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Found 5 results

  1. TVöD notice period wording

    I have a temporary TVöD contract, and have found the  following information regarding notice period:   Beschäftigungszeit    Kündigungsfrist ------------------            ------------- mehr als 1 Jahr        6 Wochen zum Monatsende mehr als 2 Jahre      3 Monate zum Quartalsende   I started working at my organisation on 1st November 2018. My contract is due to be renewed on 1st November 2020.   I'm confused by the "zum Monatsende/Quartalsende" wording - surely the time period alone is enough information? I don't know what this extra bit means.   For example: 1) If I hand my notice in before my current contract ends, e.g., on 30th October, what will my notice period be?   2) If I hand my notice in after 1st November, e.g., on 2nd November, what will my notice period be?
  2. Hey folks. Some US-based partners and I recently started a marketing company here in the US.  We have a colleague who has, in the past, been an incredible sales asset for us in Europe. He lives in Germany, and has just been let go by his previous company and is collecting the arbeitslossgeld (sp?) We would love to bring him into our company in a way that allows his to work with us. So far, we've come up with a few potential ways: 1) As a freelancer, sourcing clients to us, for which we will pay him a commission based on each campaign those clients run with us. 2) He could start a mini-gmbh (UG?) of the same name as our company, but with the German branding / trademark area. We would set up a partnership agreement between our two companies, and clients would engage with our US-based bank account, and we would transfer money to this partner entity as appropriate. Can either of these solutions work, legally? How would they impact his arbeistlossgeld (because it takes months for the actual campaigns to conclude and payment to be received)? If the above methods are not viable, are there alternatives short of hiring him as an official employee of our US company? [We simply don't have the liquid funds on hand to comply with German law for things like health insurance / pension if we tried that route] Thanks!  
  3. Hi, I've resigned from my current job and currently on my 3-month resignation period - I have over a month of holiday left to take at the end of the resignation period so would be taking all of September off for holidays. Wondering if there would be an issue to start a new job and a new contract with another employer already mid-September? (while on resignation period but on holiday from the previous job). The new employer is not a direct competitor of my existing employer.    I could already hand in my laptop before starting the holidays.    Thanks in advance! Any advice would be appreciated.
  4. I am a freelancer wanting to employ someone as a mini job. I will register her in the job center, social insurance center, and in other instances in the coming weeks, but we signed the contract already on May 15. Does this mean the official start of the employment is May 15 or when the registration in the social insurance and job center is completed?
  5. I have a situation that should be straightforward but hope to find some more clarification. I am a student and work a mini-job (not at a university) for nearly 1 1/2 years now. I only ever work weekends and holidays. Because of the seasonal nature of my work and Sonntagszuschlag and Feiertagszuschlag, I sometimes work well over the 450 euro amount in a month. Last year, this was solved by a "mini-vacation" where I was not scheduled for a month and was paid the amount where I earned over 450 euros. With the small increase in minimum wage, I reach this limit much faster. I recently was asked if I would like to switch to a normal contract and would be in Steuerklasse 1. Now, as a student, I am not interested in working during the regular work week and so I assume I would never work over 700 - 800 euros. According to my employer, I would be registered as a "normal worker" and not a midi-jobber, meaning they would deduct the full amounts for social security and taxes. I was given this example: Wir haben eine Mitarbeiterin, die täglich 4 Stunden ( 9,37 € Stundenlohn) arbeitet und ein Bruttoeinkommen von ca 1000,00€ hat. Sie hat Abgaben:   ca 62,00€  Krankenversicherung ca 75,00€ Rentenversicherung ca 10,00€ Arbeitslosenversicherung ca 17,00€ Pflegeversicherung   Daraus ergibt sich ein Nettobetrag  (Steuerklasse 1) Von:  ca 890,00€. My confusion is that I cannot find information on how much I would pay into these areas percentage-wise and information on earning less than 1300 euros a month only talk about jobs that are classified as midi-jobs which are free of the social security payments besides Rentenversicherung (on a sliding scale). I worry that if I sign a normal work contract and do not earn more than 450 euros in one of the months, then I would still be liable to pay into all the social security payments and taxes.  I would be interested if anyone has had a similar experience before I agree or disagree to anything.