Legal Framework for Managers

"In California, the elements for a viable contract are 1) parties capable of contracting; 2) their consent; 3) a lawful object; and 4) sufficient cause or consideration." In regards to a minor 's capacity to contract, a minor is capable of contracting unless specifically prohibited. However, Section 6710 of the California Family Code states that "except as otherwise provided by statute, a contract of a minor may be disaffirmed by the minor before majority or within a reasonable time afterwards."

* Minors are defined as individuals under the age of majority to contract. This is the age at which a person is entitled to the management of his/her own estate (18 in most states).

Contractual capacity is, “The legal capability to form a binding contract. A number of classes of people lack contractual capacity, and these include minors…” (BusinessDictionary.com, 2010). A minor’s capacity to contract and the lack of an employee’s capacity to bind a company by contract could be used in defense against a breach of contract.’ Consideration is necessary for any contract to exist. A promissory estoppel is used when consideration requirements are absent (Kubasek, Brennan, & Browne, 2015, p.250).

These apply to all Work environments. . Labour law covers the deal between employee and employer. Health and safety laws cover the work conditions, and minimum wage and other laws set basic compensation levels

In place are laws of binding contracts to protect ones such as the 12 year old.

Rule : : Contract formation requires mutual assent (offer and acceptance), consideration, and no viable defenses to contract formation.

A reference to "28 U.S.C. Section 1332" means that a statute can be found in section 1332 of title 28 of the United States Code.

Under Texas law, is a contract “valid” at the time it was created when a 16-year-old is involved in a contract with a production company, even though such contract is unenforceable?

In this task I will explain the impact of relevant legislations / regulations on two types of employment contract of the company New Forrest logistics as well as analyse the impact of the legislation of the two contracts of the company.

In general, a Minor’s contract is voidable except for contracts related to necessary items. However, there are some specific circumstances that the contract made by a minor is not void, such as the contract of ‘necessary’ or the contract that enables a person to earn a living.

The Sex Discrimination Act 1984 was enacted for the purpose of giving effect to the elimination of all forms of discrimination against women and prohibiting discrimination on the grounds of sex, marital status or pregnancy in areas including education, accommodation and provision services (Strachan & French, 2007). Furthermore, the legislation promoted recognition and acceptance of the principle of equality of men and women within the community. Additionally, the removal of discriminatory barriers has designed and ‘encouraged’ a change in treatment of women in recruitment, retirement, dismissal and termination. As a result, social behaviour modifies through the setup of rules that ‘employers must not discriminate’ through the enforcement of law (Strachan & French, 2007).

Marshall received a signature on a contract from a seventeen year old minor in which he hopes to enforce. From a legal standpoint, minors have a limited ability to enter into contracts. The seventeen year old minor employee can void the contract he signed at any time. Minors have the option to do this because of laws made to protect them

is now a person under 18--may be enforced or voided by the minor, unless the

138 or light work consistent with Article 7 of ILO Minimum Age Convention No. 138. Juvenile Labor Suppliers may employ juveniles who are older than the applicable legal minimum age for employment but are younger than 18 years of age, provided they do not perform work likely to jeopardize their heath, safety, or morals, consistent with ILO Minimum Age Convention No. 138. Working Hours Except in Emergency or Unusual Situations, a workweek shall be restricted to 60 hours, including overtime, workers shall be allowed at least one day off every seven-days, and overtime shall be voluntary. Under no circumstances will workweeks exceed the maximum permitted under applicable laws and regulations. Suppliers must offer vacation time, leave periods, and holidays consistent with applicable laws and regulations. Wages and Benefits Suppliers must pay all workers at least the minimum wage required by applicable laws and regulations and provide all legally mandated benefits. In addition to their compensation for regular hours of work, workers must be compensated for overtime hours at the premium rate required by applicable laws and regulations. Suppliers shall not use deductions from wages as a disciplinary measure. Workers must be paid in a timely manner, and the basis on which workers are being paid must be clearly conveyed to them in a timely manner. Freedom of Association Suppliers must respect the right of workers to associate

Section 12(1) of the act state that, “A stipulation in a contract of may be a condition or a warranty” explaining that all terms and stipulations of the contract of sale are not of equal important and also of same consequences, however, some of terms are so vital to the contract that their failure to fulfil would cause breach of contract as a whole. Such terms are known as “Conditions”. Further, a term which are not of so vital importance is known as “Warranty”.