It might be worth considering that employment laws in different countries are very different, and phraseology can be misapplied so very easily. Even within Europe, adjacent countries have very different labour laws, all under the pretence of being one Europe.

There are at least 4 distinct nationalities involved in this topic, and from recent experience 3 of those use similar terms to mean different things.
In the US, firing seems to refer to any manner of ending a person’s employment, while in other countries it relates more to misconduct.
The word fired can be so very easily misinterpreted, and carry the wrong connotations.

Time based contracts seems to equate to ‘fixed term’ contracts, while most employees have a contract of employment, but are not contractors which are, or can be, a separate consideration again. So a non-time based contract would(or could) be one which, unless another factor interferes, would potentially continue through to mandatory retirement. A very good reason to be quite clear and concise about what is being referred to, and how, and the terms being used. As already alluded to by UT.

The number of nationalities involved in this topic is totally irrelevant to the OPs question!

The question is about CAMBODIAN Labor Law.
References to US laws is just derailing a thread for the sake of making a post.

I already posted a link to a copy of the CAMBODIAN Labor Law. Do I have to read it for you as well?
Read it. You will find that it mentions 'fixed term contracts' and 'non-fixed term contracts'.

In my first post on this thread I wrote about two separate personal experiences with regard to the Cambodian Labor Law.
Here read this while you drink your morning coffee >> https://www.ilo.org/dyn/travail/docs/701/labour <<