Probably the most difficult area of shadow occurs when the parties have a recurring business relationship that begins informally, but they later decide to document and organize conditions. In cases where the parties are not legally advised, it is by no means uncommon for the parties to sign the agreement and then trace it back to the beginning of the business relationship, assuming that it will “capture” all previous aspects of their relationship. From a legal point of view, of course, what they should do is a provision in the treaty that the terms of that contract also regulate previous transactions that the parties would now consider to be governed by those conditions. However, when blind people write contracts themselves or download a pro forma on the Internet, they often lose these legal niceties. In practice, the courts are more sympathetic than might be expected. Transaction agreements were previously referred to as compromise agreements. You terminate your employment on mutually agreed terms, which often involve the payment of compensation by your employer, provided you do not make claims against them. Two employees who had committed rude acts were summoned for a prior interview with their employer. (3) The investigation took place on 3 May 2004 in the presence of two representatives of the employers, a workers` representative and a representative of the Confederation of Independent Trade Unions in Luxembourg. The law stipulates that an employer wishing to dismiss an employee for gross misconduct must notify him of his dismissal with immediate effect within eight days of the preliminary investigation with a recommended letter.
(4) In the case of dismissal for gross misconduct, the worker is not entitled to unemployment benefits. The employer could, for a serious and objective reason, have notified workers in the event of dismissal. However, it should have continued to pay its wages for the duration of its notice periods, while the employer wanted, in its view, to punish gross and reprehensible misconduct.