In addition, where there is no clear contractual limit for a worker`s right to dismissal during the probation period, customary law still allows a worker to be entitled to dismissal or remuneration instead of dismissal. The employment contract must define the essential conditions agreed between the employer and the employee, including: written agreement not mandatory by law, but usually. The basic conditions of employment are recorded in the worker`s brochure (Carteira de Trabalho e Previdência Social or CTPS) and in other documents required for recruitment. The written occupational health and safety directive, when the employer has at least 20 workers in a workplace, sexual harassment when the employer employs more than 25 people, and disciplinary and complaint directives are mandatory. The disciplinary and complaint directive is mandatory for all employers, but the form and content may vary depending on the size and nature of the organization. Policies can be returned in the employment contract. Chilean legislation has no rules regarding probationary periods. Instead, the market practice is for companies to use fixed-term contracts as de facto trial periods. If a worker`s performance is satisfactory to the employer during the initial fixed-term period, the employer shall renew the employment contract with the employee. .