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Yes, there is a difference. A casual worker is employed only “as needed” for discrete work schedules. Once this work time is over, the duration of the employment ends, so there is generally no need to dismiss a casual worker, except in an emergency. They can simply wait until the end of the current work period and not provide them with other work. This fixed-term contract (the “contract” or fixed-term employment contract) specifies the conditions that govern the contractual agreement between [EMPLOYER COMPANY] and the main location of [COMPANY ADDRESS] (the company) and [TEMPORARY EMPLOYEE] (the “Temp”) which agrees to be bound by this contract. The duration of the fixed duration must be clearly defined in the agreement, with a clear start and end date. This contract contains a clause that authorizes the employer to terminate the fixed-term contract prematurely without avoiding a possible claim for compensation corresponding to the salary and benefits that the fixed-term worker would have received until the end of the contract. A fixed-term contract is a type of agreement by which a company or company employs an employee for a specified period of time, depending on the requirements of its work. In most cases, it can be one year and extended after the end of the period, depending on the requirements of the organization and its work. THE RESTITUTION OF THE PROPERTY.

Within seven (7) days of the end of this fixed-term contract, either by expiry or by other means, temp undertakes to return to the company all products, models or models and all documents, without copies or notes relating to the company`s activity, including, but not limited to, [LIST OF ITEMS] received by Temp during his representation of the company. Once the defined end date has arrived or the project indicated is completed, the contract automatically expires. It is also recommended to include events that trigger early termination of the contract for unforeseen events, for example. B when a particular project is cancelled or cancelled.