Legal compensation related to the termination of an employment contract (i.e., severance and severance pay) generally does not apply to valid mutual termination agreements. However, the parties may agree on another arrangement for the payment of such compensation. In addition, in considering the “reasonable performance” criteria, the Supreme Court pays particular attention to the realization of additional compensation and payments as a factor that affects the validity of the mutual termination agreement. In modern law, mutual agreement often involves financial compensation. Joe did offer money when he agreed to pay for the gas, but he could have agreed instead to cancel Mary`s kitchen in exchange for $500. In both cases, the paint and gas money are valuable, as is Mary, who gets behind the wheel or agrees to pay the $500. The essential prerequisite for the implementation of a valid consensual termination agreement is the existence of the “reasonable performance criteria” resulting from the court`s decision. The Supreme Court refers the validity of the mutual termination agreement to the existence of an appropriate benefit from the employee`s point of view. The main ground underlying the Supreme Court`s “reasonable benefits” criteria in mutual termination agreements is the view that, since the employee must be granted severance and dismissal pay when the employer terminates the employment contract, the preference for another method that is not more advantageous cannot be considered appropriate in the normal course of life. Therefore, in many cases, and in particular where the application for a reciprocal termination agreement is made by an employer, the Supreme Court expects certain additional benefits in the amount of a “reasonable benefit” in addition to the legal fees that would have been paid in the event of termination by the employer and not by a mutual termination agreement. Several Supreme Court decisions have struck down mutual termination agreements, so that termination of employment is treated as “termination by the employer” if they do not receive additional payments or benefits and, as a result, the associated reinstatement claims have been granted by the Supreme Court.
If, on the other hand, an employee is required to have an amicable dismissal agreement, the payment of legal rights arising from a mutual termination agreement – which would not have been paid in the event of ordinary dismissal – is considered a “reasonable advantage”. Accordingly, consensual termination agreements entered into in this manner are generally considered valid. The validity of the reciprocal termination agreement does not depend on a specific form required. Thus, a mutual termination agreement can be concluded explicitly or implicitly, orally or in writing. In the absence of a required form as a prerequisite for validity, the form of the agreement is of great importance for proof. Therefore, it would be advantageous to conclude in writing an amicable termination agreement to demonstrate the common will of the parties with regard to the termination of the employment contract. Linking between fan pages is directed because “liking” a page is a one-way action. This is different from friendship relationships between the personal pages of two Facebook users, as “friends” only take place when there is mutual agreement. Use the Graphical Metrics tool (see Chapter 6) to calculate in-degree, out-degree, betweenness centrality, Reciprocity, PageRank, and Overall measures.
In the event of a breach or breach of a joint contract, there are two common remedies: a court may order financial damages – the party who failed to perform the service must financially compensate the other party – or it may order the injured party to work as it said under the contract. .
