法律英语词汇“Continuous contract of employment”的翻译、意思、用法、释义-法律词典

单词	Continuous contract of employment
释义	連續性僱傭合約 A contract of employment under which an employee is deemed to be in continuous employment. In any dispute as to whether a contract of employment is a continuous contract the onus of proving that it is not a continuous contract shall be on the employer: Employment Ordinance (Cap 57) s 3. Where at any time an employee has been employed under a contract of employment during the period of four or more weeks next preceding such time he shall be deemed to have been in continuous employment during that period: sch 1 para 2. The term is a statutory concept, the Labour Tribunal must therefore focus on the relevant important provisions to the Employment Ordinance in deciding whether there has been a statutory ‘continuous contract’: Leung Wan Kee Shipyard Ltd v Lik Shau Foo & Ors [1995] 3 HKC 229 (HC). In order to ascertain whether an employment is a continuous contract, one would have to apply the statutory provisions to see whether the circumstances of an employee with a breakage in the employment fit into the statutory description or not. If according to the Ordinance, the employee was employed in the previous period, then he would be deemed to have a continuous employment for the purposes of long service payments: David Hot Blocking Press Ltd v Ho King Yam [1996] 1 HKC 270 (HC). So long as an employee has worked for four weeks preceding the relevant date and worked at least 18 hours for each week, he would be deemed to be in continuous employment, or in other words, deemed to be employed under a continuous contract: Wong Man Kwan v Chun Shing Holdings Ltd (HCLA 29/ 2002, unreported). A worker has to show that he worked for 18 hours or more in each week for four consecutive weeks in order to rely on the deeming statutory provision: Lui Lin Kam And Others v Nice Creation Development Ltd t/a Fu On Seafood Restaurant (HCLA 106/2002, unreported). 僱員須當作連續受僱的僱傭合約。在僱傭合約是否連續性合約的爭議中，僱主須承擔證明該合約並非連續性合約的舉證責任：《僱傭條例》（第57章）第3條。不論何時，凡僱員在緊接該時間前，根據僱傭合約受僱4個星期或以上者，須當作在該段期間內是連續受僱：附件1第2段。該用語屬法定概念，因此當勞資審裁處決定是否存在法定的「連續性合約」時，必須著重《僱傭條例》中相關的重要條文：Leung Wan Kee Shipyard Ltd v Lik Shau Foo & Ors [1995] 3 HKC 229（高等法院）。為確定僱傭是否連續性合約，則須引用法定條文查明僱員的情況（僱傭關係有破損）是否符合法例中描述。若根據條例，僱員於前期受傭，就長期服務金而言，則會視為有連續性僱傭關係：David Hot Blocking Press Ltd v Ho King Yam [1996] 1 HKC 270（高等法院）。只要僱員曾在有關日期前工作四個星期，每個星期工作至少18小時，則該僱員會視為於連續性僱傭關係中，或換言之，視為根據連續性合約受僱：Wong Man Kwan v Chun Shing Holdings Ltd （高院勞資審裁處上訴2002年第29號，未經彙報）。某工人須證明連續四個星期每個星期已工作18小時或以上，以依憑認定的法定條文：Lui Lin Kam And Others v Nice Creation Development Ltd t/a Fu On Seafood Restaurant （高院勞資審裁處上訴2002年第106號，未經彙報）。
随便看	Subordination trust Subornation of perjury Suborner Subpoena Subpoena duces tecum Subrogation Sub rosa Subsale Subscribe Subsequent trustee Subsidence Subsidiary Subsidiary legislation Subsidy Subsistence of copyright Subsoil Substantial Substantial completion Substantial damages Substantial performance Substantial shareholder Substantial shareholding Substantial truth Substantive law Substantive provisions

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