As part of the temporary assignment, a relationship triangle is created between Grafton (employer), the user`s employer and the worker. In the context of existing relationships, Grafton, as a direct employer, has rights and duties vis-à-vis the worker. In such cases, a secondment contract is signed between the acting agency and the client company, also known as the “user company.” A temporary placement is a flexible form of employment that allows an employee to be assigned to another employer called a “user.” The time of this assignment is limited. The temporary allocation of workers to this employer (user) can be carried out by a recruitment agency on the basis of an authorisation from the Ministry of Labour and Social Affairs of the Czech Republic. The acting agency, in our case, Grafton, is the real employer. The rights and obligations of the employer include: – the conclusion of an employment contract with the worker (including the request for a medical check for the employee, training ohs, archiving documents, explaining the labour code, etc.); The registration of the worker under health and social security insurance and the payment of all transfers provided for by law; To answer any questions the worker may have about the working relationship and to help the worker deal with the situation and problems in the workplace. The rules in force in the user company also apply to temporary workers, particularly in the following areas: working time, night shifts, weekly rest, public holidays and health and safety in the workplace. A fixed-term contract can be renewed twice if the total duration of the contract, including the extension, does not exceed the maximum allowable period. Each contract must be covered by a secondment contract between the acting agency and the company of use, as well as by an engagement letter written by the temporary employment agency. For classification purposes, temporary assignment is defined as assigning new duties within the same department unit to the position of board holder for a short period of time, in order to meet temporary organizational requirements.
This often happens when another position is vacant. B for example due to absence leave or retirement, and the tasks assigned to this position require coverage. The transfer is made over the period indicated in the contract without exceeding the legal maximum duration, which varies depending on the type of assignment. Each situation is reviewed by the classification/qualification level and level of pay. Workers should be advised that the addition of a temporary task may or may not result in a temporary change in the classification/qualification level.