The new reform introduces profound changes and modifications in industrial relations: layoffs cheaper for all types of contract, to reduce salaries and facilities to dispense with workers who accumulate casualties (Dr), records of employment regulation (EREs) without needing the approval of the labour authority, changes in the part-time contract, new contract bonus for SMEs (RD-Act 3/2012)(, from 10.02.12, on urgent measures for the reform of the labour market, BOE of 11.02.12). These are some of the major changes that incorporates: the dismissal with 33 days. For new workers who hire his company, ended 45 days compensation per year worked with a maximum of 42 monthly payments. From now on, if your company hires a new worker, dismissed him and the dismissal is declared inadmissible, compensation is 33 days per year worked, regardless of the type of contract, and with a maximum of 24 monthly instalments. As for the workers who were already paying services for your company before entering into force the labor reform and were implementing compensation for 45 days per year worked, then you should calculate them compensation in two tranches: 45 days per year worked until 11 February 2012 to 33 days per year worked from February 12 facilities to reduce wages and change terms of the contract. Now companies may reduce the salaries of an easier way.
The only requirement is the company to accumulate at least three consecutive quarters of falling income. In this case, you can modify the working conditions of their workers (wages both day, changing Professional category, etc.). Dismissal of absentee workers. It will now be easier to dispense with workers who abuse the casualties. Eliminates the requirement that the truancy had to be linked to the average level of absenteeism in the template. Individual assistance failures that has the worker, that are now exclusively they remain the same. New contract bonus for SMEs.
Companies whose staff is less than 50 workers may conclude a new contract of employment for an indefinite time, full-time and with a trial period of one year for all categories. Among other measures, by hiring the first worker less than 30 years, your company will benefit from a deduction tax of 3,000 euros was extended the bonus to the SS for the temporary EREs (for suspension or reduction in working hours). Extending the bonus of 50% of the business Social security contributions for common contingencies to the companies that carry out a temporary ERE, either reduction or suspension of day. The measure, which ended on December 31, 2011, shall apply with retroactive effect to the temporary EREs from January 1, 2012 until 31 December 2013. Overtime hours in the part-time contract. From now, workers with part-time contracts, in addition to being able to perform the so-called hours complementary, may also make overtime (before were banned). Would you like that best lawyers explain you in live and direct the keys to the reform and how to leverage it for your company? Thursday 8 March we will celebrate a seminar where he will have the opportunity to learn from the hands of Gomez Acebo & Pombo the new regulatory framework and the new rules of play and, above all, how to apply them in favour of your company. I invite you to download the program from here and check how you will make the most of the labor reform. Download the program