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maja r

on 18 September 2017

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Transcript of HR ISSUES

Maja Romaszewska
Economic High School
Poznan University of Technology
WSB Integrated Systems
UE Psychology in Business
HR Experience
Duni EFF
Financial result
Communication Skills
Managerial Skills
Customer Satisfaction
Evaluation of Sales Manager
Job description
Recruit form and proper interview
Summarizing report
Comparison Candidate
in recruitment process
Law regulation
Time of work
Types of contract
Termination of Employee Contract
Social security
THEORETICAL KNOWLEDGE to better understanding
rules of market;
micro and macro economics
PRACTICAL KNOWLEDGE from parent's production company- mostly plastic components for battery
Economic High School
Practice knowledge of using dedicated system improving work (i.e. system of HR-enova, SAP implementing ms project
WSB Integrated Systems
issue of management
strategic plan
buildings machine
automation of processes
buildings diagrams of conduct
modeling processes
collaboration of project i.e. : ergonomics,
strategic planing, etc.
Poznan University of Technology
Theoretical knowledge of understanding human behavior in:
management areas
techniques of motivating team
relations with clients,
University of Economics
Psychology in business
Theoretical and practice knowledge of HR issues covered area:
system of employment in organization
Polish Labor Code
Transformation typical polish payroll and personal department into HR department
PR and internal marketing
Projects of process diagrams and workflow ( audit HR )
Strategic management
Motivation tools ( financial and non financial)
Employee evaluation System
Couching and Mentoring
MANAGE OF HR ISSUES IN HYPERION (collect and merge data files from all Duni companies (Spain, France, UK, Benelux, Czech Republic, Germany, Denmark, Sweden, Norway, Finland, Poland
BOOKING PAYROLL LIST (UK, Benelux,Norway, Finland)
Designing and implementing policies and procedures for the whole organization to encourage fair treatment at work
and to ensure people are informed and trained in these policies (MAGNA CHARTA)
Designing, implementation and checked motivation programs ( high rating sickness and absenteeism - bonuses, evaluation systems, trainings
( matrix of competency and training program)
Estimation and planning of needs of the trainings for employee- budget
Assessment questionnaire- evaluation of employee (ensuring the timeliness and accuracy of carrying out,
to prepare a report of evaluation, analysis of the direction of developing employee, his training, the strengths and weaknesses
Updating payroll processes ( creating special forms and templates and workflow)
Employee opinion survey ( grouping; preparation list, manage of necessary tools and equipment)
After EOS - preparations graph result and summarizing; attend in correction process
Employee handbook - all documents and regulation for each employee, their right and obligations
Calculate monthly, annual accruals ( holiday, annual bonuses, "on demands'; salary) specify for cost center
Calculation salary
Calculate appropriate payment and payments for all employees in order to contribute to the organizations strategic plan ( ZUS, tax, PFRON, ZFS)
managing of Private Health Care ( medicover )--> taking care of data base of employee
( registration and deregistration employee + their families; take care of specific medical program
( basis, "blue"--specialist; blue family; gold- managers); deduction contributions from salary; taking care of proper relationship and resolve problem
Reports: HC, FTE to hr manager or Group Office
Participation in hr assessment; ISO audit; sox audit
Recruiting direct personnel
Organize and providing good communication with employee ( open door policy, information boards, mailing)
Designing remuneration system for administration division and adjustment for production division
Creating HR workflow
Preparing and reporting monthly personal statistic for fix and variable cost, HC, FTE, etc.
Defining HR policy
Cooperating with Financial Director in case of budget, planning costs
Updating payroll processes
Contacts with Trade Unions
Chairman of Company Social Found
Support Managers and HR department
Creating career path, job descriptions,
Upholstery Furniture Factory
Financial Result
Scale of sales
%paid receivables
Communication skills
building relationships with clients
practice knowledge of communication rules (active listening, paraphrasing)
communication in team, other departments
knowledge of negotiating techniques
Managerial skills
division of work
delegation of tasks
setting priorities
making control subordinates
giving feedback
Customet satifaction
product knowledge
high quality of service
accuracy offer
Evaluation of Sales Manager
Poland --> Polish Labour Code + Civil Code
Czech Republic -->The Labour Code + Law of Employment
Germany--> Civil Code
France--> The Labour Code
Denmark--> is no single legal act - the Labour Code, Most of the issues have been defined in the main contract between the Danish Federation of Unions and the Danish Confederation of Employers; position of trade unions in Denmark is very strong, they account for over 80% of economically active people
Sweden--> is regulated by several laws: Employment Protection, The status of union representation, Working environment and Cooperation in taking decision
Holland--> Civil Code
Law regulations
Poland--> average 40h, lunch time break is including and is after 4h = 15 min; overtime paid 50% and 100%, max 48/week
Czech Republic--> average 40h, lunch time break is not including and is after 6,5h = 30 min; max 48. Special regulation for different group of employees-->37,5 for underground workers and 3shifts; 38,5-->2shifts
Germany--> 38-40h usually less then limits. Workday max=10h; employer can not paid overtimes if was not agreed
Denmark--> 37h Overtime paid usually 50% and 100%
Sweden--> 40h sometimes less
Belgium--> 38h; overtimes forbidden with exeptions (50% and 100%); lunch time break after 6h = 15 min
Holland --> max 60h
POLAND-->written form and additional job description, no later than on the date of commencement of work by the employee. Types:
Employment contract :
- for probation period--> max 3 month
- for definite period-->PLC limits the number of contract to 2, 3rd is treated in terms like EC unlimited; contract must be extend if employee became pregnant
-for unlimited time
Contract of mandate
Contract for specific work
Carrying out a business activity
CZECH REPUBLIC-Should be in written form and employer must inform the employee in writing of his obligations and rights by month of starting work.
Types Employment contract:
-EC for a probation period
-Contract for unlimited period
-EC for a define period-may be up to 3 years. During this time the employer and employee may conclude 2 contracts. When the last contract of employment for specified time has passed at least 3 year s is counted from the beginning. The contract term is not extended if employed woman becomes pregnant or before the date termination of employment an employee is sick, and the inability to work last longer than the closing date contract
Contract of mandate - obligate pay social insurance
Contract for specific work- max. 300h/year (max 12h/day)- social insurance is obligated
Carrying out a business activity
GERMANY - is not necessary in written form, agreement may be concluded orally, but Employers are obliged by law to write the most important data concerning the employment relationship; This document must be signed by the employer and the employee submitted no later than within one month from the agreed commencement of employment. In practice, This document is replaced by a contract of employment.
EC usually unlimited period
German law limits the possibility of EC for a definite period only in two basis cases : - if there is physical reason(i.e. seasonal/temporary employee needs or replaced another employee during her maternity or parental leaves; checking qualification or emplyeer hires a employee for first time. Maximum period is 2 years, but contract can be concluded only 3 times)
Contract of mandate
Contract for specific work
Carrying out a business activity
FRANCE-Should be in written form and employer must inform the employee in writing of his obligations and rights. Types:
Employment contract
EC for a probation - usually concluded for 2 months
EC for a specific period may be up to 18 months. During this time contract can be extend only 1 times, but is necessary to change name of position in contracts.
Part-time EC must be in written form ( usually 50-80% of full time work- min 60h to be covered by social insurance)
EC for unlimited period
Temporary agreement - conditions the same as in the case of contract for a definite period, but there are tree parties to the contract: temporary employee, the agency of temporary work and employer
Temporary employment mainly seasonal work. The agreement is continuous for fixed work, but may include periods of inactivity due to the seasonal nature of work.These agreements must be in writing"
Carrying out a business activity
DENMARK - Temporary employment contracts must be concluded in written form between the employer and employment agency.There is no law regulating the duration and renewal these kind of contracts
Carrying out a business activity
SWEDEN- Although verbal employment contracts are valid. In accordance with EU directives, employers must, within a month from the start of employment, provide the employee with a written statement concerning the terms of employment
Trial employment -max 6 month is permitted at most work places covered by collective agressments
Temporary employement is permited for stan-in jobs or temporary projects
BELGIUM- written form is not compulsory.
Types of contract according to the time:
- EC unlimited period
- EC limited time
Types of contract for define work:
-job performed is exactly defined -i.e. film actor, fruit picker
- Replacement contract
- Temporary job
Types of contracts according to the performance:
HOLLAND- Not every contract for a work is a contract of employment. Dutch Civil Code provides that if a person works for another person in any week or for at least 20 hours per month for 3 consecutive months have to received contract of employment with respect to the issue of salary. The employment contract is an agreement written or oral between the employer and employee.
Contract of employment:
- unlimited perion
-for define period- max 3 years, after that contract is renewed automatically for indefinite period
contract of specific work
contracts of mandate.
Carrying out a business activity
POLAND- Terms and conditions regarding remuneration for work are determined by company collective agreements or by supra-company collective agreements(concluded by employers where company trade unions exist) Remuneration is paid at least once a month on a date that is fixed and agreed in advance.The employee keeps their righ to remuneration for the time when work has not been performed only if labour law regulation so provide. Polish Labour Code provides that an employee cannot waive their right to remuneration or transfer it to a third person. Poland has a statutorily guaranteed minimum remuneration for work- at present is amount gross is 349 EUR for full time employees
SWEDEN -There is no legislation on minimum wages. Since wage and salary levels and working conditions are agreed on by collective bargaining between trade unions and employers,.
BELGIUM - wages are not legally fixed. In most enterprises, wages are fixed by concluding collective agreements.These collective agreements are the result of negotiations between trade unions and employers or employer's organizations. Salaries must be paid every two weeks the workers and every month for employees employed on monthly wages. Payment date and frequency of payments, as well as information on the minimum wage, indexing of salaries, allowances, such as annual premium, food vouchers, allowances for shift work, for work at night or weekends determine the collective agreements.
HOLLAND- Employers must pay wages to its employees in an amount not lower than salary minimal. The amount of the wage depends, among others of age and time worked. Minimum wage rates (monthly and weekly) depending on the age of the worker- average 1424 EUR
POLAND -Written form is necessary
Upon agreement of the parties
By the way of declaration of one of the parties upon notice for EC concluded for an indefinite period: 2 weeks if the employee has been employed for less than 6 month; 1 month if the employee has been employed more than 6 month and less than 3 years; 3 months if the employee has been employed for at least 3 years
By way of declaration of one of the parties without prior notice - due to employee's or employer's fault- immediate effect
Upon the lapse of the period for which it has been concluded
on the date of completion of the work for the purposes which it has been concluded
GERMANY- "Written form is necessary, sms or e-mail is not effective; The German labour law is very strong protection of workers from
relief by way of notice of termination of employment; The Act requires that the termination of a term of notice was "Socially justified". Otherwise it is ineffective and does not termination of employment."
Upon agreement of the parties usually with severance payments and certificate of good work
Employer may terminate an EC with a period notice of the following three reasons: employee's or employer's fault or in the case of employee misconduct, but after a warnings; Notice period usually 4 weeks, but in case of termination contract from the employer, period of notice extends along the length of employment"
Termination in probation period notice period is 2 weeks
Termination with immediate effect in case of types:persistent absenteeism; simulating disease; a serious insult / insult the employer, especially if the active insults; theft against the employer; taking bribes;fights with other employees; In some cases, manipulation of control clocks; willful going on vacation."
FRANCE - Upon agreement of the parties : the employee, employers and Office of Labour and Employment and Vocational Training
(DDTEFP) -applies only for EC of indefinite duration. The employee and employer is not obliged to give reasons for termination
Termination of employment by the employer and the payment of severance payment
Termination of employment by the employee - an employee is not entitled to severance payment and unemployment benefits
Termination of employment by the economic reason - the employee has the right to severance pay, unemployment benefits and remuneration for the period of notice
BELGIUM- for EC finished when the agreed period expires :• limited period- the end of date • definite job is finished• one of the parties decides to end the contract for a permanent job (dismissal or resignation)• both parties agree to end the contract • one of both agreeing parties dies • circumstances beyond control with a permanent impact • when the employee reaches the age of retirement
The written resignation must mention the start and duration of the notice. Dismissal or resignation must be sent by registered mail or by means of a summons.
End of the contract without notice
Compulsory redundancy in case of an offense: each party is allowed to immediately break the contract when co-operation between employer and employee has become impossible.
POLAND- up to 20 877,29 EUR -->18% minus the deductible amount of EUR 135,72 ; over 20 977,29 --> 3622,19 + 32% over amount 20 977,29 EUR; employee can deduct expenses of "desktop internet" and family allowance
TAX SCALE - progressive (1)
GERMANY- 0%--> up to 8004; 8004-52881-->14%; 52882-250730-->42%; over 250731-->45%; Employee can deduct expenses : travel costs; operational measures ( tools, specialized books and journals); work clothes; contributions to the unions
TAX SCALE - progressive (2)
SWEDEN- The income tax on individuals consisting of local taxes and state taxes. Local income tax rate are varied and range from 29% to 35% of income taxable on an annual basis, according to the municipality. Since the amount of income taxable above 34969,61 EUR shall be levied an additional 20% - 25% state tax.
TAX SCALE- progressive (3)
HOLLAND-under 18628EUR-->33%; 18628-33436--41,95%
33436-55694-->42%; over 55694-->52%. The above rates are valid for up to 65 years of age. For people above 65 years are valid lower tax rates in the first and second income threshold, respectively, 15.10%, 24.05%.Tax rates can be reduced by the tax payers by numerous concessions and exemptions tax, such deduction for interest on housing loans, deduction for commuting to work, able to deduct expenses related to maintenance of children, care medical, taxpayer education, as well as from donations. A special tax credit system Dutch provides also for foreigners. Can reduce its tax base a 30%
TAX SCALE - progressive (4)
POLAND -on request of employee - min 3 days before starting holiday; holiday plan. Holidays should be used no later than 30 of September next year; min 10 workdays of continued holiday in one year; Exist holiday on demand. Normal holiday leave: 20 days - employee has been employed for less than 10 years; 26 days - employee has been employed for at least 10 years; first job- each month of work in the amount 1/12 of the holiday leave; Unpaid leave- granted upon a written request of the employee ( not included in the period of work); Maternity leave for female employees: Added maternity leave; Paternity leave - 2 week- for an employee being the father bringing up the child upon their request until the age of 12 months; Parental leave - up to 3 years for an employee in order to take personal care of their child, no longer than until the child reaches the age of 4; 2 Days off occasional; 1 Day off occasional; Added time for breastfeeding mothers 1 hour or 2 x 30 min included in normal work time
CZECH REPUBLIC- on request of employee - 14 days before starting holiday if employer till end of June didn't prepare holiday plan. Holidays should be used no later than 30 of June next year. Employees are officially entitled to 4 week of holiday per year. Longer holidays may be agreed in a collective agreement. Entitlement to holidays comes into force at the latest 60 days after entering employment If employee has been employed less than 1 year - for each full month at work 1/12 of the holidays; Maternity leave for female employees: 28 weeks and she can start maternity leave 6 weeks before child delivered
GERMANY - On request of employee; The holiday allowance should be calculated and paid before the leave. Holidays must be used no later than 31 March next year, after this date, the right to leave is forfeited
Not exist holiday on demand
The statutory minimum holiday duration each year is currently 20 days ( regular 5 days week) or 24 day ( regular six-day week). Full entitlement to holiday time is after beeing employment for 6 months; holiday time can be extended till 30 days
Unpaid leave- granted upon a written request of the employee ( not included in the period of work)
Additional 5 days holidays for person with a severe disability and employees working to change alternate or working at night.
"Maternity leave for female employees 6 weeks before the expected date of birth and
8 weeks after birth"
Added time for breastfeeding mothers 1 hour or 2 x 30 min included in normal worktime
Parental leave - up to 3 years for an employee in order to take pesonal care of their child, no longer than until the child reaches the age of 3
DENMARK-All employees are entitled to annual leave of five weeks per year. Remuneration for the period of leave an employee gets from the holiday fund. Holiday year starts 2 of May till 30 of April next year.The right to leave and pay during leave is guaranteed by law. If employee not worked in the previous calendar year acquires the right leave to part (about 2.08 day leave per month).
BELGIUM - Annual holidays- Private sector -The number of holidays depends on the number of working days of the previous working year. If it is full year, 20/24 days in a 5 /6 days in working week. For blue collar employee, holiday allowances are paid by a holiday fund or by the National Yearly Holidays Office. The amount depends on salary of the previous year. • For white collar employee holiday allowances paid employer. The sum is composed of your normal salary for the duration of the holidays. Employee receive a supplement, which is based on the number of months worked in the preceding year.
HOLLAND- All employees are entitled to paid leave. Its length adjusts usually a contract of employment or collective agreement. There is however a guaranteed minimum. It is four times the number of hours per week the employee. An employee who has a fixed 40 hour work week, will receive therefore entitled to 20 days holiday. Leave entitlement is acquired pro rata during the year. Regardless of the amount of earnings, workers are entitled to monthly holiday allowance of 8% of salary
Sickness benefit- is granted to an insured person who became ill during the period of sickness security, generally the rigt for sickness benefit is granted after the socalled waiting period ( after 30 days of continuous sickness security) in amout of 80 % of the basis of an assessment and for the period of being hospitalized - 70%
Rehabilitation benefit - is paid after the sickness benefit has finished but still is unable to work and further treatment or rehabilitation give him a chance to be able to work again
Maternity allowance - is granted too an insured person wha at the time of sickness security ora at the time of child care leave gives birth to a child ( 100 % basis of the allowance assessment
Attendance allowance - is granted for the period of a special leave when it is necessary to take care of a healthy child who is under 8 a sick child who is under 14 or other sick member of a family ( 80%)
sickness benefit- is granted to an insured person who became ill during the period of sickness security, generally the right for sickness benefit is granted after 22 days of continuous sickness security) in amount of 60 % of the basis of an assessment and for the period of being hospitalized - 70%
maternity allowance - is granted to an insured person who at the time of sickness or at the time of child care leave gives birth a child ( 68 % basis of the allowance assessment
Sickness benefit is generally entitled to the insured for 42 days (6 weeks) in the case the same disease.Health insurance pays sickness benefit for the longest period of 78 weeks over 3 years at this the disease. To this period are also included periods of payment of wages by employer. The amount of sickness benefit is 70% of last gross pay covered by compulsory insurance, but not more than 90% of net earnings.
Maternity allowance - There are special measures to protect the health of the mother and child during pregnancy. In the case of danger to health, or prohibit the supply of labor for women during pregnancy, there able to use the six week period of maternity protection, which can be extended.
Sickness benefit is granted to for a period of incapacity for work, the employee becomes entitled to 4 days spent on sick leave. The amount of benefit is equal to 50%
Sickness benefit -normally are not paid for the first day of illness. The employer pays for the first 2 weeks sick leave. As a rule, both sick pay and sickness benefits amount to 80% of salary (up to a certain limit), and are liable to income tax.
System for blue collar workers - If the employee worked for at least one month, he will receive sickness benefit of 100% for the first week and about 85% for weeks from the second to fourth inclusive. After 30 days the period of one year, the benefit is paid from the fund health insurance (55-60%).
White-collar worker employed for a period less than three months, and who is not worked for another month, health insurance funds paid directly benefit from an inability to work during the first month. White-collar worker employed for less than three months, who worked more than one month is subject to the same program as workers with similar values rates. "Free Day" applies to white collar workers during the trial period. White-collar worker employed for a period of at least three months is entitled to normal salary for first thirty days
Maternity leave- Pregnant women are entitled to a maternity leave and an allowance during that leave.
CZECH REPUBLIC - has a statutorily guaranteed minimum remuneration for work- at present is amount gross is 319 EUR for full time employees
GERMAN-law does not provide for a statutory minimum wage the employee. Minimum wages are industry related in many economic sectors. Date and amount are regulated in EC.
FRANCE- has a statutorily guaranteed minimum remuneration for work- at present is amount gross is 1365 EUR for full time employees
CZECH REPUBLIC- Written form is necessary
Upon agreement of the parties
2 months + reason of termination contract if employer cancel the employment contract
Employee can cancel EC without giving the reason
Employee will be entitled to notice also the case when the particularly serious branch of the duty - an obligation to remain during the temporary inability to work in your location and compliance time and possibility to moving outside in accordance with the sickness insurance
Upon the lapse of the period for which it has been concluded

CZECH REPUBLIC- up to 3566 per year - 15%;
3566-7132 --> 20%; 7132-10816-->25% over -->32 %
Employee can deduct expenses for their interest loans for housing, donations, additional pension contributions, contributions to life insurance, premiums for unions membership
FRANCE- under 5 875 EUR--> 0%; 5875 - 11720 -->5,5%
11 720-26 030 --> 14%; 26030- 69783 --> 30%; OVER -> 40%. Employee can deduct remuneration for overtimes and 10% (lump sum deduction or i.e. child education; donations, expenses of ecological heating, employed domestic servant or au pair
DENMARK- under 56814,36EUR--> 40% over 56814,36 + additional tax 15%. All employee must paid tax for labour market --> 8% of annual gross income
BELGIUM-0,01 - 8 070--> 25%; 8070,01 - 11480 -->30%
11 480,01 - 19 130--> 40%; 19 130,01 - 35 060 -->45%
over 35 060 --> 50% Employee can deduct life insurance, mortgage repayments,group insurance, investments in specific types of actions, some of the donations, the cost maintain close family members and spouses who are separated, etc.
FRANCE- Annual leave to any person who has worked at least 10 days in the same company. The basis for calculating the number of days of holiday available to employees is the so-called years of holidays during 1 of June till 31 of May next year; employee receives 2,5 day for 1 month of employment - annual limit 30 workdays and min 12 days of continued holiday in one year. Holiday must be used no later than 31 of October
SWEDEN -The legislated holiday period is a min. of 25 working days per year.

Sickness benefit -received from the first day of illness (first 2 weeks of the employer), and working for its own account from the third week of illness (but they can insure themselves voluntarily the first 2 weeks of illness).Sickness benefits may be paid to employees for 52 weeks
Maternity allowance is paid from the fourth week before the expected date of childbirth and 24 weeks after birth (the last 10 weeks of 24 may be paid to his father)
Sickness benefit- at least 70% average daily wage in the year in which the employee was sick for a period of first 2 years of sick leave. This benefit also may not be lower than the applicable minimum wage. If the benefit is lower than the applicable minimum wage worker may apply for compensation to the UWV (National Insurance Institution in the Netherlands).The maximum period of payment of wages by the employer is 104 weeks or until termination of employment. Each month, 8% of the sickness benefit is reserved on the holiday pay which is paid in May.
Maternity allowance - in the amount of sickness benefit or to 100% of salary.
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