GREECE Law and Practice Contributed by: Nikolas Sigkridis, Semina Zavitsanou, Chrysa Kalantzi and Yannis Ragos, POTAMITISVEKRIS
POTAMITISVEKRIS Tel: +30 210 33 80000 Fax: +30 210 33 80020 Email: info@potamitisvekris.com Web: www.potamitisvekris.com
1. Employment Terms 1.1 Employee Status Blue-Collar and White-Collar Workers
the last season. Despite the fixed-term nature of their contracts, severance payment is required, in the case of termination (either during the season or off-season). 1.2 Employment Contracts The employment contract may be concluded either for a fixed term or for an indefinite term. The determina - tion of the contract’s duration is of particular impor - tance in relation to the manner in which it is termi - nated (see 7.1 Grounds for Termination ). A fixed-term employment contract terminates automatically upon the expiry of the agreed duration, without the need for any declaration or other action by either party. In contrast, an indefinite-term contract is typically ter - minated by a unilateral declaration of intent made by either the employer or the employee and addressed to the other party. An employment contract does not require written form for its validity, unless the written form is mandated by law (eg, in the case of part-time employment) or has been contractually agreed between the parties. Employers are required to inform employees of the essential terms of the employment contract or rela - tionship, as specified by law. These include: • the place of work; • the employee’s position or job title, grade, category or sector of activity, and a brief description of the work; • the start date of the employment contract or rela - tionship; • if the employment is for a fixed term, the end date or expected duration; • the duration and terms of any agreed probationary period;
According to settled case law, white-collar workers are those who primarily perform mental work, whereas blue-collar workers are those who primarily perform manual work. Traditionally, this distinction was signifi - cant in Greek labour law, particularly with respect to the notice period for termination and the calculation of severance pay. However, as of 1 January 2022, this distinction has been abolished for the purposes of termination procedures and severance pay. Other Statuses Managerial employees Within the meaning of law, they are not subject to the labour law provisions concerning the working time limits (eg, daily/weekly rest periods, overwork, over - time, work on Sundays and public holidays, etc) and statutory annual leave entitlements. Part-time employees Part-time employment may take the form of daily work with shorter working hours than the full-time sched - ule, non-daily work with full daily hours, or even non- daily work with shorter daily hours than the full-time schedule. Seasonal employees Their employment is directly linked to the seasonal nature of the employer’s operations and typically lasts for the duration of the active season. In seasonally operating hotels (up to nine months per year), the employer must re-employ the same number of employ - ees that were employed on average in the last two seasons, and preferably those who were employed in
231 CHAMBERS.COM
Powered by FlippingBook