The most common “regular” staff contracts are fixed-term contracts. FTA. These are the jobs you will find in many parts of the system. Fixed-term contracts typically last one or two years. Even if free trade agreements do not involve renewal, there is no limitation and/or interruption of service in the event that the organization decides to extend a free trade agreement. Fixed conditions mean no waiting for extension. However, many times (almost always?), when there are funds, you are good to go after this contract term ends. In general, temporary jobs are very good in terms of job security. While they are not guaranteed, you should have more than enough time to adjust if something happens. An interesting curiosity with fixed-term contracts is that some of them can be funded by projects.
These contracts then have slightly different terms and benefits. In this category, it gets really chaotic. First of all, there is a very wide variety of treaties and the conditions can be very different. Second, some organizations see consulting contracts, not HR contracts, and regulate them in accordance with the organization`s purchasing rules. As a general rule, these contracts have few benefits for workers. Consultant contracts are time-limited, often short-term, and often violate service rules. They generally allow for greater flexibility in wage negotiations. For example, these contracts are the Special Service Agreements (SSA), The Individual Contractors Agreement (ICA) and others.
In the “non-employee” or “consultant” category, things get complicated. First, there is a very wide variety of treaties. These contracts are generally referred to as the “Advisory Contract,” “Special Service Agreement (SSA), “Individual Contractor (IC)” or “Individual Contractor Agreement (ICA).” The terms of these contracts can vary considerably from one organization to another. In addition, more and more organizations view these contracts without staff, not as HR contracts, but as an administration according to the organization`s purchasing rules. In general, these contracts have very few benefits for workers. Consultant contracts are either temporary or deliverable and often short-term. Many organizations are in breach of service rules to prevent continued employment in non-staff contracts, but all contracts without staff have advantages because they allow more flexibility than staff contracts. Fixed-term contracts of up to one year less a day are fixed-term futures contracts. This type of contract may be the closest to what was once “Limited Time Assignment (ALD) ” or “Temporary Fixed Term (TFT)”, but it is strictly limited in terms of duration (alD and TFTs no longer exist). Temporary appointments lead to a “service cut-off” period to avoid a number of TA contracts.
Fixed-term contracts such as limited-term assignments (ALDs) or fixed temporary terms (FTTs) are still personnel contracts, but they are clearly time-limited and generally do not have all the benefits of fixed-term contracts. And while these contracts can be renewed, there is usually a limited contract (for example. B 3 years or 4 years) after which the same person can no longer be in the mail.