emplayee originate with @ venclusion of employment contract (in exceptional cases at the stage of its prepara- tion;, "Hie rights and duties of the parties originating during pre-contractual relations and thosc rising after the conclusion of an employment contract were sequentially reflected in|. structure of the code. Theie are exceptions in terms of rights and freedoms guaranteed by the Constitution such as ‘reedom of labour, freedom of association and right to strike (Articles 30, 26 and 33 of te Georgian Constitution). They are reflected in the general provisions of the code to- gether with other rights and duties of the parties particularly characterising the essence of e’nptoyment relation that are further concretised and explored in separate chapters. §. Scope of Application the tegisiations of continental European countries do not provide a specific definition bro gogeen ad gdab agar? donb ga63gmrgdoon BeBghsogqdo joerg gIee goGmByddn, ogo, mare Bgbo, Gomer JrBLgeSqam gobobsbeghgda. brag bazsGorggcomdla, mEbBogaganb gins, medoGoger adQgBab dgusbg" b3ggooemyGn gobrBors yo ngBo Bgbg@ogqoqee. Garjogreoqace ndnbo, Ged Seip dod ag@entighde obgern Redmbsergoenal goyqangdo BabsbAgimbncrac@ 9% BonfiEagh, abnEn BsBoeemBting godengbhdoy%6g6 bagotonggernda QodggnmMgdger GMogogook ws Bimdnan yaonghondgdoe Bndaeer BrJAgeen bodsmormab Ge*Gagab bgorn Grybbs Comdmacegabgh, FimAgerary wd8oGgs00> ag togener @aggnrogsb odgBb. dabBo anbsbs ymBGnbg6 hq ggrimSab Jgqy6q80 argMggageIee ~ Avg, ET-ob 2g-38gjbeqnb 1-em GsBoeen Glbgogbn—BoornnyBa(3 BeimBab bsdorezanb ab;gar codon Byorimbg, Kmamsinggos yenadBrgso bgerdgySenergds (3eg,|Gnb 9-2 Ixjoennb 89-2 BSc). 7. BemBamo bywBg3Mgergds, HngnGy BimBono yHmnghomdob boegdgacra Bemdoorn gHonngmomdob boggdggcens Indoor bydgyMqergdo, GmBgerG goeegdy- egdoon byerdgySqergdob bIggroergMn Labgo. Bobo asbloygamgdgcambo Aggmdorigdd ogra aryengbnb dbstigens Insob sbLgdqeno baBorinergdtingn yarngtamBod oogobyrygdoI, HoQqo60u, ga%dm LodsFamabsagad gadgaagdergM Abarigors nobobBemmBab IGn5y030 bomdgg@geggdb wowgdob Amdg6Gome6 zoe ygaaee Amengagargdab go6rgnb. gotdre, mojesoggdryer gdgage @eddosoggdeab Egdnb bygogengGob dggd, w@odmyaggayer biegds Sab Bnorengdgdg wo Bob 8g gobbobbagryer mMgaGnbogoner Inemdjo%y. gMobgryee bodatioomdn godosmbgdqjen0 gobAiGgdnb rsbsbAse, Bamdnena bya yr yege goblbbgogiagds bbgs goeaggdgengdooia bymIggMgegdnbga6 nda, ind wadnaggdgers gobmgamsb goengdTengdsb, Loris Igabrigenmb bodgdom wadggecendorigdejee S—amdoeigmdodn (Hien de sub- ordination). derayogegh, pAyoGgds BBgomeng Bbotgadeb, yInrguemab yergencbs, eaJamoqqagerab nBAyrighjdb (IAmgdgnb 24-g- 3-9 Bqbeagdo). 10. bgregg@yergdob yrFidab mogabygerddab Ipbeggs? sreyiggegmadnor boBshoreab byegytqemgdal gomdod asgobyygjeeadab Menby 30, Geran Sqbo, BereBoggdh yoSSoigS sue gysindob Jgnubgdab Beindnb bofotooerdoy, anyy goSjgyeiee AgBerqwggdan. shy Agsconasg, boqyMabgymbo wo godsbgordn qgowe bard. ymrjpenb womgeab ImgbyAqQoo (6og., ge3oEgne Sentencia det Tribunal Supremo, Aranzadi, Repertorio de Jurisprudencia, 1989, 4547, gGoomimdgdls BySarmedocn gemAdab sxgoenjoeamdsb gowosba wo Bgorgkgsrer BaeBoorn bymrqyMgergeqdolisagn’. gh3s6gonb gobmbIceriermBoo Egsormdnorn grids hogaengtageoe abagg eng job, bod giomb bobendn IgoergeegBabo eo asimboyregeen gorwobs Agbabgd Bgorsbbdgbob Agderogqggadnis. bergy tFxmabeggdde NBW-ob 7:695-9 ybevom gsbbobegtrgre Findon yGownysowmBdadoagnb sbgdoonrn InGoyg2gdob wodaciagydserabaorgab CqGncgrdonr Angymanbydob gorhigs, Logormmapdyyeems HyPingamdncs gesdab wo(530, 94MQ0rgy, boda geegesde V2 ces serern naanceneron anartnnsead 6/2008-1GEPLAC ACTIVITIES The authors of the draft shared this opinion and proceeding from its significance found reasonable to make appropriate reference directly in general provisions (Article 2.3). 8, Freedom to Enter into a Contract Usually, all freedoms fundamental in private legal relations are maintained in employ- ment relations. Parties conclude a contract on the basis of free expression of will (dec- laration of intention). Unlike soviet law, neither party can be forced to conclude a con- tract. However, the requirement to prohibit any kind of discrimination, deriving directly from the constitution (principle of equality) should be taken into account, The general provisions (Article 5) as well as provisions regulating pre-contractual relations (e.9. Article 19) set out the principles of non-discrimination. However, under the labour law of continental European countries freedom of an em- ployer to enter into a contract in selection of employees can be restricted in certain cases. In France, for example, it is obligatory to employ a handicapped person ina company with more than 20 employees. The authors of the draft considered it inex- pedient at this stage to set any exception. Restriction of freedom to enter into a contract is acceptable only in exceptional cases and should be defined by a special law 9. Freedom to Shape Conditions of Contract The conditions of a contract agreed upon by the parties are defined to their point of view and only minimum protection standards stipulated by a law or collective agreement is taken into account. Moreover, any restriction of freedom to shape the conditions of a contract under law or, for instance, to determine the conditions that a contract should necessarily contain, should be based upon the interests of the parties, especially the employee (Articles 24-33), 10. Restriction of Freedom of (Contract) Form The principle of freedom of (contract) form applicable in the law of obligations, as a rule, applies in the labour law of continental European countries. However, there are some restrictions. For example, the presumption of a conclusion of contract with unlimited term in France and Spain (e.g. Spanish Sentencia del Tribunal Supremo, Aranzadi, Repertorio de Jurisprudencia, 1989, 4547) \eads to the necessity of a written form for fixed term and part-time contracts. Under Spanish law, a written contract is obligatory for training, work- ing from home and for probation periods. In the Nederlands, besides notifying an em- ployee in writing with information essential for employment relations as stipulated by Article 7-655 NBW, this also applies to an agreement to forfeit (Article 7:650 NBW) and GEORGIAN LAW REVIEW 6/2003-1 183»XOSMINL" L2dINSHM3 BorsgobodGgbeymb (NBW-ob 7:650-g Bybeen} ab yrByyg6goab ogSdoergals Aghadgd (NBW-a)s 7:653- aejbcen} Agoabbagdob Bpderbgqgrdo. ngSoegnade Co-nb 209-g Fxybera Sgrnegmdnarn genGiinb rerxsgo> Logoenreg bag Goohibggh IsmdnnobyedgyhreIeeabad godmborsseneen gomnin wou gab Bydonbgggodo. Boe dreuagboer IimgJGTo, Lbgo Irbgbo3dergéio ;ggydBob Bhndab yexegJagdal Sozrgboe, bogowrrggdzjeaes Ihminb byeriiggcrgergBob KarGacgmBane womwqdo. odsbor06, ~jPaIgbqegobgh Bn GOdb syoernegdb IMmrggob 2-g Aybeonb 37-2 faBoean, KrBeaab msGobAoeoy Sendai baerdgg@qergds Romgdywr~ fonageegdo EyHocrdooo gmMdab MayQqIeeg, «Oy ofooggdgere wodyforingadeonb mabbdmian gaJgmdengoe Ayrnwas Igdorrdab" gamomergdsbadbabiysigdb bjerdy jMqeegdob abs. CT-abL. 121-1 dgoeqals (1994 Emab 4 sggabgmb AcegendaegeBoa) Borenbrigbo ~ bgcrdjsHegerad Wowqdejeoaryna Beiobggque goby, 6haymbbHrSe) geatog agBs GnfBiggens bagmabggamh hognblgngyiyor Labsdsringmb gamobyynSnegdoor (Conseil Constitutionnel, 29.97, 1994, 94-345 DC), ghodsIobse, Jémgdgon ergdlyo goorgorrabSadgdyeras IM mdnorn byedgghyerghal oggds babgeIGnge gbo'y, 89309 4 Bgdendgggedo, org byerBquaeegdab Bdarig 9 gerordb LebgerBacgm gab, 039 «PbS Qongersy, agtigangg, Anboigel asboagd gBobyg ge rGngy gsbsBieal ghaggds oobodorin agyenworjecr docs" (28-9 Igberols 1-cy0 Babar). BEmdnen bymdngMyengdnb woman emmb eMbadyegn Goyoyr Booogemdub boerydggeen), Lusflengaguadm baBatimagran dimgagme mga Ieinbyadnhsgas gafbbgagdna, 9% bwob bgce’g,; Frgemgdab oogngebyg, 262) gaegdnb IndgEGaceab, Bomnmroe, vse age domogsyoszerve! fonengengde Bbongaegn Sornevondob bageydgeval galengergbal Amd gbnqos. alobenas, wodoraggdye» of goFinagh goSqgegn Led gdomboegab gabsdeigeqeemb Eorgdch decnbmgbab gegeapbsb (Bog.2 OR-r. 320-9 Aybeonb 8-3 BoSnurn, ET-ob Og-9 Agbayah 2q-2 BoBeeec). 11. gopensGo bggrDg gMrqangds BehenGnann bocodly yegeagds, Granny, abn, bree maneerrb gsbqios'benghgaco gomwner(CT-obL $21- 5 Aabma}. soGbohagtigrrn gagnm byesdgyemengdnd wagydo Igbadeagdgeon> dbreomg gablbo- JIPRYdyer, joSrbnn ¥mAByMoxory gabboBey reper, Indorbyqg1Vdo, eebrdsigeen boeytubggoBoCT- ob L,122-| = 122-3-17 Bghengdob, gluia6yendo ET-ab 29-15 deybernks, beer aghHioGnodn 2001 Begagad domada Eghyyma Bgoaghgdoor wo gowoobe bgrmBgsSgengdgoab Shohg yoSnGnb (Teilzeit- unc Befristungsgesetz) §|4-cls booabaeg Badmfiomgoeyob IgAgnnBoo brPigogeends- D782 gas seQaboTEMb, Kind ymbSoByOA gH jymerdob dgaydqdab gobbéggdermas gomnv6o byeedagirgeagdab gomgdnl Igboden eemBab bo,Somg gigges ad BMb cargorpabOnbgab, yorédene, ge gacgggrgen dgnusdsto bydseationgrans bhgs gednteggdyeras Ayggereb dohbaor (Bosal LoBbgamen b2dbabiydn gofigagob axy BIndnoeimBaboro6 gosrgdomndyecn Sgadqeradab wsmb), wMinghaers sdeggabnb Bgrabigergdrnsg, 96 Booey BgYdEnera gobboygqorgdyur Segmdo- Aymdos6 godedgnbst%y ws 9.8, oobora6, Segagtar Janyrbsda ynggerageG godosqooor Logadgegeb sGbyBerdab garigdgg SghodengSgunns gagnabn byedggMgergdob gaegdo, ery ogo abog8gdnb IeBengUnb goragcnk byerd_Bydob EnBGoor bo goyeriggd. BoGEmeggboeyn IGingJGob 34-g Bybern Lm gig v8 IhoByoinb woSgtiggov obobogh Bobbio: AemBnao bymBqye-engds niggds gobcqho'degqgegn goegann, daba womegdo gsbbsbagaere goon eesndgqdo Ibmeome gobmboo oImeByKingow InBghGnagdger Iylndggggro. 14 AGNI L9VVACIEANL MAMET 6/2003.1GEPLAC ACTIVITIES yrolnit competition (Article 7:653 NBW} in the contract, in Italy Article 20% Cc states that probationary periods should be subject to a written contract, The Georgian drat, like fabour codes of other post-soviet countries, states that an em- ployment contract must be concluded in written form. However, Artiole 28.2 lays down a significant principle that contracts without a written form shail be deemed as concluded, “if an employee has actually started work with the employer's consent” The lanquage of a contract deserves attention. In France, the requirement of Article L.121- 1 CT (es of 4 August 1994) on the conclusion of a contract in the French language was consid wud @8 unconstitutional under the Decision of the Constitutional Court of France (Consett Constitutionnel, 29.07.94-345 DC}, The drait provides for a conclusion of a con- ty -ct in *he state language, but if a party to the contract does not know the state language, alk be concluded also in a language acceptable for the latter and both copies shall have equal legal force” (Article 28. 1). Deficie: 1.7 {grounds for nullity} at the time of concluding an employment contract, unlike the gei.eral principle applicable in civil law, does not make the contract void from the beginniny ie. upon its conclusion, It should be considered voic only when the grounds are reveaiss1, Moreover, the employee does not lose the right to require remuneration for the work -rriormed (8.g, Article 320.3 OR, Article 9.2 ET). 11. Fixed Term Contracts Asacils employment contracts are concluded without time limits. A fixed term contract is possink. only in special cases exhaustively stipulated by tne law. This is provided in France by Arlieing L 122-1. 122-3-17 CT, in Spain by Article 15 ET and in Germany by the relevant listin § 140 the Lawon Part-Time and Fixed Term Contracts (Teiizelt. und Befrisiungsgesetz) enact! in 2001 Howaver, the legislation of continental European countries provides for quite a broad spectre of possibility of conclusion of fixed term contracts. Some countries allow conciiding such contracts in order to replace other employees (in the case of military service or maternity leave), to fulfil temporary tasks or due to extraordinary situations in the market, In some countries, even without any additional grounds, conclusion of a fixed tein contract is possible if it is carried out for the purpose of supporting the solution of eployment-related problem. Article 34 of the draft alms at incorporation of this very principle. An employment contract shall be concluded with unlimited term, it can be concluded with a fixed term only in cases exhaustively requiated by law. GEORGIAN LAW REVIEWe/2008-1»XISOIOL™ L9IBOEMD 12. eadntisgyd:gmab doGanssea gomregdgegsgso weodetoggbgeyeb drneasien gooey dngdoo, syerdrangasge Ipobrigennb bgeedygMmengd001 ognbeAgdzqurn badydom wodggdmgdsmydger &egmdotgerBodn (SHinggGab Ag-3 Bydeanls By-2 5oBacea}. gh gorrmgdgargds ghnBsoriog ImgdjQqdb ygues Lobabs ms Iodoombnb BAmIao aBangBemdsdn. cealnmaggdqeonb GbgBob yBbo8gbjeoeg 96,ybo geendahiho~ sreodgndwegdomgdqero IggmBoMyndo" (lien de subordination, dipendenze, Unteradnungsverhaltnis) ~ ssbgdoeom grbsdorindya6 IGminon yrenytomBnb Boboo*bl go dogbogh Gob lbgo yourgaryergdacna aGanghomajdobogs6. sdobors6, modetinggigenl gynbFighs bate Bomb Jomocgoce BguerjeanBnbn > EBTJarhogdmobs~edn crndereiBal grennydqeagdgde. wogJatogdyens goromydgenns, IgsbRywob baikyiom gyevdmwanbge (Jog. OR-nb 321a Agbeab 1-e90 Babae~o, Co-ab 2104-9 Syberaks I-era Bobineca}, godeoqarnbmb Aboriggdab Box Lod g2omb IgheiggSabaagab sg gergdgey Insindow SohByjeva IMingubagenn Ran ggdn Qs qborin (2AmadGob 8-40 Ggbeyn), Goegoling Wmegy 98 yrB3Mgayeo gotigamydgBbbg odyorgdse- woBJomoggdgaze erogal Bgdab so8mgcogGob bgeIngigargdub womganb erenb, glasbgonh b3ygroerate gobrobo woJoriongonmb Bygone" (diigencia)EqBomBobs mo Ina dBgC’. Deicgnb byeeBgbymdab" gomngdqenydgdboe 3 ajobeigb (ET-nb 89-5 dgbxon), wwoforisggdigeno gored gern, bodgdom dgabgesmb Ioromoee {8032 OR-ab 320-g Agheeals 89-8 BaBneen, BGB-nb §613), eng2gs, bodqdomb LIygagesgad goledonbsrg, Ighadengdjeeno, 956 Bboy Intab 8ngs ajBgh Bgbeirnergdgero (Senge ob 38-9 8:9 5een}. BimmBnorn syMenaghinmBots sBagorta dmungagntyts dborigns Byobgs Wsdmjowgdyan. Lodgdor xgingds UnbsbEgberGomog of BookGos, Kimd eremocgerdnb gocawgdgunyds (Aa OR-nb 321a dybyenb Jy-3 ws Iy-4 boEooe, Co-ad 2105-9 dnb} wsgoraggduyenab danse Boewgdgingdo~ gobbaeeqamyin. ob, Kind orga goenegdyendj8ob IgbGqergdobs.s ogntogndgends ybm> nbyeridergoegmob eomoaeremad IAB yosnM, — As., 9% IgsbGejeau’s bafgdom Bqbody Iotinb (gbLaygoriginer ynbyqSs6Geb) bobomag&wmne, IgoBsbnb baboBmm Usawacges, Bmg-2og (85g. gsmgocpobEobgdgeena OR-ab 32a Bgbeanb O5-3 cao Bg~4 BoBncedo), — Estberoey bb 3ob 86d 35geymgaB, angdigo wsdoggonm, goceigediqeessBab (Seimgg| nb 4 1-g Beyborn} 13, @odgomogg3 nob Zomnmgdnk yaqengds ob, org Begone cybeys Agobeiyemb bod yBoe wogoMoggdgegta, daGoorigsy oerdbGogow gobabs'beggds wed,jaragyderab Sogh Hobo Boomnydobygengtink gsdmyqGqdacn (ds: Weistingen OR-nb 321d agbeend 1-r babinewdn, direzione Ce-ab 2094-9 2yburta, anidobootn Weisungsrecht, BAG NIV 1996, 1770). erdotegndgucol wodgyleegdomgigenn AggnBotignds sqoesmenengdd 9b, qogderthinme’ woi:JoFoggdenob Soomnngdgdb Qu meaababorgnodn Angdgig baggaserae Fghydb, ddsbons6, dob qbme aookiiagh Goreyitn Igbrdergdeomds, avggbrb mPgshaogns’n dngigee ANK2, Boom Datink ymengdGaryse bomdasMaeghoo gobbobugtigrs, Inorbmgbob yy gowy7 byerdaytiqenadal eomgdoiigg. baytiahggorn 1982 Beanggsb oeligderBl Egbn, fimAesab arsBoboceor3, MB ga6olhaigns, SmAgmBn3 20-by Ago godorrogzadgcyos gobo JBySgeon, jomegdmr09, agerbammbs Aognginb, ghoyGorbegdohs ws eabgndcrabab braigdub gokdbsbagmycen Lag gnsmasia wenzergd> ~ AnGogs5sBgba (CT-ob 1122-33 Aghevn). sbiggq, Soayuegabcen( boBotForsuniing Ainflgegdb baggacergsin Bglgds, 9.5, Sggcgodgbaqdo (reglementen}, sietigagdngy eisgnsborn JobssGbam bodymms og InbEbsdgrge johmb@ngdermBgdda Borbybrnggoqee IGmidnb 16° —_______ asnevern voasaonernn anamnnrss 6/2003.1GEPLAC ACTIVITIES 12. Employee's Main Obligations ‘An empioyee’s main obligation is to perform the job diligently, in a subordinated posi- tion (Article 3.1). This obligation applies equally to all types of employment relations, The fundamental element of the concept of an employee's “subordinated position” (lien de subordination, dipendenze, Unterodnungsverhaitnis) conditions the content of employ- ment relations and distinguishes it from other relations under the law of obligations. In addition, an employee should perform the work himself (personally) and display a loyal attitude towards his employer. An employee must perform work diligently (e.g. Article 321.a.1 OR, Article 2104.1 Cc), demonstrate professional customs and skills that are considered by the parties as an essential for the performance of work (Article 40). When concluding a contract an employer bases his expression of will upon these circumstances. In Spain, the em- ployee is obliged to work “diligently” (diligencia) and even “promote increasing productivity*(Article 5 ET). An empioyee shall perform the work himself (personally) (e.g. Article 320.3 OR and §613 BGB), although subject to the specificity of work, it could be performed by a third party (Article 38). The working group did not consider the duty of loyalty (e.g. Article 3214.3 and 3214.4 OR, Article 2105 Cc) as an employee's main obligation. The fact that during perform. ance of duties employee must be guided with the principle of loyalty — not to perform work in favour of third party (especially competitor), to keep commercial secrets and expertise (e.g, Article 3214.3 and 321a.4 OR) are important but ancillary obligations (Article 41) 13, Employer's Right to Instruct How an employee should perform the work is basically stipulated by the application of the employer's right to instruct (e.g. Weisungen of Article 321d.1 OR, Direzione of Article 2094 Ce also in Germany, Weisungsrecht, BAG NJW 19%, 1770). An employee's subordi- nated position obliges him to obey instructions and special rules applicable within the organisation. In addition, he should have an opportunity to get familiar with all the requirements applicable within the organisation including ones set by collective agreement already before the conclusion of the contract. In France since 1982, an organisation employ- ing more than 20 employees must have a special charter i.e. internal rules laying down hygiene, safety and disciolinary rules (Article L.122-33 CT). In the Nederlands, so-called regulations (reglementen) apply which resemble internal labour rules regulated under soviet or post-soviet legislation, However, since 2000 an employer's right to unilater- (GcORa hy Wek J Fav Gh Gis) a a-XIINOINL* L9dIMIEMId SnBogs6a6qbb gAbgogbg8n06. or781go 2000 Semamwo6 IEnIgogerengbore Bgodargiee mrdgomoggdqrab aBMIdo, GeAbFagow Bg ggoerenb abgomn Iabog s6aGybab egdqerg8g80 (NBW-ob 7:613-9 G.yber0). mrfomogq@yerb IoGoggdzjeen odgh Lo8qyombo mg Anmnegdnb Igbrqargdsbg qotinb onfdab ABMIdS, oMDJO sMEAVEYeVn goBsorBeggg’> yobmbb, 96 BAiméab ghogrobgBnb Jarmdg&ob Apgbrgengdermdab godm gowyggge bogtobdgh yJBab msJoMsggdqegnb 26 Egbadg dorian Lagmgberghs @s yobamagmmdsb. sham Bgdmbgqgrdo modamaggdqero goermgagm, eqagyergbgber0g IpsGymobab wodJomoggdg~b Igvodsdaba gasigdmgdnb sMbgdmBnb Fgbsbgd. ApGyrBoSgdob gom@gdqergd gMggeeqd QoJoMoggdgarnb oBSgAghers ymBgerngaob BoMdmImdnb Igdarbgqgobyyy (B6mgddhab 43-9 Bgbera). 14, o8doisggdeonb dasonsgn gommgeyrgdg30 WAZoGaggdinab domamomn goeregeyeadsans: modamoggdqernb boBgdomao ybgbgqe- yerqab, rbo8Ggaermb gowmsbreobs wo modoMoggdqeedg BMghgob goermearqeedd. 14,1 Lodgdamnn gy dRyBggeymeab goermgdgerg3> gogarisggdyerb Boba ,Jatmg6gdab mogabgygorrn godgoaoMgdnb" smb}oSggoasa ameg@rgeé (ynBbAeSqgonb 89-16 Iybers) «eo LebgevDg3Mqergd~ LoBaKiongenb yHor-gKor datinmsga 3606 go3nQs6, pacta sunt servanda-cob, gr8mdgnb9"q, gbaggds byerdggmgeegdob gbodsBoln beBgdomb Smenbmgbob yeyergbo (ggho6a0%0 9,5. Beschaitigungsanspruch - Schaub, Arbeitsrechtshandbuoh, , §110, RANT. {ff}. byeeBg3gengdan goorgoeobBobgdqaye bsdgdamb dmabmgab ggergdo byeab yBymab wofatoggdgaqnb IaringbyBab gobgonstgdsb, Gabo Sem@yvoyrrn ygerangogarsnnd oBaceenqBob. Ba Md SBnbo, wWodJaroggduyab Gogh wogamoggdgmab Lodgqdoman yAgbggerymend aoeemgdmyengdo yqocorg gaGo3nMmdgab 98. jobab jBgennk gobseinegmenb Geobegbab yqyergds> (3FimggGnb 99-8 Sgberob 89-2 BoBnerab 1-era Eabseo~gds mo 39-3 Baboen), Maggsbog sodmoyHgdab g4ggdegdsgdo Someeme gobgyme bodgdom. IgbodoInboe, gyorg sesfotisggdgevab n5Gg%gb3o9 ob, Fmd 996 Qaddamaggderab>ga6 Jonge’ Ladydam, Haba Spberyeogdab Igdorbgagoday ab g6aggBs gobsBizzgmmb Imabmgbnb jqengds. ong wa8{oroggdgero gg% DoRqbggmymab eoxomoggdqeab bedgdomon, o6:y abn Soe B8eBgagers edrzengdooi BmyceqGabsb, wadomoggoqeeb gdengga JmA3gbboga bgergobob Leger megbnd0n (SmgJGab 72-9 Aybeob 1-0 Kobd.memgds). eBabomgab syyoeegageros, md serjotioggdgmds od Joriaggdgerb Igboogodmb oogabo Lodbsbyso, obg oymb adore bodgdomb Apbobegangdmow ed 030 36 sab gorrmagdgern, Imsd—enGmb adyergdon gogagbngen ~Mimob WWoBoGgdoor yond’ gbbo 30s (gvorgoemabGoGgB.qena , Bdg,, OR-ab 924 d.yboryab 1-¢r Go6oern, BGB-ob §615-ob 1-20 Bs ne—do), body Doman gbrqBggeeymanl goeendqengdab Iggbrrgeagdeomds, Cingetys Bpln, 96 Bordmdedb (gomrmandigengenb IgygbroqjergBrordaboorgab) Snd6nb sbodeaxyhgBob Irnberg6ab “TeBEPgEBOb, arAye brZngKion wodortogg>ryerb (Bog. Lysg6rb Arergabg boerega6l) Fgndengdo BngSageab shyona Bmovbergbab gggeegd0g (3906040: Schaub, Arbeitsrechtshanabuch, § 10, RON}. 14.2 aabo8ezzammb gormsbronb gamegdqergd> seogatioggdgeob Bog Lodgdsmb Igbeqengin’ garemgdqjengdob Igguoeygabys ws8domo- B@eQab gobs4rixgmmb gorerbank gamregSqeogds. xBobm06, gsboBGg.grrm Brncgegh bacrrasbb Qo Fgodergbs Irngag~gd WoAsgqBon SobeogsyBab (BeimgfGob 89-8 Sqbera). 18 dOGOIDLN LAdGOENL BNAMIBNEID 6/2003-1GEPLAC ACTIVITIES ally change the provisions of such internal rules (Article 7:613 NBW) has significantly been restricted. An employee has the right to refuse performance of work or instruction when doing so breaks the law or due to safety conditions, that threatens the employee's or third par- ties’ life or health. In such cases, an employee shall inform the employer immediately. The niligation to inform applies also to the case of an employee's conilict of interests {Article 43}. 14, Employer's Main Obtigations An employer's main obligations inolude the obligation to provide work, remuneration and care for the employee. 44,1 Obligation to Provide Work Subject io constitutional right “to free personal development” (Article 16 of the Constitu- tion) «ind one of the key principles of contract law, pacta sunt servanda, an employee has the rich! to demand work congruent with an employment contract (in Germany so called Besuhitigungsanspruch ~ Schaub, Arbeitsrechtshandbuch, , §110, RONr. f et seq}. The righ’ to demand work prescribed by an employment contract promotes employee's per- sonal cinvclopment and noreases his/her professional skills. Moreover, an employer's obligation to provide work to an employee directly leads to the intiu's right to demand wages (first sentence of Article 8.2 and Article 8.3), be- cause remuneration depends only on performed work. Thus, it is in the employee's interest to obtain work from an employer after performing of which he/she acquires the right 19 demand wages. If the employer does not provide the employee with work, in other words in case of forced idleness caused by the employer's fault, the employee shall be paid compensa- tion in the full amount of wages (first sentence of Article 72). An employee must offer the employer his service i.e. be ready to perform work and must not be obliged to addition- ally make up the period of forced idleness (also provided for e.g. by Article 324,! OR and §615,1) BGB). Failure to fulfil the obligation to provide work does not usually raise the right to require compensation for non-performance. However some emptoyees (e.g. stag artists) can be granted the right to demand this {in Germany: Schaub, Arbeitsrechishandbuch, §110, RONr. 5). 14.2 Obligation to Remunerate An employee's obligation to perform work countervails the employer's obligation to re- munerate. The term remuneration includes wages and might also cover supplementary remuneration (Article 8). GEORGIAN LAW REVIEW 6/2003-1 19»RIIVIINL® LadaNdEMId bymegobab gomobeab gornegdgmmgds bamBgy@yergdRob ImAqaGotgmdb wo Qodm- goggdyerne dbemanmeg wodaoggdyepab Arman bg g@negadom GojabeFn goemegndwergogdob AgbGgengdodg. ong oF AbAyergdigero bodigdom, oF gbms Aebrogh Gabo sbaberoeigdo. gh Baggs 08 Bgderbgqggqdb, Hmdengdbars ag*dd6nobo eo bogMobagardn byerdqySryeegaad Anfdgcegdab gocgnls gomomgdob yBme@gdg6 (Aussetzung des Vertrages, suspension du contrat). bgeagobab gormabigs of brggdo Sgqdigengdab, eobIMargeymdab gdm Ladgdom’bg omymabnbs {ga8mBojegnboo gomgommabBnbg2yer0, 89g., BGB-nb §616-aa) eo egcmdsbora6 wojogdo- Badan Bggdaeradob, abggg Gngeres goqaganb, Epderbgggedn. shy BpAaibggggddo wesgorioggdgmo acngdb gmA3gbbo(3aob 96 bea goern® Qobsogdob. barnes sbab aomobenb goereqdjcnade Nggeraern EBGdo Abmrerme boBsHdam Gabyor6 wsysg@oSgdgeon ndgengdnmn Am(cogbal: Igdabgggedo (38mg ob 72-9 Sgber0). bamaobnb megGmds Qs go~abrenb 3orimBgdo gobabsbagtgdo byerdgyMyergdnb o6 gomngdoy®o BgorobbIgdnb boyydggembg. yeSmbror gababodmgmgdo Sobndoeegein bgeagobol eQgGmds, HeBgeniy 0 QOS oymb LobgerIngmda oMbgdge bootsbgdm Inbadgdoy Goyegda {3¢mgdGob 29-8 Sqbepab ag-2 6o6oeqn). asbsdmggeneb BoBnenb Bamdmomag6b sbygg wesdogqdnn Bs dmoeeigds, Smdeob ImerborgéoW IGNAwo Bs4dervderBo bodyoenb BrasGab Yognor (Bgga6oyggorgha) gbegergdaboogab, Bimnls gobboggogdgera 3omimBgdabs ws, oghgngg, bgrBgy@yergdom gomgorrnbEabgdger Lb3> Byderoggggdéo (StimgdGab 89-8 Sqberab 49-3 bob0ce0). gobsdFiggmab gomobenk Imobag6ob bogs BmabrgGsdo godgongs wogdgndgaps, 559 goeaegdyengdab Spbsgengds yGonghindmarbmabsers gadgnargan jebmbon nytidacagds. gldsbgado seogotoggoyepab Bodo tigdnb ImerbrgEnb ygymgdob mogdoymqoergdab Brgnghior Byaarbynge3 WBnGeOgbmdo gEnggds mgoo gnchambs ong admarggsborob ArBoGorgdaoro(g 30. 01989 ET-ab 32-9 :goepob 28 Imarbrngbab aowodomdgogeroe (.SupErprivilegio" ) AnofBggh mgom gh3abgonb gyby6op!0 bobsdoragrng (Sentencia del Tribunal Supremo, Aranzaal, Repertorio de Jurisprudencia, 1988, 9877). 14.3 pogoiaggd-yerbg BMgEgob goencondqyeVg35 WdJoGoggderab BegGgnb gorrmpdgergdo agerabbdmdh wsdamoggdgmab Ro6Iiogemdnb, aqhogeinbeadabs @o moribgdab, oA ygngeBoeram ab939 Aabn boggorg8nb, woiggob. 08 gorrmy- dqmadob Aggheigergdmmds aBgqgh bgerdgsMqergdal o6- 96 oMogenPienghoe BylFigengdabsengab bosGnb sBsdasghgbnb goereqdeqengBsb.. Berner bodscencenl L3ggoseo.go bmmHAgan gsdenygbgs> LoBamdmm Bgderbgagg3ob (GM0g0g30b) wrimb. sbgn Iy@erbgqg9330, Bogseramowe, GHobaqero pbmBagydermBs oongormabBo6g3b emerbobdogdgdb, AmdengBnr3 SnBExe nbobog96 wodomoggegerob bogggmgbe ygerog@obojagdob* Igbodengdzomdab gBrg6ggerygab (CT-ob L.122-32-1 Bqbeeo). 15. bsdg8om eam bodgdamb Agbegmgde goG Jang LeBomarmgdsing Boriimgddoo Am{ggycee badgdomb mares wo yogareJgnrigge bLosomdmag BrgemBsb—rsb Bndaongdnor. Harts Sgbn, Lodgdomb ymggemmmngtn Lasomdroga bsbaMidimagmds 8, bmerm ymagerygaSgryern - 39 (mango Bgderbgggodo - 40, ET-ob 34-9 dgbmral Ay-2 6s6na9n) boserner gobobobeagmgd>. sBsboro6, ymbnbgbBy%0 gysimsnls dgqybgd3o SgabodBgdo ynggreygotgyyaon Bogbooenyso Loommdcingo beogotob (mabndregg%igeow) Bpd\gorgbob GyB.ey6,300. 98 Abrtog Loemob ano 20 PSTDRALIBdGOIENL anamBNeId 6/2009-1GEPLAC ACTIVITIES The obligation to pay wages derives from the contract and depends only on the performance of work assumed bythe employee under the employment contract. Ifthe work is not performed, it should not be remunerated. This concerns the cases that in Germany and France are called as suspension of the validity of a contract (Aussetzung des Vertrages, suspension du contract) Wages are not paid throughout the vacation, absence from work for health (exception is provided e.g. in §616 BGB) and maternity reasons, as well as due to strikes. In such cases, an employee receives compensation or social allowances. Only in cases of forced idleness, which is the result of industrial risk of the employer, the obligation to pay the wage remains unchanged (Article 72). The amount of the wage and terms of payment shall be stipulated in the contract or collec- tive agreement, The law provides a minimum wage that should not be less than the cost of living fixed in the country (Article 8.2). Supplementary remuneration is also a part of remuneration. The right to demand supple- mentary remuneration arises when performing overtime work or for specific working con- ditions or in contract-stipulated other cases. The offset of the claim to remuneration in any other claim is prohibited. in other words, the law prohibits the fulfilment of an obligation by offsetting mutual obligations (claims). in Spain, sometimes the fulfilment of an employee's claim to require remuneration takes precedence even over a mortgage or hypothecation. However, the Supreme Court of Spain (Sentencia del Tribunal Supremo, Aranzadi, Repertorio de Jurisprudencia, 1988, 9877) ‘ound the requirement of Article 32 ET as excessive ("superprivilegio”). 14.3 Duty of Care Employer's obligation of caring for employees means the protection of an employee's heaith, safety and dignity, and toa certain extent property. Their non-fulfilment causes the obligation to indemnify damage for non-fulfilment or not proper fulfilment of the contract. ‘Special labour regulations apply in cases of industrial accidents (injuries). In France, for example, there are measures for “the best reemployment of an employee” (Article L122 32-1 CT). 15. Working Time Performance of work is stipulated within a certain legal framework regarding dally and weekly working hours. The working day is eight hours and the working week thirty-nine (sometimes forty hours, Art. 34 II ET) In the continental European countries there is a tendency to reduce the maximum hourly limit per week. in France, a first step to limit working time was made in 1919 by GEORGIAN LAW REVIEW 6/2003-1 242XIFMOSNL" LodaNEMB. Sesggeen Godage 1919 Byeeb doe gdigeon JobmBnn aoryoriyqs 4B-bosenostn Lodyjdoer gorink Bgbaby, bencom 1998 Becnb 18 ngGnlinl ysbmBner — rieBgeras doersdo 2000 Bronk }-coe osbghecea6, brngen Bog bobardmanergol 2002 Baoal {eon noBighincgeb Bggnige ~ gobals nego 35 boverna6o bodyars ga0%o. Seren gE Mato 96 Behendoann bgeeBy yqergan’s boeyndgoen'ty Tybodegdqenns ymggenygosigaiece babasdom Ginind Aegorangorigdo CyeoBgdcqere oerogbgnb 6gbe}, oeyBi9 AbrrerenglvoeePiar yon SyGomegals bedsdnbo bosormBGago oxggbmrdal BpbueBnGgBoor (Bigdeb 55-y Iybe20) gabbobagsige: RoriiengBio wabadgganecorjariogghyconl bog sbs,aga% Fn wobazByBs, s8sbors6, g9Pegeen JoqUornb 2000/34/EC eararkbagne asergoeanbGabgdyjemn gotresdogacen Iynmnk DyBen9g bodedomb BybegengBab yorggeragnsig;gern conden yg sbojggoryKa boda seb Romgenacs SG esbige segBo~gdraggh 48 lassen (Seog hab 56-9 Aber} abyor’guabyyqgdGn bygabs gear ong EstiyBqgorn bavergda 6yai30 Bpsmggé 80 wey! Gerdqeeag S-eameoba bogdom ygntnb Yorimdgddo Igqbs83I 99 5-ygoKoa6 BoGndoemy6 bogoeregadaeen dygbgrageob (CT-nb L.221-2 Bqbeen igo ET-nb 38-9 dejocon) BaeegMenabcondiin Soboddeersrin SggSgenqbo.ardmnargengdo yaar sg0ngenoey BBe)ZygosinbasengBeeesé ego Apowgihls boBgocoenr dinBygotn bosengdab manbiog magémdsh, o5yj morb gaol. sBoben6, modo oggd.gerb ‘DbmS dnggab Apboderpdermds, men ygotis orBAndggghmBoor onlyggGmb 30 Sodogeages | BCA odeng debe gordo (NEW-ob 7:634-g Degbcon 9 7:698-y Bbopnd 8p-3 Baking). crank jgatinabin dnbndoereysin TagdcguegSel eeabighyBab absbogn6: Bo'd6og a6inbdmnglGobogQrmgho. crnegatoa woomagyegeenboorgb go6ontin dGrseeeytn waygnl bg Emo Gob wore hol Ga'bGe, Ah yegagerendsbo Bonregyds boom sgt bby. Baynes bode SG OH no Bg To gy eearjomoggB genie {Geacrebigem eon gob Hngeydcte Qoob boson): gBrgogoolygsbrmb 20 cee, bene adgbeeeqnsie badgioe Jao Sno’ 88a wagering depends (smBgenees pga eee gnbidsgenmbodo Byomdb 39 bsenb}eyfigo eonbggbms 24 wxenls go6BageyrbxBl, toon zy brigbyqiayrmegoen nial iggepobaegab nsbo- dat6n Borsee gn ynggerBienrgtin daghijengbo~ morba yoemgbeastneen jas ayy 156 boouin (39x 4) 17 esgotogydgeanb dsbybabdggdenmas boeedoutowmgind woriayagab dpBergg3en cngogg2eyeon Sobiybb sag Borgown, bailmfoorsgn amseacioon gsbbotag igen, Epbgbeb Bylndstabse. meogeriaggéepeenb Dobigbakig Benes bodgitomts Tabenergdnd Iioggbdn wodsnoggBeeaboengob daygSgd-yoen Bnskabsongab Igdangesguraso {boaiobgoomls Cour de Cassation, Chambre sociale, 27.11.1958, D 19594 20), orig OR-ab SZ Ie Bobeonls |-con BaBncenaengoepo nba earring Bigenes SobasbabdgqBermbob Sgdob8nghn gomgeoibn eqpBegedab IgdenbgggoGn, 2B esnenctco san emnernn: anambozay 6/2003-1GEPLAC ACTIVITIES adopting the law on 48 hours working week. The law of 13 June 1998 - that is in force from * January 2000 and only since | January 2002 for small enterprises - has set 35 hours-long week The houtly amount of working week may be modified on te basis of collective agreement or empinyment contract (the rule of summed calculation of working time}. However itcan be done by retaining the hourly amount relevant for the respective period (Article 55 of the Dratt). Overtin:# is permitted within certain limits. However, after a transitional period as set by the EU Directive 2000/34/EC, the working week including overtime shoutd not exceed 48 hours {Aiticle 56 of the Draft), In such cases, overtime should be remunerated by one-half. Work preformed on rest days or hotidays should be double paid or can be made up in hours eat (Article 69). Night work shall be remunerated in the amount of 20% of the hourly rate (Article 70), Special :ules apply for minors’ labour. For instance, night work is prohibited (this restric- tion is >t applied to women due to a prohibition of gender-based discrimination under EU directives). 16, Anaual Leave In France and Spain, annual leave consists of 30 days. This is a compulsory minimum leave of S weeks in the case of 6 working days per week (Article L 221-2 CT and Article 38 ET). In the Nederlands, the minimum vacation is calculated on the basis of hours worked per week and makes up four times the average worked hours i.e, four weeks, Moreover, an employer must be able to rest for two successive weeks between 30 April to | October (Articles 7:634 and 7:698.3 NBW). Autiiors of the draft propose four weeks period for the minimum vacation. To protect each sinployee with equal minimum standards account should be taken of the type of worting week, An employee working for five days a week (39 hours during five days) must rest 20 days and one working for six days a week (39 hours for six days) must rest 24 days in order to insure equal amount of minimum annuel leave for all - four calendar weeks i.e, 156 hours (39x4). 17. Employee's Liability Ifa contract is violated an employee is liable under the general rules stipulated by the Civil Code. His ligbiiity towards his employer for damages arising from the process of work is limited to damage caused intentionally or by gross negligence (French Cour de Cassa- tion, Chambre sociale, 27.11.1958, D 1959 J 20), However, Article 3216.1 OR provides liability for any kind of negligence. GEORGIAN LAW REVIEW 46/200.) 88»ROITLIIOL" H9dINEMI 18. byerBggergergdnb Andes, Fimgmig Iman bawIgaSgergdab ApbyggGob bagadggen UcinBooro bmg gigexJBNb maeonb Loeyydgqeens boeedg yereegeab yen-yFom Bbsob Sye.0b ardngmegbo, rgge wodatiaggdqernbsgr6 gsbbbgogginar gsBfosoagdgeco gowegdger:s, bamBgatigergdnb SgBygaGob boonsboem boggdggere Bagersoxb. sdsbor06, aabbigoqgb-ye00 Egle dBbgdordb bacwigyrrpergdab RaggergoGnge (ByayrBo6qBob goranl es1ygn0, 859., BGB-ab §§62 89-2 Bab ncpo, 622) (3rimag Gab 118-9 Sqburn) ms arbbo jormgdejena Bybaun (Jy SyrBa6gBob gocya!s soggggereR, 494,, BGB-nb §626) (S4engJgab 122-9 dybaon) EmAganboorgob, saGdariogg8unnb ngh IGmBnan bywdgytigergant GeBers IgGymbnbgdav gomod weoyy:hn @rdyoRodipeyn yBmQ nyobi baborGlnm oqgomgdeombody, wodariaggdqeeob dnrbengBybueq-H Smacqabotig Gaby bg, 96 Bnb badiyngerbg (ogeeTgytyengeab bBabsoeIeqgm JAyagBsbq) sdabarss, bomBasgengdnb Imdensb Gogygb9ds bIggnoceyfin Sioarbergbgdo. agn Brea ayer Boabanbnbrenn, aby 08 brBab ersgorgas agoregds BpgdengBgene jhe aymb bbgo Sgboggrieb. eagnSogybgmavscranb bogeogdom Adnig Igegagnl asdimdliggge boBigoengdoo» (Simggiob 116 4 Bybepa). vBobors6, ory byerBggMgexqBab Inds baboreBem sqsneggeemdab godm Kodkeghnl: wodosiogghgergeb ghar-athonno6 gbxeo Bnbmeeb, eodoMoggdyzonb gqargagn yocgaobo06 yh. BeegoerbEnby®en gbige eggh Bobo ben aocerya deegmseged (36mg fab 120-9 dybenn, obi aoegomrabEnbydgerns, 808. gahidobGnb Kindigungsschutzgeset2-ol §1-30), SyGymbcSgd0b goqob woggggerrea byedqytgeagind Bmdeov godmyomgdzegna grbbs,: Sybyeo gotgdengds dg, Gms prenis obobdgyFmbgenb 6 Bygdengdyeaboes 30 brocb rooamoggdxye Apdiggmd esbogBadob (obggg goegoerabEnbg2geros, 93, BGB-ob §620-nm) 24 TT $$$ 92 nt boar qr, anamunizan 6/2003-1GEPLAC ACTIVITIES 18. Termination by Notice as a Ground to Terminate an Employment Contract Expression of will by one of the parties to the contract serves as a ground for termination by rintice of an employment contract. However, an employer must indicate reasons for terunation of a contract. There are different rules for ordinary dissolution (by observing the p=riod of notice, e.g. §§620 II, 622 BGB) (Article 118) and dissolution under special rules Jisregarding period of notice, e.g. §626 BGB) (Article 122) Term’ der xition by notice by the employer must be stated due to industrial necessity, reasons om an employee's person or behaviour (breaching the contract} More wer, some specific requirements apply to termination by notice. It must be reason- able © it must be impossible to avoid this measure by other means with less severe consequences for the employee (Article 119), If several employees are made redundant due .« industrial necessity, in addition to employees’ skills, an employer shall take due act. ..1t of social circumstances (Article 120, also provided by §1 of the German Kénchgungssehutzgeset2). Tha. solution of a contract without notice depends on a particular circumstance cue to which iurther employment becomes unreasonable or even impossible {also provided by §f2h AGB). GEORGIAN LAW REVIEW.6/2003.1 8»ROITIING" L9dAMEMEd Bema’ jereogdbab Smgocen ws oBeogaryoimgtin BsBagrab SémgdGo 3960 1. SMBSVNLIBILIIIE0 ago |. Bgbgoma wgdgergds6o esgoll. IemIoorn boeedg sFigengdnl Abs-yor9 dasiooraren yecagdgdo cs AmgoragrBgdn SIGNIL NELNZNLISLIGN I4MANTIN DaTINIEMMId mogalll. Iman ghongmomdnk 5shImInds |. Gobobobym@ggtigengder yhangtiomds UL. BtimBoor boemagseqjergdnb worgds Ill BeienBocrn yRnaghiomdals bsbaridrrogmdo IV. bored a ytgengdab momgds ardmbog@yenn gomon ago lV. bsdgdsmb IgkMgergds |. bo8gdomb Dgbeqengdob dngs~@o boygdgergda Ul. BeimBob Boboasbs8gho ws migobobs gno¥o InJgrmo LIguaoergtin BgligBo I, b98-g83e9 cqeten IV, gab gg6g8eb ceri 0930 V. gobs8Gigegenm 1 Bergson gdyergdgda , eo8oGgbnero sbebeqarytSg89 Ul, BeimBab Gs reoqKgBob gobloyyorBgeiyern Igdobgyggba go VL Iggdqengdo |. yenggeBenontin oGobmogMgdoree Iggdzjeq89 Il. WBogeosbans6 ceo Lodgbag%en bsJosGmBabors6 reagog8ogBigcoa Igq2yergdy3o IL Sggdqeagbo mAb yeombas, BImanstmdnbs «eo Sogagob Ingan’ goden 2930 VI. agsmagngogonk sdomengds «99 SKinggbogern gor@sdbo~gBo 23990 VIII. I6emBab sy 7930 IX. Berdoarn qHoogmnmdgdab Ioggers, Ighg%gdo wo 3g6y9959 |, Bmdoan grmnghiomdob Gages I BeiemBoorn yBongGerendob Jgy%gd> I. BrimBaor qyarogFowndab BybygqGo 26 asaraezn usaaonezon anameneeas 6/2008-1GEPLAC ACTIVITIES General and individual Sections of the Draft Labour Code TITLE i, GENERAL PROVISIONS Chanier |. Introductory Provisions Charier Il, Fundamental Rights and Obligations of Parties to an Employment Contract TITLE , INGIVIDUAL EMPLOYMENT RELATIONS, Chapter Ill Establishment of Employment Relations 1 Comractual Relations Ii Ever ing into Employment Contract li, Length of Employment Relations Vv. sion of Contract with Probation Period Clapcer IV, Performance uf Work i. Genoral Grounds for Performance of Work il, Internal Labour Rules and Special Rules Applicable within the Organisation UL Working Time IV. Rest Time Chapter V. Remuneration |, Ger eral Provisions il. Supplementary Remuneration il, Special Cases of Remuneration Chapter VI. Leave 1 Annuai Paid Leave ll. Leave for Study and Scientific Activity Ill, Pregnancy, Childbirth and Childcare Leave Chapter VII. Vocationat Training and Retraining Chapter VII. Labour Protection Chapter IX. Modification, Suspension and Termination of Employment |, Modification of Employment Aelations I Suspension of Employment Relations Ii). Termination of Employment Relations GEORGIAN LAW REVIEW6/2003-1 27»RISMOINL" LIIINEMBI 39601, DMBIVN LIBINIIEN aogol. dgbsgora wpdyerad96a 3 aee3 fea Beybeen 1. AgBgegdnb beygtien 1. BrinBal yregdoo sBgbsoagal boiorronggermb SyMgetinay Iimdaw wo Inb mobsder- BHimagBamdgah, Hrderndlog goSubgogqdgyaow o€ oBgggqernfyd b3ygnoeryhha gabon si bojosinggeneb bogtiorintaber body yMigengdo. 2. Fenner gSemngrrermdsbors6 mogeg¥origdygen bejnmbybn, Gmrdcegdbory 9% sBgbnagSb yr m@agbe s6 bigs L3ggosengsin yoSmb>, Kggneontiegds Lndmgorrsym yrmggbob Emedgaoc, Igbmra 2. 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