With regard to the proposed posting, the parties shall ensure that the disclosures they made to each other prior to the conclusion of the agreement are accurate, correct and complete and that none of them has knowledge of essential facts or safeguards that have not been disclosed. The idea behind a posting agreement is that the posted worker remains employed by the original employer during the posting and “returns” to the posting after the end of the posting. There will be certain circumstances in which the posting will have to be terminated with immediate effect. The agreement probably provides for certain events that lead to termination, for example.B misconduct of the detached or long-term illness. A secondment is the temporary assignment of an employee either within an organization or outside a separate business. The posting concerns three (3) parties: the posting may assert the usual employment rights against the posting. If it is found that they have also become the host`s worker during the posting period, they may, at the end of the posting, assert their rights (even if they return to work for the posting). However, they require a reasonable amount of time for continuous use at the host. Secondments may involve moving a Second to another partner within the same organization or to an external company. The external company is often a client of the employer.
Where the disclosure includes information that is not covered by the European Economic Area, the issuer must ensure that there is adequate protection and may be required to include specific provisions in the sending agreement. [name of employer] a company registered and registered in [England and Wales] with the number [insert number] and its registered office at [insert address] (“the employer”); and a posting occurs when a worker (or group of employees) is temporarily employed for another organization or part of his or her employer. . . .