{"id":1075,"date":"2024-04-29T08:47:50","date_gmt":"2024-04-29T06:47:50","guid":{"rendered":"https:\/\/mokrohs-consulting.com\/?p=1075"},"modified":"2024-04-29T14:28:10","modified_gmt":"2024-04-29T12:28:10","slug":"preposielanie-zamestnancov-do-nemecka","status":"publish","type":"post","link":"https:\/\/mokrohs-consulting.com\/sk\/2024\/04\/29\/preposielanie-zamestnancov-do-nemecka\/","title":{"rendered":"Preposielanie zamestnancov do Nemecka"},"content":{"rendered":"

Najm\u00e4 v stroj\u00e1rstve a stavebn\u00edctve je nedostatok pracovnej sily. Najjednoduch\u0161\u00edm rie\u0161en\u00edm je zohna\u0165 pracovn\u00edkov z inej krajiny E\u00da.<\/p>\n

Pracovn\u00edkov m\u00f4\u017eu zh\u00e1\u0148a\u0165 pracovn\u00e9 agent\u00fary alebo priamo va\u0161a spolo\u010dnos\u0165, ak m\u00e1te na to dostato\u010dn\u00e9 zdroje.
\nVysielanie zamestnancov je forma vo\u013en\u00e9ho pohybu zamestnancov v r\u00e1mci Eur\u00f3pskej \u00fanie. Vo\u013en\u00fd pohyb zamestnancov m\u00e1 \u0161tat\u00fat z\u00e1kladn\u00fdch pr\u00e1v pod\u013ea Eur\u00f3pskej charty z\u00e1kladn\u00fdch pr\u00e1v.
\nO vyslan\u00ed zamestnanca hovor\u00edme vtedy, ke\u010f zamestnanec odch\u00e1dza do zahrani\u010dia na pokyn svojho zamestn\u00e1vate\u013ea, aby tam na obmedzen\u00fd \u010das vykon\u00e1val svoje zamestnanie.<\/p>\n<\/div>

D\u013a\u017eka pr\u00e1ce v zahrani\u010d\u00ed<\/h4><\/div>

\u010casov\u00e9 vymedzenie obdobia ur\u010duje eur\u00f3pska smernica o vysielan\u00ed pracovn\u00edkov.
\nAk d\u013a\u017eka vyslania presiahne 3 mesiace, bude musie\u0165 pracovn\u00edk registrova\u0165 svoj pobyt na pr\u00edslu\u0161n\u00fdch \u00faradoch.
\nO dlhodob\u00e9 vyslanie ide, ak je pracovn\u00edk vyslan\u00fd na viac ako 12 mesiacov alebo 18 mesiacov, ak vy ako zamestn\u00e1vate\u013e predlo\u017e\u00edte vn\u00fatro\u0161t\u00e1tnym org\u00e1nom hostite\u013eskej krajiny od\u00f4vodnen\u00e9 ozn\u00e1menie. Uplat\u0148uj\u00fa sa v\u0161etky pr\u00edslu\u0161n\u00e9 podmienky zamestnania v hostite\u013eskej krajine, s v\u00fdnimkou t\u00fdch, ktor\u00e9 sa vz\u0165ahuj\u00fa na ukon\u010denie zml\u00fav a doplnkov\u00fdch zamestnaneck\u00fdch d\u00f4chodkov.<\/p>\n

Len samotn\u00e9 pokyny zamestn\u00e1vate\u013ea nesta\u010dia na spr\u00e1vnu realiz\u00e1ciu vyslania. Okrem in\u00e9ho si vysielanie zamestnancov vy\u017eaduje pracovnopr\u00e1vnu dohodu<\/strong> o \u00faprave cestovn\u00fdch v\u00fddavkov, d\u013a\u017eke vyslania, v\u00fd\u0161ke mzdy, mene odmeny za pr\u00e1cu \u010di pr\u00edpadnom pred\u010dasnom n\u00e1vrate.<\/p>\n<\/div>

Po\u017eiadavky a zda\u0148ovanie mzdy<\/h4><\/div>

Samozrejmos\u0165ou je tie\u017e dodr\u017eiavanie po\u017eiadaviek typick\u00fdch pre cie\u013eov\u00fa krajinu, ako napr\u00edklad:<\/p>\n

    \n
  • minim\u00e1lna mzda,<\/li>\n
  • soci\u00e1lne \u0161tandardy – ustanovenia o dovolenke, pr\u00edplatkoch za pr\u00e1cu vo sviatok a pod.<\/li>\n<\/ul>\n

    Okrem toho m\u00f4\u017eu pri vyslan\u00ed zamestnanca vznikn\u00fa\u0165 pre zamestn\u00e1vate\u013ea dodato\u010dn\u00e9 povinnosti starostlivosti o zamestnanca ako je:<\/p>\n

      \n
    • jeho lek\u00e1rske pou\u010denie,<\/li>\n
    • po\u017eiadavky na o\u010dkovanie,<\/li>\n
    • zv\u00fd\u0161en\u00e1 bezpe\u010dnos\u0165 pri pr\u00e1ci v mieste nasadenie,<\/li>\n
    • upozornenia na da\u0148ov\u00e9 z\u00e1kony a z\u00e1kony o soci\u00e1lnom zabezpe\u010den\u00ed.<\/li>\n<\/ul>\n

      Pri zda\u0148ovan\u00ed miezd je potrebn\u00e9 dodr\u017eiava\u0165 takzvan\u00e9 pravidlo 183 dn\u00ed<\/strong>. Okrem toho s\u00fa rozhoduj\u00face krit\u00e9ri\u00e1: bydlisko a zvy\u010dajn\u00fd pobyt.<\/p>\n

      Na da\u0148ov\u00e9 z\u00e1le\u017eitosti m\u00f4\u017ee ma\u0165 vplyv aj rodinn\u00e1 situ\u00e1cia. Na zamedzenie alebo zmiernenie dvojit\u00e9ho zdanenia sa vz\u0165ahuj\u00fa pr\u00edslu\u0161n\u00e9 zmluvy o zamedzen\u00ed dvojit\u00e9ho zdanenia (DTA) .<\/p>\n<\/div>

      Potvrdenie A1 pre zamestnanca<\/h4><\/div>

      V zmysle z\u00e1kona o soci\u00e1lnom zabezpe\u010den\u00ed sa na vyslan\u00fa osobu vz\u0165ahuj\u00fa pravidl\u00e1 domovskej krajiny<\/strong>. Ak zamestnanec nie je z\u00e1konne poisten\u00fd, zamestn\u00e1vate\u013e ho m\u00f4\u017ee na po\u017eiadanie dobrovo\u013ene poisti\u0165 prostredn\u00edctvom z\u00e1konn\u00e9ho poistenia na dobu vyslania.
      \nMedzi krajinami E\u00da existuj\u00fa dohody o soci\u00e1lnom zabezpe\u010den\u00ed oh\u013eadom vy\u00fa\u010dtovania zdravotn\u00fdch v\u00fdkonov prostredn\u00edctvom zdravotn\u00fdch pois\u0165ovn\u00ed.
      \nD\u00f4le\u017eit\u00fdm dokladom pre realiz\u00e1ciu vyslania je takzvan\u00e9 Osved\u010denie A1. O to mus\u00ed po\u017eiada\u0165 zamestn\u00e1vate\u013e.
      \nOsved\u010denie A1 nos\u00ed zamestnanec so sebou pri vstupe do cie\u013eovej krajiny a predklad\u00e1 ho pri kontrol\u00e1ch. Toto potvrdenie sa t\u00fdka pr\u00e1vnych predpisov o soci\u00e1lnom zabezpe\u010den\u00ed, ktor\u00e9 sa na V\u00e1s vz\u0165ahuj\u00fa a potvrdzuje, \u017ee nem\u00e1te povinnos\u0165 plati\u0165 pr\u00edspevky v inom \u0161t\u00e1te. Tento formul\u00e1r pre pracovn\u00edka m\u00f4\u017eete zabezpe\u010di\u0165 v Soci\u00e1lnej pois\u0165ovni aj elektronicky.<\/p>\n<\/div>

      N\u00e1roky zamestnancov<\/h4><\/div>

      Pre cudzincov, ktor\u00ed s\u00fa vyslan\u00ed do Nemecka, musia by\u0165 dodr\u017ean\u00e9 najm\u00e4 tieto predpisy na ochranu zamestnancov:<\/p>\n

        \n
      • Maxim\u00e1lny pracovn\u00fd \u010das a minim\u00e1lny \u010das odpo\u010dinku.<\/li>\n
      • Z\u00e1sady rovnak\u00e9ho zaobch\u00e1dzania a ustanovenia o nediskrimin\u00e1cii.<\/li>\n
      • Ochrana \u0165a\u017eko zdravotne postihnut\u00fdch os\u00f4b, matiek, det\u00ed a ml\u00e1de\u017ee.<\/li>\n
      • Podmienky do\u010dasn\u00e9ho pridelenia zamestnancov.<\/li>\n
      • Minim\u00e1lna platen\u00e1 dovolenka.<\/li>\n
      • Minim\u00e1lne mzdy a (v\u0161eobecne z\u00e1v\u00e4zn\u00e9) mzdy pod\u013ea kolekt\u00edvnej zmluvy.<\/li>\n
      • Rovnak\u00e9 zaobch\u00e1dzanie medzi mu\u017emi a \u017eenami.<\/li>\n
      • Podmienky ubytovania pracovn\u00edkov v hostite\u013eskej krajine, ak sa poskytuje zamestn\u00e1vate\u013eom,<\/li>\n
      • Pr\u00edspevky alebo n\u00e1hrady v\u00fddavkov na cestovn\u00e9 n\u00e1klady, stravu a ubytovanie, ak sa to vy\u017eaduje po\u010das vyslania.<\/li>\n<\/ul>\n<\/div><\/div><\/div>

        Obr\u00e1\u0165te sa na profesion\u00e1lov<\/h4><\/div>

        Tak, ako na Slovensku, aj v Nemecku potrebujete dobr\u00e9ho \u00fa\u010dtovn\u00edka, ktor\u00fd zabezpe\u010d\u00ed a skontroluje podrobnosti oh\u013eadom od z\u00edskania formul\u00e1rov a potvrden\u00ed a\u017e po dane. Tak spolupracuje Mokrohs Tax Consulting so svojimi klientmi.
        \nV prvom kroku je d\u00f4le\u017eit\u00e1 kontrola splnenia predpokladov pre vyslanie zamestnanca a podpora v\u00e1s pri ich vytv\u00e1ran\u00ed. Klient mus\u00ed by\u0165 za ka\u017ed\u00fdch okolnost\u00ed informovan\u00fd o svojich povinnostiach zamestn\u00e1vate\u013ea. Mokrohs Tax Consulting zis\u0165uje v\u00fd\u0161ku minim\u00e1lnej a kolekt\u00edvnej mzdy, pripravuje vy\u00fa\u010dtovania mzdy, \u017eiadosti a potvrdenia.<\/p>\n<\/div><\/div><\/div><\/div><\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":4,"featured_media":1082,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[5],"tags":[],"class_list":["post-1075","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-clanky"],"_links":{"self":[{"href":"https:\/\/mokrohs-consulting.com\/sk\/wp-json\/wp\/v2\/posts\/1075","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/mokrohs-consulting.com\/sk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/mokrohs-consulting.com\/sk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/mokrohs-consulting.com\/sk\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/mokrohs-consulting.com\/sk\/wp-json\/wp\/v2\/comments?post=1075"}],"version-history":[{"count":1,"href":"https:\/\/mokrohs-consulting.com\/sk\/wp-json\/wp\/v2\/posts\/1075\/revisions"}],"predecessor-version":[{"id":1078,"href":"https:\/\/mokrohs-consulting.com\/sk\/wp-json\/wp\/v2\/posts\/1075\/revisions\/1078"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/mokrohs-consulting.com\/sk\/wp-json\/wp\/v2\/media\/1082"}],"wp:attachment":[{"href":"https:\/\/mokrohs-consulting.com\/sk\/wp-json\/wp\/v2\/media?parent=1075"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/mokrohs-consulting.com\/sk\/wp-json\/wp\/v2\/categories?post=1075"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/mokrohs-consulting.com\/sk\/wp-json\/wp\/v2\/tags?post=1075"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}