Article 101. Temporary employment contract 1. A temporary employment contract be an employment contract concluded for a period of up to two months. 2. Employees having concluded a temporary employment contract may be engaged in work on rest days and non-working days, i.e. holidays and commemoration days. The work performed on non-working days — holidays and commemoration days — shall be remunerated in at least double amount of hourly (daily) pay rate or task rate. 3. (part repealed by HO-117-N of 24 June 2010) 4. The employee or the employer shall have the right to rescind the temporary employment contract before the expiry of the validity period thereof by notifying each other thereon in writing at least three days in advance. In case the temporary employment contract is rescinded the employee shall not be paid dismissal benefit. (Article 101 amended by HO-117-N of 24 June 2010) Article 102. Illegal employment 1. Work performed without the employment contract established by this Code shall be deemed as illegal. 2. Voluntary work and the work performed for provision of assistance may not be deemed as illegal. The procedure and conditions for performing such works shall be prescribed by law. 3. The employers or their representatives who have given permission and/or induce to perform illegal work shall bear liability in the manner prescribed by the legislation of the Republic of Armenia, as well as reimburse the employees performing such work for damages incurred during the performance of that work not by the fault of the employee. Where it is established through judicial procedure that there are (have been) actual employment relations between the employee and the employer the employment relations shall be deemed as having arisen on the day the employee was actually hired. To affirm the presence of employment relations, the
(1) not to disclose the personal data of the employee to third parties without the employee’s written consent, except for the cases when this is necessary for preventing the threat to the life and health of the employee, as well as in other cases provided for by law; (2) not to disclose the personal data of the employee for commercial purposes without the employee’s written consent; (3) warn the persons receiving the personal data of the employee and require them to assert that the data received may only be used for the purposes for which the employees are informed. The persons receiving personal data of the employees shall be obliged to keep them confidential. This provision shall not apply to the transfer of personal data of the employees in the manner prescribed by law; (4) the transfer of the personal data of the employees within the organisation shall be carried out in accordance with the internal legal acts of the employer; (5) the right to become familiar with the personal data of the employees shall be reserved only to persons with special authorities; moreover, these persons may receive only the personal data of the employee which are necessary for the fulfilment of certain functions; (6) not to require information on health of the employee, except for the data which are related to the possibility of the employee to fulfil official duties; (7) while transferring the personal data of the employee to the representatives of employees in the manner prescribed by this Code, be limited only to the data which are necessary for the representatives concerned to fulfil their functions. Article 135. Rights of employees related to protection of personal data maintained by employer For the purpose of ensuring security of the personal data maintained by the employer the employee shall have the right to: (1) receive full information on his or her personal data and the processing thereof;