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Below is a summary of the most important subjects in this field. When a termination date is not stipulated in the employment contract, it will be considered that the contract is for an indefinite term and the employee will be protected by Act No. This could happen when an employee classified as temporary is engaged in the same duties as regular employees; when a temporary employment contract is renewed automatically for prolonged periods of time; or when, at the end of the temporary assignment, the individual is replaced by another temporary employee to continue doing the same work. The Puerto Rico Supreme Court has stated that because the employer-employee relationship and the principal-independent contractor relationship share common traits, there does not exist, generally, an unequivocal distinction between the two. The beginning of the workweek, once established, may be changed only if the change is intended to be permanent or for an indefinite duration. An employee who rejects a flexible work schedule will continue to be subject to the daily overtime norms. 83, an employer can allow an employee to adjust starting and quitting times for reasons of personal convenience without incurring the obligation to pay the overtime premium that would otherwise accrue when the employee advances the start of the workday from one day to the next or delays the start of the meal period, as explained in the preceding section. A reduction of the time of the meal period must be for the mutual benefit of the employer and the employee, and said reduction must be stipulated in writing.EMPLOYMENT CONTRACTThe employment contract is governed by state and federal labor statutes, as well as the Puerto Rico Civil Code. In the case of employees hired through temporary employment agencies, Act No. It is noteworthy that on June 30, 2016, the President of the United States signed into law the Puerto Rico Oversight, Management, and Economic Stability Act, or PROMESA. A flexible work schedule will be valid only under the following conditions: (1) the agreement must be voluntary; (2) the employee may start the workday up to three hours earlier or later than his or her regular starting time without incurring daily overtime, as long as no work is performed during a rest period of at least 12 consecutive hours between the end of one shift and the beginning of the next and the employee does not work more than eight hours during the workday; and (3) the employee's shift must be worked consecutively, to be interrupted only by the regular meal period. A reduced meal period cannot be for less than 30 minutes, except in the cases of nurses, security guards and croupiers, where it may be reduced to 20 minutes.

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Many guys have accidentally discovered that actively contacting older women on Cougar Seeking proves to be very *productive* in filling their week days with cougar dates.Furthermore, if the employee works only two hours or less of daily overtime, the second meal period may be waived by the employee if it is for the mutual benefit of the employee and the employer and it is so stipulated in writing. Those employers that employ more than 15 employees will have to pay to the qualifying employees a bonus equivalent to 6% of the salary of each employee, up to a maximum of ,000 (i.e., up to 0 of bonus per employee).CLOSING LAWThe Regulation of Operations of Commercial Establishments Act, as amended, commonly known as the Closing Law, regulates the opening of certain commercial establishments dedicated to retail sales. Those employers that employ up to 15 employees will pay, instead, a bonus equivalent to 3% of the salary of each employee, also up to a maximum of ,000 (i.e., up to 0 of bonus per employee). 31, §3471, regulates the manner in which courts should interpret contracts, including employment contracts. The Regulation of the Temporary Employment Contract, Act No. 29, §271 ., provides that the regular work shift for non-exempt employees is one of eight hours per day and a regular workweek is 40 hours. A mandatory decree or wage order of the Puerto Rico Minimum Wage Board may provide for a higher daily overtime rate.

The contract may be extended up to an additional 90 days with the express authorization of the Puerto Rico Secretary of Labor and Human Resources when the nature of the work may so require. It also applies to employers that do not meet the stated annual volume but whose employees are engaged directly in interstate commerce or in the production of goods for interstate commerce. 379, employers covered by the FLSA are required to pay non-exempt employees an overtime rate of time and a half of the regular rate for all hours worked in excess of eight in any given period of 24 consecutive hours.

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