This means that misunderstandings are less likely and, if there is a problem, workers and employers can go to the employment contract to clarify things. Contract management tool for the operational management of the result agreement. Optional, but highly recommended for the management of higher quality, longer-term or more complex agreements, such as outcome agreements with multiple funders or service lines. The agreement was introduced in 1979 as the Tokyo Round Code on Government Procurement, which entered into force in 1981 under the General Agreement on Tariffs and Trade.  It was then renegotiated in parallel with the 1994 Uruguay Round and this version entered into force on 1 January 1996. The agreement was subsequently revised on 30 March 2012. The revised GPA entered into force on 6 July 2014. Use this variation model to make agreed changes to the (bilateral) outcome agreement. Employers are required to keep a copy of the employment contract (or the currently signed terms and conditions of employment). The employer must respect an “envisaged agreement”, even if the employee has not signed it.
Workers are entitled, on request, to a copy of their agreement. Employment contracts must contain certain clauses. Additional clauses should be adopted that meet the needs of the organisation and staff. . . .