9.Assignment of rights after the contract has been signed

A contract operates to confer rights and impose duties only on the parties to the contract and no other parties. However, in many jurisdictions, there are two exceptions to this general rule: The first is when the original contract provides for rights to be conferred on a third party; And the second is when contractual right and duties transferred to a third party at a later date. In the second case rights and duties are transferred after the original contract has been signed. In this situation party A transfers his rights or duties or both under the contract to a third party. Party A is known as the assignor and party C is assignee. The term assignment of contract can mean several different things. Generally this term include both an agreement of rights and a delegation of duties. However, more legally correct, using the term "to assign" for the transfer of rights, and the term "to delegate" to the transfer of duties.  Если спросят о новации  Novation - an exchange of an obligation with a new one, thus canceling the old obligation.

11.Areas of employment law and labor law

The employment relationship is one of the most important legal relationships in most people’s lives.  EMPLOYMENT LAW generally refers to the law governing individual employment contracts and individual statutory rights and responsibilities. Common employment law topics include: -Establishing the employment relationship -The employment-at-will doctrine and exceptions to this doctrine -Covenants not to compete -The protection of intellectual property -Minimum wage and maximum hour legislation -Unemployment compensation -Workers’ compensation -Occupational safety and health -Employee retirement income security LABOR LAW generally refers to the law governing union organizing, collective bargaining agreements, and the rights and responsibilities of unions and employers in a collective bargaining relationship. Common labor law topics include: -The right to organize -Union organizing campaigns -Appropriate bargaining units and recognition elections -Collective bargaining and bargaining in “good faith” -Strikes and lockouts -Enforcing the collective agreement -The union’s duty to fairly represent the employees

12.Protection of employment rights

There are a number of individual legal employment rights which have been conferred by a variety of statutes (many are now contained in EPCA 1978 ) and which are commonly referred to as "employment protection rights" or "individual rights". These include the right: · to time off work for union duties and activities, for public duties (e.g. sitting as a magistrate) and for job search where redundancy is imminent; · for pregnant women not to be dismissed because of pregnancy; · to time off for ante-natal care; · to return after maternity leave; · to receive maternity pay; · to payment while suspended from work on medical grounds; · not to be unfairly dismissed; · to be provided with a written statement of the reason for dismissal; · not to be victimised because of union membership or activities or because of non-membership of a trade union; · to certain payments which the employer cannot make because of insolvency; · to equal pay and other contractual terms; · not to be discriminated against on grounds of sex, married status, or race; · not to be unreasonably expelled or excluded from a trade union.