A commercial contract consists of two parts – an exclusive part that governs certain aspects of the assignment and a general part of the terms and conditions. If these are to be part of the specific agreement, the main rule is to draw the other party`s attention to it. This objective is achieved by inserting the agreement on the terms and conditions of sale upon confirmation of each sale. ABRE-10 should be used when the Staff Agency has been tasked with selecting candidates and submitting candidates to a client company that wishes to employ one or more people. Compared to its predecessor (ABRE-04), the ABRE-10 contains some minor modifications as well as new general conditions on subjects that have not yet been covered, such as. B as intellectual property rights, confidentiality and personal data. Download sellers often have finished standard contracts for their goods and services. Your terms and conditions often contain provisions regarding liability, guarantees, delays, etc. The legal quality of these standard contracts may vary, so it is important that you, as a buyer, read the contract carefully before signing it. Because ABSS-10 applies to the employment of skilled workers, compensation plans differ slightly from those of ABPU-10.
ABSS-10 assumes that the price is generally a fixed fee and that, therefore, the staff agency is not entitled to compensation in the event of a change in a collective agreement or overtime, etc. In addition, there is no indication of the wage structure in the client company. One of the underlying objectives of these agreements is to strike the right balance between the type of service (or product) and the price. They also offer transparency and clear direction – perhaps the best way to avoid conflict between two parties. In addition, these agreements allow customers to better compare offers from different suppliers. ABPU-10 will be used when the staff agency makes staff available to a client company to carry out work related to the operation of the client company under the control and management of the same company. The idea is that the ABPU-10 will be used for the vast majority of personnel services, replacing ABPU-04. The services and responsibilities of the Personnel Agency have been defined as selection procedures and the provision of mediation staff. On the other hand, the client company has the same responsibility for the staff placed as for its own staff.
As a result, the Staff Agency has responsibilities in this area because of ABPU-10, which are in line with Swedish legislation in this area, as well as agreements on the general conditions applicable to staff services in other Nordic countries. Compared to ABPU-04, the responsibilities of the parties are now clearer.