Hiring and employment relations

Explain the difference between a permanent contract and a fixed-term contract, and reason which type fits best in each case: covering a four-month leave of absence and hiring a technician whom the company wants to keep for years.

Explain the difference between a full-time contract and a part-time contract, and calculate how many hours a week a person with a $50\ \%$ contract works if the full-time working week at their company is 40 hours.

A shop needs to reinforce its workforce only during the Christmas campaign (six weeks) and an agricultural warehouse during harvesting. Reason what type of contract fits in each case, what limits temporary hiring has, and what risks abusing it poses for both the employee and the company.

On a payslip, earnings (what is earned) and deductions (what is deducted) are distinguished. Classify these items: basic salary, Social Security contribution, night-shift allowance, income tax retention (IRPF), and pro-rata bonus payment.

The figure shows the structure of a payslip: deductions are subtracted from gross salary to give net salary. Calculate the net salary in the example and explain what the two main deductions (income tax / IRPF and Social Security contributions) are used for.

A worker has a monthly gross salary of $1.800\ \text{€}$ and total deductions of $12\ \%$. a) Calculate the amount of the deductions and the net salary. b) Explain the difference between gross salary and net salary and why, when comparing job offers, it is necessary to look at both.

Explain what a collective agreement is, who negotiates it and why it can improve on what the law sets out (for example, setting a sector minimum wage higher than the general one), with an example.

Match each situation with the labour right that protects it and briefly explain each one: being paid at the end of the month, resting at least a day and a half a week, enjoying paid holidays and being covered by Social Security in case of illness.

A company introduces two days of remote working a week. Explain two rights of the person working remotely (digital disconnection, compensation for expenses) and two duties (availability during their working hours, taking care of risk prevention at their home workstation), and reason what should be put in writing.

A company's workforce asks for a $4\ \%$ pay rise and management offers $1\ \%$; the negotiations stall. Explain the ways of resolving a collective conflict (negotiation, mediation, arbitration and strike action as a last resort) and what each party loses if the conflict drags on.

Faced with the unilateral imposition of mandatory weekend shifts on the eve of 'Black Friday', the works council of a logistics centre calls an indefinite strike. In response, management announces two measures: it will hire workers through a temporary work agency (ETT) to keep the service running, and it will impose a disciplinary fine of $150\ \text{€}$ on the striking workers. a) Analyse the legality of both company measures, justifying in what ways they breach labour rights and the guarantees of the right to strike. b) Determine what formal notice and strike committee requirements the workers' legal representatives must meet to prevent the strike from being declared illegal. c) As a labour mediator, design a balanced agreement proposal that resolves the weekend shift dispute by balancing operational needs with work-life balance.

Explain what an equality plan in a company is and describe three measures it usually contains (equal pay, anti-harassment protocol, work-life balance measures), indicating what problem each one addresses.

A technology consulting firm shows the following salary data in its social balance sheet: the overall average salary for men is $2.500\ \text{€}$ and for women it is $2.000\ \text{€}$. However, management claims: "There is no wage discrimination in our company: in each of the professional categories (junior, senior, and project manager), men and women receive exactly the same base pay established by the collective bargaining agreement". a) Calculate the company's gender pay gap based on the average male salary and interpret the result. b) Explain how it is technically possible for management's claim to be true while this overall gender pay gap exists at the same time; relate your explanation to the concepts of vertical segregation (glass ceiling) and horizontal segregation. c) Design two specific organizational and human resources measures that the company should implement to correct this situation structurally.

A software company whose workforce is $85\ \%$ men under 30 years of age needs to recruit five senior programmers. Its current selection process consists of: 1) A public job posting on social media calling for "true code ninjas with full availability and a passion for gamer culture"; 2) CV screening requiring a photo, age, and marital status; 3) An unstructured personal interview where two founding partners assess whether the applicant "fits into the team's casual vibe". a) Diagnose what cognitive or discriminatory biases (gender, age, or affinity) are fostered by each of the three phases of the process. b) Fully redesign all three phases by proposing objective and technical instruments to assess professional competence exclusively, and explain how each change eliminates the identified biases.