No legal requirements. It is common for agreements to be in English. If the worker does not understand the language in which the agreement is concluded, the agreement must be confirmed. a judge or labour agent shall draw up a written document clarifying that the worker has given his or her voluntary consent to the contract and that his or her consent has not been obtained by coercion, undue influence, misrepresentation or error; the contract complies with the Labour Law; and that the person in charge of the work is satisfied that the worker has understood the contractual conditions before accepting it definitively. The clauses sometimes provide for many forms of exploitation of part or all of the translation without payment of remuneration to the translator, provided that such exploitation is intended to promote not only the translation and the translator, but also the “activity of the publisher”. Such a vague definition is not acceptable. A translation is usually a commissioned job and one of the fundamental tasks of the editor is to check the translator`s competence before proceeding with a translation (i.e. by reading other translations of the translator or by loading a test/repeat translation of a few pages). For this reason, a publishing house should not be able to refuse a translation if the translator has fulfilled his obligations and provided the translation as mandated (in accordance with the agreed specifications and of similar style and quality to any model that the publisher has already seen). Contracts should not leave the door open for a publishing house to arbitrarily refuse translation, because the publisher acknowledges that a mistake has been made in the choice of the original book to be translated or because circumstances have changed.
No legal requirements other than the requirement that the consent/data protection information document be in English and Bahasa Malaysia, in accordance with the Data Protection Act. The practice of the contract is to draft employment contracts or guidelines and other staff communications in English. No legal language requirement in Morocco, but the official language is Arabic. French is also acceptable as a language for an employment contract, provided the worker speaks French. English is rarely used, but may be tolerated under certain circumstances. Legal obligation to execute individual employment contracts in Romanian (a bilingual format, including a Romanian version, is also possible). It is not a legal obligation for internal rules or guidelines to be in Romanian, but it is highly recommended. In the agreement on the elements of remuneration and the principles of calculation, it should not be forgotten that the wage paid to a full-time worker must not be lower than the minimum agreed by the Estonian Confederation of Trade Unions and the Estonian Employers` Association and imposed by a decree of the Government of the Republic. . . .