Post by soyeb19 on Feb 18, 2024 3:07:01 GMT -6
the total bonus on contracts for unemployed workers for the replacement of workers due to maternity , foster care and adoption is also repealed . To date, replacement contracts for maternity or paternity could receive a 100% bonus when the company hired a person in their place who was unemployed. Now, the 100% bonus disappears to be 336 euros for fixed-term contracts made to young unemployed people , under 30 years of age, to replace workers who receive financial benefits for risk during pregnancy or breastfeeding.
Finally, those companies that opt for part-time contracts will be penalized. In this case, the amount of the bonuses will be reduced proportionally to the working day, and those partial contracts less than 50% of the full-time working day will not be incentivized (except in cases of conciliation leave).
Experts consulted by Economist & Jurist analyze these Whatsapp Database changes in bonuses, which according to them make the labor market somewhat more rigid for employers in terms of hiring. For these jurists, the moment, after the summer, does not seem the most appropriate to make these changes and perhaps a little more time should have been waited.
Better bonuses in sections
From Barcelona, Emma Gumbert, a labor lawyer with her own office and vice president of the PIMEC employers' association, believes that “the suppression of the bonus for interim employment in situations in which the worker takes paternity or maternity leave is striking. It was an important bonus, especially at a time when we are committed to equality and changing roles .”
From his point of view, “another option rather than suppressing it, could have been to adapt it in sections to companies . And maintain 100% for SMEs with less than 50 workers. In other larger companies with more than 1,000 workers it may still be reduced. But it seems that when the legislator approves something, he thinks that all Spanish companies are large, when the reality is that 95% are SMEs.
For this expert in labor relations, that “these bonuses disappear in favor of a small bonus only if these contracts are for young people under 30 years old, does not seem logical. Above and beyond promoting youth employment, it should have been taken into account that these paternity and maternity measures were more comfortable for companies. I think it is a mistake to suppress it.”
Finally, those companies that opt for part-time contracts will be penalized. In this case, the amount of the bonuses will be reduced proportionally to the working day, and those partial contracts less than 50% of the full-time working day will not be incentivized (except in cases of conciliation leave).
Experts consulted by Economist & Jurist analyze these Whatsapp Database changes in bonuses, which according to them make the labor market somewhat more rigid for employers in terms of hiring. For these jurists, the moment, after the summer, does not seem the most appropriate to make these changes and perhaps a little more time should have been waited.
Better bonuses in sections
From Barcelona, Emma Gumbert, a labor lawyer with her own office and vice president of the PIMEC employers' association, believes that “the suppression of the bonus for interim employment in situations in which the worker takes paternity or maternity leave is striking. It was an important bonus, especially at a time when we are committed to equality and changing roles .”
From his point of view, “another option rather than suppressing it, could have been to adapt it in sections to companies . And maintain 100% for SMEs with less than 50 workers. In other larger companies with more than 1,000 workers it may still be reduced. But it seems that when the legislator approves something, he thinks that all Spanish companies are large, when the reality is that 95% are SMEs.
For this expert in labor relations, that “these bonuses disappear in favor of a small bonus only if these contracts are for young people under 30 years old, does not seem logical. Above and beyond promoting youth employment, it should have been taken into account that these paternity and maternity measures were more comfortable for companies. I think it is a mistake to suppress it.”