LAW OF CONTRACT The Law of Contract is that branch of law which determines the circumstances in which promise made by the parties to a contract shall be legally binding on them. All of us enter into a number of contracts everyday knowingly or unknowingly. Each contract creates some right and duties upon the contracting parties. Indian contract deals with the enforcement of these rights and duties upon the parties. Indian Contract Act‚ 1872 came into effect from 1st September‚ 1872. It extends after
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Indian Contract Act states that‚ "every promise on every set of promises forming the consideration for each other an agreement. An agreement is a form of cross reference between different parties‚ which may be written‚ oral and lies upon the honor of the parties for its fulfillment rather than being in any way enforceable. It is also a fact that an agreement is a proposal and its acceptance‚ by which two or more person or parties promises to do abstain from doing an act. But a contract according
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|This Employment Agreement (“Agreement”) is made and entered into on | | |between | |whose principal place of business is located at | | |(hereinafter referred to as "Employer") and | | |whose present address and telephone number is
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CONSIDERATION A. Legal Sufficiency 1. Adequacy 2. Unilateral Contracts 3. Bilateral Contracts 4. Illusory Promises a. Output and Requirement Contracts b. Exclusive Dealing Contracts c. Conditional Promises 5. Pre-existing Obligation a. Modification of a Pre-existing Contract b. Substituted Contracts c. Settlement of a Undisputed Debt d. Settlement of an Disputed Debt B. Bargained-For-Exchange 1. Past Consideration 2. Third Parties C. Contracts without Consideration 1. Promises to Perform Prior Unenforceable
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|Sheffield HAllam | |How to best reward employees? | | | |
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Assessment task 4 : project 1 Ground rules for how a team will operate: Current level: We treat each other with respect. We intend to develop personal relationships to enhance trust and open communication. We value constructive feedback. We will avoid being defensive and give feedback in a constructive manner. We strive to recognize and celebrate individual and team accomplishments. As team members‚ we will pitch in to help where necessary to help solve problems and catch-up on behind
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Designing a Reward System HSM/220 September 8‚ 2013 Designing a Reward System Designing a reward system in the workplace is a way for Employers to show their appreciation and gratitude to their employees. Although there are many different ways to implement a reward system there are many factors that contribute to a successful system. There are many steps and factors that should be considered by the employer in order to best satisfy the employee(s). For example‚ while many believe pay incentives
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Non-Monetary Rewards in the Workplace The purpose of this paper is to discuss methods that can be used to motivate employees‚ and their effectiveness. Motivators‚ such as non-cash incentive programs‚ are commonly used methods to motivate employees. Non-monetary motivators‚ such as praise and recognition‚ a work environment of trust and respect‚ and professional growth and development are the most effective methods to motivate employees. Many companies choose non-cash incentive programs to motivate
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ASSIGNMENT THE THEORY OF CONTRACTS MEMBERS MOHD AMINUL HAKIM BIN HANI SALMAN 1124539 AHMAD ZUBAIDI BIN MAHMUD 1127783 AHMAD SYAHIR BIN MOHD ZAKARIA 1123419 SITI SHARINA BINTI SEMAN 1120902 NURHANI BINTI ABDUL RAHMAN 1118618 NURASHIKIN BINTI MOHD PILUS 1125834 INTRODUCTION Basically‚ human beings are dependent with each other to fulfil their needs and wants. We need to interact‚ communicate‚ trade and collaborate with others. Specifically ‘aqd or contract means a connection
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Psychological Contracts: an introduction to the concept Richard Hall Associate Professor in Work and Organisational Studies University of Sydney While the origins of the concept of ‘the psychological contract’ can be traced to the 1960s‚ the idea gained widespread currency in the academic and research fields of organisational psychology‚ organisational behaviour and HRM in the 1990s following the publication of a key article‚ then a book‚ by Rousseau (1989‚ 1995) which stimulated renewed interest
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