Maximum probationary (trial) period: no limitation

• Valid reasons for FTC use:
  
  Remarks:

  • Employees represented by a union are usually covered by a collective-bargaining agreement that may have provisions constraining the employer's use of part-time or temporary employees. However, such provisions do not appear in all collective-bargaining agreements.
• Maximum number of successive FTCs: no limitation
• Maximum cumulative duration of successive FTCs: no limitation
• % of workforce under FTC: 4.2 %
  
  Remarks:

  • OECD statistics - Incidence of permanent employment, data for 2005 based on the following definition of temporary worker: The estimate includes, on the one hand, all the wage and salary workers who do not expect their employment to last, except for those who, for personal reasons, expect to leave jobs that they would otherwise be able to keep. The data includes temporary help and contract company workers. This estimate also includes self-employed and independent contractors who work for one firm at a time and expect this arrangement to last for 1 year or less.

Notes / Remarks
There is no federal legislation distinguishing between different kinds of employment contracts (including in regard to termination of employment). In general, the term of an employment contract is decided by the parties to the contract.

Maximum probationary (trial) period: no limitation

• Valid reasons for FTC use:
  
  Remarks:

  • Employees represented by a union are usually covered by a collective-bargaining agreement that may have provisions constraining the employer's use of part-time or temporary employees. However, such provisions do not appear in all collective-bargaining agreements.
• Maximum number of successive FTCs: no limitation
• Maximum cumulative duration of successive FTCs: no limitation
• % of workforce under FTC: 4.2 %
  
  Remarks:

  • OECD statistics - Incidence of permanent employment, data for 2005 based on the following definition of temporary worker: The estimate includes, on the one hand, all the wage and salary workers who do not expect their employment to last, except for those who, for personal reasons, expect to leave jobs that they would otherwise be able to keep. The data includes temporary help and contract company workers. This estimate also includes self-employed and independent contractors who work for one firm at a time and expect this arrangement to last for 1 year or less.

Notes / Remarks
There is no federal legislation distinguishing between different kinds of employment contracts (including in regard to termination of employment). In general, the term of an employment contract is decided by the parties to the contract.

Maximum probationary (trial) period: no limitation

• Valid reasons for FTC use:
  
  Remarks:

  • Employees represented by a union are usually covered by a collective-bargaining agreement that may have provisions constraining the employer's use of part-time or temporary employees. However, such provisions do not appear in all collective-bargaining agreements.
• Maximum number of successive FTCs: no limitation
• Maximum cumulative duration of successive FTCs: no limitation
• % of workforce under FTC: 4.2 %
  
  Remarks:

  • OECD statistics - Incidence of permanent employment, data for 2005 based on the following definition of temporary worker: The estimate includes, on the one hand, all the wage and salary workers who do not expect their employment to last, except for those who, for personal reasons, expect to leave jobs that they would otherwise be able to keep. The data includes temporary help and contract company workers. This estimate also includes self-employed and independent contractors who work for one firm at a time and expect this arrangement to last for 1 year or less.

Notes / Remarks
There is no federal legislation distinguishing between different kinds of employment contracts (including in regard to termination of employment). In general, the term of an employment contract is decided by the parties to the contract.

Maximum probationary (trial) period: no limitation

• Valid reasons for FTC use:
  
  Remarks:

  • Employees represented by a union are usually covered by a collective-bargaining agreement that may have provisions constraining the employer's use of part-time or temporary employees. However, such provisions do not appear in all collective-bargaining agreements.
• Maximum number of successive FTCs: no limitation
• Maximum cumulative duration of successive FTCs: no limitation
• % of workforce under FTC: 4.2 %
  
  Remarks:

  • OECD statistics - Incidence of permanent employment, data for 2005 based on the following definition of temporary worker: The estimate includes, on the one hand, all the wage and salary workers who do not expect their employment to last, except for those who, for personal reasons, expect to leave jobs that they would otherwise be able to keep. The data includes temporary help and contract company workers. This estimate also includes self-employed and independent contractors who work for one firm at a time and expect this arrangement to last for 1 year or less.

Notes / Remarks
There is no federal legislation distinguishing between different kinds of employment contracts (including in regard to termination of employment). In general, the term of an employment contract is decided by the parties to the contract.