Human resources-Labor and collective bargaining conditions
When employing personnel, provisions of labor and collective bargaining law must be observed.
Here you will find information about formalities related to this subject:
Employee leasing; advertisement
Is your company facing short-time work or layoffs? Under certain circumstances, you can hire out workers to third parties without permission, provided you notify the employment agency in advance.
Employee leasing; application for permission
If you want to lend employees to a third party, you need a permit to do so.
Work and commuting accident; Report
If a work accident occurs at your company or institution, you must report it.
Operational integration management; involvement of the Inclusion Office
If, within the framework of company integration management, services provided by the Inclusion Office in the form of accompanying assistance are considered for severely disabled persons or persons with equal status, the employer must involve the Inclusion Office.
Child daycare facilities; application for staff approval
If a provider of a child daycare facility wishes to employ a pedagogical specialist or supplementary staff member without a recognized qualification, personnel approval must be applied for.
Dismissal of severely disabled persons and persons with equal rights; application for consent
If you wish to terminate the employment of a severely disabled person or a disabled person of equal status, you must first obtain the approval of the Inclusion Office.
Maternity protection; notice of employment of pregnant or nursing woman
If one of your employees, students or pupils has informed you that she is pregnant or breastfeeding, you must notify the relevant labor inspectorate.
Prevention procedure; involvement of the Office of Inclusion.
If difficulties arise that may jeopardize the work or employment relationship with a severely disabled person, employers must involve the Inclusion Office at an early stage.