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Exciting activity seeks student 320 240 admin

Exciting activity seeks student

Imagesource: 240_F_481863401_fmGJrOKqUkfEcEIxRbbzK8z0OZpdwaPS

 

You are looking for an exciting job during your studies -
up to 20 hours a week of flexibility - in the field of HR?

STUDENT ASSISTANT (f/m/d) WANTED

At B.I.P. GmbH in Isernhagen near Hanover, you have the opportunity to gain practical experience in the HR field alongside your studies. You will support us in "daily business" and can get to know the very diverse and varied spectrum of HR work.

Your job:

  • You support the entire team in general day-to-day business
  • You take over the maintenance of all relevant data in our HR systems
  • With your help the personnel files are perfectly structured
  • We can rely on you for the planning, implementation of projects

Your personality:

  • You are studying business administration or a comparable course of study
  • You are interested in the field of personnel
  • You have a quick grasp of things and are characterized by an independent, solution-oriented and conscientious way of working and love to work meticulously
  • Discreet handling of sensitive data is a matter of course for you
  • You have good knowledge of the MS Office package and are open to new IT systems

As a holistic HR service provider, B.I.P. GmbH supports small and medium-sized companies worldwide in personnel administration. It ensures compliance with all legally relevant and formal requirements from the hiring to the departure of an employee. In addition, B.I.P. GmbH places specialists and executives in international and national environments.

We look forward to receiving your email with your current resume and a short cover letter - you can send the document (pdf) to ina.wenig@bip-international.de.

PROCESS CHANGE WHEN REPORTING INCAPACITY FOR WORK 700526 admin

PROCESS CHANGE WHEN REPORTING INCAPACITY FOR WORK

Image source: ADOBE STOCK #420111512

by Ann-Kathrin Katz

Dear customer,

STARTING FROM JANUARY 1, 2023, SICK LEAVE CERTIFICATES WILL NO LONGER BE ISSUED IN PAPER FORM.
From this point onward, only the electronic sick leave certificate (eAU) will be available.

The eAU will be requested by B.I.P., responsible for payroll processing, from the health insurance company. The reporting obligation for employees will still remain in effect. You must continue to report your illness and do so even if the illness persists. For a request, we only need the employee's name and the start (and expected end) of the sick leave. A request can only be made after the employee's notification; a blanket request is not permitted. Without notification, there might be salary overpayments, which we want to avoid for all parties.

However, the eAU process applies only to medical certificates from a doctor/dentist or for a hospital stay.

In the case of a hospital stay, we also require a notification after discharge, as the health insurance company initially provides only an estimated discharge date.

FOR PRIVATELY INSURED EMPLOYEES, REHABILITATION MEASURES, OR WHEN A CHILD IS ILL, THE TRADITIONAL PAPER FORMAT WILL STILL APPLY.

If digital transmission from the medical practice is not possible, there will still be exceptions where sick leave certificates will be issued in paper form. In such cases, please send them to us as usual.

If you have any questions about the new procedure, we are here to assist you.

We are happy to support you in implementing this new process and provide you with individually prepared employee information upon request.

The B.I.P. GmbH Team

INFLATION COMPENSATION BONUS 318238 admin

INFLATION COMPENSATION BONUS

Image source: Martinns

by Ann-Kathrin Katz

The inflation compensation bonus is an allowance that benefits employees even if a sum higher than EUR 3,000 is paid. The amount exceeding the allowance is fully liable to tax and social security contributions.

Due to the energy crisis and rising consumer prices worldwide, all employers have the opportunity to make a bonus payment of up to EUR 3,000 to their employees, which are free of tax and social security contributions.

The bonus can also be granted in the form of a non-cash benefit (for example, a voucher, bicycle, smartphone, tablet).

The scheme is comparable to the Corona bonus, it does not have to be paid in full and at once, but can also be paid in several instalments, for example over 24 months á 125 EUR.

As the payment of the inflation compensation bonus is voluntary for employers, it must be marked as such in the payroll. Companies are completely free to decide whether to pay the inflation compensation bonus - employees are not entitled to pay the bonus. It is merely a preferential treatment under tax law in the event that this bonus is paid. Companies should be prepared for the fact that employees, works councils and trade unions will nevertheless demand the inflation compensation bonus.

The benefit is effective from 26 October 2022 till the 31 December 2024 and the payments must have actually been paid to the employee during this period.

These payments may be received by:

  • Any instruction-based employee (whether part-time and temporary is irrelevant),
  • Mini-jobbers/low-income employees/working students,
  • apprentices and dual students,
  • executive employees,
  • and in any case also the third-party managing director of a partnership.

Caution: Individual employees or certain groups may not be arbitrarily excluded from the benefit.

The benefit must be a genuine additional benefit (not a conversion or rededication) that is granted "on top".

Thus, the benefit does NOT apply if:

  • a bonus is paid and in return the monthly salary or other bonuses or special payments are reduced, or
  • bonuses, special payments or other salary components already owed are to be fulfilled "as a substitute" by the bonus.
  • The salary is temporarily reduced and then increased again after the inflation compensation premium has ceased to exist.

Practically all benefits already agreed in the employment contract, company agreements or collective agreements are excluded as inflation compensation bonus.

TEXT SOURCE: HAUFE PERSONAL OFFICE GOLD

HOW TO REMAIN YOUR HOLIDAY FEELING A LITTLE LONGER - TIPS FOR HANDLING THE „ENERGIEPREISPAUSCHALE“ AND „NACHWEISGESETZ“ 1000735 admin

HOW TO REMAIN YOUR HOLIDAY FEELING A LITTLE LONGER - TIPS FOR HANDLING THE „ENERGIEPREISPAUSCHALE“ AND „NACHWEISGESETZ“

Image source: david_franklin - stock.adobe.com

by Ann-Kathrin Katz

Did you enjoy your vacation and return to the office full of energy, determined to take this positive feeling with you over the next few weeks? Are you relaxed and ready to tackle difficult topics and strategically plan the upcoming months?

 Congratulations - however, here comes the cold shower: we hate to mention it, but the government has rewritten the „Nachweisgesetz“ (NachwG) as of 01 August 2022 and this has far-reaching implications for the employment contracts of your employees. This and also, for example, the topic of the settlement of Energiepreispauschale in September 2022 are time-consuming topics that can clearly affect your good rest and your focus on the essentials of your company.

Be honest now: - do you really want to worry about it?

We have already informed our customers in the end of July about the changes and payments this late summer and are preparing the necessary steps in the background. Have you considered, for example, that your employment contracts must be signed in original - the electronic form is not allowed anymore... have you already included all new paragraphs as well as information about the termination procedure in your employment contracts? Did you adjust your contracts? If you can answer these questions with a spontaneous "yes", we would like to congratulate you. However, if your "yes" has left your mouth rather hesitantly or if the first question marks have formed in your mind, please feel free to contact us!

And do we even want to start talking about the one-off payment of the „Energiepreispauschale“, who is allowed to receive a payment and what needs to be considered back here? There is a lot of extra work for you - or B.I.P. GmbH. It is up to you!

Maybe together we will manage to get your focus back on the essentials and we will take care of all the HR details for you!

TABLE FOOTBALL AND ORGANIC LEMONADE AND STILL NO APPLICANTS 1024683 admin

TABLE FOOTBALL AND ORGANIC LEMONADE AND STILL NO APPLICANTS

Image Source: Stock Photo ID: 2125845071

By Till Achim Lobenstein

How can staff be successfully recruited?

Hand on heart: how do you rate your latest staff-recruitment arrangements? Over-long processes? Too many refusals? Unsatisfactory people appointed to the job? Given the lack of professional staff, demographic change and the ever-faster march of digitalisation, the personnel departments of SMEs (small and medium-sized enterprises) are faced with extreme challenges. How, nevertheless, is it possible to recruit staff successfully? In this article we would like to indicate some approaches which may enable you to work on staff acquisition.

Developing a recruitment strategy

Times have changed. Instead of a lack of jobs, there is now a lack of professional staff – at some 70% of all companies. A change has also taken place in the attitude of job applicants, who know their market value, assert their own requirements, can select their employer...or leave it to the companies to recruit them. In short: recruiting is no longer a soft-sell. The best thing is for you to work out a recruiting strategy, oriented clearly towards your target groups. Stick to it and develop it further in a purposeful way.

More structure: defining paths, goals and areas of responsibility

So here’s three cheers for organisation! Bring structure to your recruiting. Set areas of responsibility, concrete procedures, binding goals and response times for all those involved. This applies particularly to all digitalised processes and e-recruiting, but just as well to direct personal communication. Does that take too much time and resources? Then just outsource your recruiting to an external service provider.

Classical recruiting and active sourcing

Placing an advert, inviting applicants, filling the vacancy – for SMEs or their outsourced personnel-services provider this continues to be a tried and tested method. When it comes to larger corporate groups it may be worth considering more active HR methods, such as active sourcing. In this process recruiters talk to suitable candidates in a targeted personal way. Making a person-to-person exchange and keeping up an intensive and individual contact are one of the keys to successful personnel searching.

Optimised communication and mobile recruiting

One of the most important recruiting channels are adverts on job portals. But take a critical look at your job posting – are you actually reaching your target group? In many postings there is room on the upside, and not every portal is suitable for every vacancy. In case of doubt, ask the HR experts, who know their way around it all.

If you are aiming for Recruiting 4.0, i.e. a digitally supported personnel search, you should be careful of the pitfall. Mobile recruiting is a demanding process. The task is to generate personnel via mobile devises such as smartphones and tablets. In this process the company must ensure that interested parties can deal with the whole application procedure simply and rapidly via the smartphone – from initiating the job search, to gathering information about the job and the firm, to the moment of sending the application. This means, for example, that the mobile processes on your career pages should be as convenient, self-explanatory and simple as possible. Make job application easier for your top candidates – through user-friendly, well-functioning online job-application processes for smartphones, laptops and all the rest.

Employer branding – the foundation

Utilising analyses of the recruiting data which you have collected (“controlling”), you will identify where you can place the lever. But everything together should be subordinate to a well-honed, holistic HR strategy, which you follow consistently. Equally important as your strategy is your employer branding: your employer trademark should be both well thought-through and authentic, and should be regularly put to the test, to develop it further. Successful employer branding will form the basis for your successful recruiting.

More target-group orientation – discovering new formats

To sum up: A higher level of target-group orientation is the order of the day. Never mind in which channels you invest, the task is always to cast a more critical eye on them, to see whether they are suitable for your target groups or whether your campaigns can be adapted to make them more specific. Overall, a personal approach plus an intensive, eligibly structured exchange of views and information must follow. By utilising your key success indicators you will be able to adjust your measures even better. Testing new recruiting formats is also a good idea. If it is all too consuming of time and resources, simply outsource it. The specialists will give you the backing you need. So you can concentrate on your core areas of expertise. Try it out!