Have clear the planning of the holidays of your employees?
Here you have a guide to do it successfully and without conflicts
With the arrival of the summer, arrives also the moment to manage the holidays of your employed/ace, a key appearance for the labour welfare and the continuity of your business like employer or activity like autonomous/to.
Of entrance some legal data: according to the article 38 of the Statute of the Workers, the/ace employed/ace have right to a minimum of 30 natural days on holiday paid to the year (this period can adjust through collective agreements or specific agreements, but never can be inferior to the stipulated by law).
It communicates with anticipation. It averts conflicts
To avert misunderstandings and ensure an effective planning, is fundamental that communicate the dates of the holidays with at least two months of antelación. This forecast allows to your employed/ace organise his free time and to you that can schedule the operative of your company or activity without hang-ups. Besides, you do not forget that by law are obliged/to to elaborate an annual labour calendar that include the periods on holiday.
The rights of your hard-working/ace above all else
Already you know that during the holidays your employed/ace have to receive his usual salary, including the complementos salariales and the extra pays prorrateadas if it corresponds. Eye, never will have to substitute the days on holiday by an economic compensation! Unless it treat of the ending of the labour agreement with pending holidays.
Attention to the special situations
The holidays can see affected by situations like illnesses, accidents or the birth of a son. If you find you in front of one of these cases, the/the employed/to has right to enjoy of his once concluded holidays the drop, even if the natural year already has ended up. This is a fundamental right that protects to the workers to lose his holidays because of unforeseen circumstances.
I know resolutivo/to
In front of any disagreement that could arise you with a/to employee/to on the dates of the holidays, is crucial that look for quickly an amicable solution. It thinks that in case of not attaining an agreement, your employee/to can resort to the Inspection of Work or to the courts of the social. In general, the courts tend to prioritise the right to the rest of the worker, whenever his application was reasonable and do not prejudice significantly to the company.
It looks for the perfect balance
Further to be a legal obligation, a suitable management of the holidays is a practice that will do that your employed/ace seat more to taste working for and with you. Thus it is vital that have the maximum information and if the precise, attend to a squad of skilled aides in the labour matter. With an approach organised will be able to give with the just balance among the operative needs of your business and the rights of your employed/ace, achieving an environment of healthy work, productive and satisfied.
In Gestoria Rivero have our expert department in labour subjects that will give you ideas and advice in the management of the holidays of your hard-working/ace. You do not doubt in contacting with us/ace!
Of entrance some legal data: according to the article 38 of the Statute of the Workers, the/ace employed/ace have right to a minimum of 30 natural days on holiday paid to the year (this period can adjust through collective agreements or specific agreements, but never can be inferior to the stipulated by law).
It communicates with anticipation. It averts conflicts
To avert misunderstandings and ensure an effective planning, is fundamental that communicate the dates of the holidays with at least two months of antelación. This forecast allows to your employed/ace organise his free time and to you that can schedule the operative of your company or activity without hang-ups. Besides, you do not forget that by law are obliged/to to elaborate an annual labour calendar that include the periods on holiday.
The rights of your hard-working/ace above all else
Already you know that during the holidays your employed/ace have to receive his usual salary, including the complementos salariales and the extra pays prorrateadas if it corresponds. Eye, never will have to substitute the days on holiday by an economic compensation! Unless it treat of the ending of the labour agreement with pending holidays.
Attention to the special situations
The holidays can see affected by situations like illnesses, accidents or the birth of a son. If you find you in front of one of these cases, the/the employed/to has right to enjoy of his once concluded holidays the drop, even if the natural year already has ended up. This is a fundamental right that protects to the workers to lose his holidays because of unforeseen circumstances.
I know resolutivo/to
In front of any disagreement that could arise you with a/to employee/to on the dates of the holidays, is crucial that look for quickly an amicable solution. It thinks that in case of not attaining an agreement, your employee/to can resort to the Inspection of Work or to the courts of the social. In general, the courts tend to prioritise the right to the rest of the worker, whenever his application was reasonable and do not prejudice significantly to the company.
It looks for the perfect balance
Further to be a legal obligation, a suitable management of the holidays is a practice that will do that your employed/ace seat more to taste working for and with you. Thus it is vital that have the maximum information and if the precise, attend to a squad of skilled aides in the labour matter. With an approach organised will be able to give with the just balance among the operative needs of your business and the rights of your employed/ace, achieving an environment of healthy work, productive and satisfied.
In Gestoria Rivero have our expert department in labour subjects that will give you ideas and advice in the management of the holidays of your hard-working/ace. You do not doubt in contacting with us/ace!
