Another common example is that of the LPA severance pay, which generally provides for a severance pay of six months per year of seniority within the limit of six months. If the employment contract provides for one month per year of seniority, the company is bound to it. However, if the contract refers to an American-style “employment doctrine”, this provision is not respected and the company must pay the severance pay provided for by law. The main exception in this regard is the “mandate”. Where payments are to be made in lieu of terminations, redundancy payments or other payments to the terminated AIFM, these must be presented simultaneously with the signing of a document proving that the acceptance of that payment is final. A cancellation agreement that provides for mutual non-disparagements, waiver of rights, and confidentiality of transaction terms can also be helpful. Contracts that contain only “framework clauses”, such as. B cooperation on investments and/or mandates for future investment negotiations. In addition to AIIs, there is also an open category of investment-related instruments (IRIs). It includes several binding and non-binding instruments, such as model agreements and drafts, multilateral conventions on dispute settlement and arbitration rules, documents adopted by international organizations and others.
This can be a great advantage if the fight for the cause of dismissal can be costly or embarrassing for a manager. Note that people covered by mandate agreements must have real decision-making power over Taiwanese unity and do not only regard the position as the convenience of the company so that they are not considered “employees” under the law. . . .
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