GTC

Version from 1.1.2024

HOGO Group - General Terms and Conditions for Temporary Employment and Recruitment Services

1. subject matter of the contract, implementation

1.1 The personnel service provider shall provide the customer with temporary employees at the agreed place of assignment on the basis of temporary employment contracts in accordance with the following General Terms and Conditions of Temporary Employment (GTCE). Conflicting terms and conditions of the Client shall only be recognized if they are consistent with the AÜB or have been expressly confirmed in writing by the personnel service provider.

1.2 The employees provided by the personnel service provider are selected according to the professional requirements profile described by the client and may only be deployed in the contractually agreed area of activity. In particular, the customer is prohibited from entrusting the employees with the transportation, handling or collection of money and other means of payment. If the customer intends to commission the employee with such activities, a separate agreement between the personnel service provider and the customer is required. Furthermore, with the exception of time sheets in accordance with Section 9.1, employees are not authorized to accept documents intended for the personnel service provider.

1.3 During the assignment with the customer, the employees are subject to the customer's instructions and work under the customer's supervision and guidance. Contractual relationships are not established between the client and the employee. Agreements on the nature and duration of the work, working hours and other arrangements can only be made with the personnel service provider.

2. rejection

2.1 If the customer is not satisfied with the employee's performance, he may reject the employee within 4 hours of the start of the assignment.

2.2 In addition, the customer may reject the employee with immediate effect if there is a reason that would entitle the employer to extraordinary termination (Section 626 BGB).

2.3 The rejection must be made in writing to the personnel service provider, stating the reasons.

3. replacement of the employee / strike

3.1 In cases of rejection in accordance with sections 2.1 and 2.2 and in the event of unforeseen absence of the employee,
e.g. due to illness, the personnel service provider is entitled to provide an equivalent replacement within 24 hours. If this is not possible, the personnel service provider shall be released from its obligation to perform.

3.2 If the Client's business is affected by a lawful industrial dispute, the Personnel Service Provider shall be obliged to withdraw its employees until the end of the industrial dispute, subject to an emergency service agreed for the Client's business.

3.3 Furthermore, the personnel service provider is entitled to replace the leased employee at any time for internal, organizational or legal reasons and to provide an employee of equal professional qualifications.

4. occupational health and safety

4.1 During the work assignment, the customer shall assume the duty of care of an employer towards the employee. It must ensure that the applicable accident prevention and occupational health and safety regulations and the legally permissible working time limits are complied with at the employee's place of employment and that first aid facilities and measures are guaranteed. If the employee's work requires an occupational health check-up, the customer must carry out such a check-up at its own expense before the start of the work.

4.2 The customer is obliged to provide the employee with sufficient and appropriate instruction on health and safety at work in accordance with § 12 ArbSchG. In addition, he is obliged to monitor compliance with the employee protection regulations. The above obligations are without prejudice to the obligations of the personnel service provider. The personnel service provider shall be granted the right of access to the workplaces of the leased employees at any time during working hours in order to fulfill its employer obligations.

4.3 The client is obliged to notify the personnel service provider immediately of any accident at work and to provide it with all information for the accident report in accordance with Section 193 (1) SGB VII. Notifiable accidents at work must be reported immediately to the administrative employers' liability insurance association by means of an accident report. The customer must send a copy of the accident report to the employer's liability insurance association responsible for his company.

4.4 If the employee justifiably refuses to commence or continue work due to defective or non-existent safety facilities, equipment or protective clothing, the customer shall be liable for the resulting loss of wages.

5. remuneration, assignment-related surcharge, industry surcharges, other surcharges; equal pay

5.1 The hourly rate agreed in the employee leasing agreement shall be decisive for invoicing. The hourly rates take into account all wage and ancillary wage costs, including any industry surcharges to be paid for the leased employees. The prices quoted are exclusive of statutory value added tax. The hourly rate is regularly based on a weekly working time of 35 hours. However, this can be set lower or higher, depending on the duration of working hours or customer requirements, for example.

5.2 The hourly rate shall be increased by an assignment-related surcharge of 1.5 % or 3 % if the employee has been employed by the client for 9 or 12 calendar months without interruption. The due dates of the increase are postponed by the periods of interruption if these are up to 3 months. Interruption periods lasting longer than three months result in a recalculation of the periods. The assignment-related supplement shall not apply if the employee is entitled to an industry supplement (see clause 5.3.) that exceeds the amount of the assignment-related supplement.

5.3 Insofar as the employee is entitled to industry surcharges because he is assigned to a customer company subject to surcharges, the hourly rates shall increase in accordance with the relevant industry surcharge collective agreement, currently after 3, 5, 7 and 9 months of uninterrupted assignment of the employee to the customer company.

5.4 Interruptions to the assignment (e.g. due to a change of assignment to another customer company) that last longer than 3 months shall result in the expiry of any entitlement to the industry surcharge that has already arisen and the deadlines for acquiring the industry surcharge entitlement and thus a correspondingly higher settlement rate shall start anew. Interruption periods that occur during the current assignment due to illness up to a duration of 6 weeks, vacation or public holidays falling within the assignment period and that are shorter than a total duration of 3 months are irrelevant for the running of the time limit. On the other hand, other interruptions of less than three months (e.g. due to a change of assignment to another customer company) shall lead to a suspension of the time limit. If the time limit is suspended, this shall lead to a corresponding postponement of the regular due dates in accordance with clause 5.3 above.

5.5 The employee's earnings may be capped at 90% of a comparable employee of the client company (so-called comparative remuneration) if the client can prove that the employee's remuneration including industry surcharge exceeds the current regular hourly remuneration of a comparable employee of the client company. The client is obliged to inform the personnel service provider immediately of any change in the current regularly paid hourly wage. The personnel service provider shall be entitled to demand an appropriate adjustment of the hourly rates if the comparative remuneration changes as a result of the change in the current regularly paid hourly remuneration. The same applies if a change in the employee's job profile makes it necessary to adjust the comparative pay. Any price table must be adjusted accordingly.

5.6 Customer company improvement agreements
within the meaning of § 4 of the industry surcharge collective agreements concluded in favor of the employees can have an increasing effect on the hourly rate. This requires a separate agreement. Travel costs and allowances are also only subject to remuneration if agreed separately.

5.7 In order to determine the specific settlement fee, the customer shall be subject to the information obligations set out in Section 7.1.

5.8 The personnel service provider is entitled to demand an appropriate adjustment of the hourly rates if the collectively agreed wages in the temporary employment sector increase or if the employee leaves the company due to the collectively agreed regulation.
§ 3 pay group 4 paragraph 2 of the collective pay agreement.

5.9 If the customer wishes to work overtime, night work
work on Sundays or public holidays requires a separate prior agreement with the personnel service provider. In these cases, the following surcharges shall be calculated on the basis of the applicable hourly rate:

a) Overtime (exceeding the employee's agreed working hours by more than 15%) 25%,
b) Night work (work between 11 p.m. and 6 a.m.) 25%;
c) Sunday work (work on Sundays between 0.00 and 24.00 hours) 50%;
d) Public holiday work (work on public holidays between 0.00 and 24.00 hours and for work on Christmas Eve and New Year's Eve after 14.00 hours) 100%.

If night, Sunday and public holiday surcharges coincide, only the highest surcharge will be charged.

The aforementioned percentages are reduced to the equivalent values for the corresponding surcharges in the customer's company, provided that a regulation exists in the customer's company. In the absence of such a regulation, the
above percentages. If the customer's surcharge regulation contains higher values, the percentages stated here shall apply. It is the responsibility of the customer to inform the personnel service provider of any surcharge regulations of his company.

5.10. If the leased employee is entitled to the remuneration of a comparable employee (equal pay) after nine months of uninterrupted leasing to the customer on the basis of Section 8 AÜG (new version), the customer shall be obliged to inform the personnel service provider in good time before the expiry of the deadline of all remuneration components of a comparable employee required to determine the equal pay claim. If this results in additional claims by the employee, the parties shall enter into negotiations with the aim of an appropriate adjustment of the hourly rate. In all other respects, Section 7.1 below shall apply accordingly.

6. brokerage commission

6.1 If the employee is taken on by the client or a company affiliated with the client in accordance with Section 18 AktG, the personnel service provider shall be entitled to a placement commission. The amount of the commission is staggered according to the gross monthly salary that the employee earns after the transfer as follows:

  • If the employee is taken on within the first three months, the commission amounts to 2 gross monthly salaries (or a percentage of the gross annual salary);
  • In the case of a takeover from the fourth to the sixth month, the commission amounts to 1.5 gross monthly salaries (or a percentage of the gross annual salary);
  • In the case of a transfer from the seventh to the ninth month, the commission amounts to 1 gross monthly salary (or a percentage of the gross annual salary);
  • In the case of a takeover from the tenth to the twelfth month, the commission amounts to half a gross monthly salary (or a percentage of the gross annual salary);
  • In the event of a takeover after the twelfth month, no further commission claims arise.

6.2 If there is no direct temporal connection between the employee's employment relationship with the client and the previous assignment, the personnel service provider shall nevertheless be entitled to claim a placement commission if the employment relationship is attributable to the assignment. It is assumed that the employment relationship is attributable to the previous assignment if the employment relationship between the client and the employee is established within six months of the last assignment. Sentence 1 and sentence 2 shall also apply if the employment relationship of the employee is established with a company affiliated with the customer in accordance with Section 18 AktG. The customer is free to provide evidence to the contrary and thereby release himself from his payment obligation.

7. information obligations of the customer

7.1 The Customer shall be obliged to provide the Personnel Service Provider with the information required to assign the Customer's business to an industry subject to a surcharge and to determine the industry surcharge due there. In particular, the client undertakes to inform the personnel service provider about agreements in the client company within the meaning of clause 5.7. which provide for benefits for the employees. Such benefit agreements shall be recorded in the temporary employment contract. The aforementioned information must be provided on the information sheet attached to the AÜB and must be truthful and correct. The client is aware that providing false information may have serious legal consequences for the personnel service provider. In this case, the personnel service provider may suspend the provision of employees to the client despite the existence of an employee leasing agreement. The personnel service provider's right to refuse to provide its services in the event of breaches of the duty to provide information shall arise independently of any liability claim of the personnel service provider pursuant to Section 8.4.

7.2 The client shall inform the personnel service provider immediately of any planned industrial action of which it is aware and which directly affects its business.

8 Liability / indemnification / compensation

8.1 The personnel service provider shall only be liable for the faultless selection of its employees for the agreed activity. It shall not be liable for the performance of the work by the employee or for any damage caused by the employee in the performance of his/her work. The client is obliged to indemnify the personnel service provider against all claims made by third parties in connection with the execution and performance of the activities assigned to the temporary employee.

8.2 The personnel service provider shall be liable for damages resulting from injury to life, limb or health in accordance with the statutory provisions if it is at fault.

8.3 The personnel service provider shall only be liable for all other damages in the event of its own fault if
willful intent and gross negligence. Liability for slight / normal negligence is excluded. The latter does not apply to the breach of obligations whose fulfillment is essential for the proper execution of the contract and on whose compliance the hirer may regularly rely ("cardinal obligations") - such as the careful selection of the employee to be provided.

8.4 If the Client breaches its information obligations under Clauses 5.10 and 7, either because it fails to comply with them, because the information it provides is incorrect, incomplete or inaccurate, or because the Client notifies the Recruitment Agency of changes in accordance with Clause
5.6. incompletely, incorrectly or not immediately and if the personnel service provider is obliged for this reason to subsequently pay industry surcharges or equal pay claims to its employees, the customer shall be obliged to compensate the personnel service provider for all damages incurred as a result. Should the breach of the duty to inform result in the employee incurring claims against the personnel service provider, the personnel service provider shall be free to decide whether to invoke preclusive periods against its employees; in this respect, it shall not be subject to the duty to mitigate damages. The damages to be compensated in the case of the subsequent granting of remuneration claims shall be the sum of the gross amounts to be paid by the personnel service provider plus the employer's social security contribution. At the same time, the client is obliged to indemnify the personnel service provider against claims by social security institutions and the tax authorities which they assert on the basis of the above-mentioned liability facts irrespective of gross remuneration payments.

8.5 This shall not affect other claims of the personnel service provider for damages.

9. invoicing / payments

9.1 Invoices shall be sent to the client electronically on a weekly basis, but at least once a month. The basis for invoicing shall be the time sheets of the employee to be signed by the client. The timesheets shall be submitted to the Client on a weekly basis at the end of the calendar month or immediately after completion of the assignment. The invoices issued by the personnel service provider are due immediately and payable without deduction. The employee is not entitled to accept advances or other payments.

9.2 If the Client is in default of payment, the personnel service provider shall be entitled to demand immediate payment of all outstanding invoices - including deferred invoices - and to demand immediate settlement or provision of security from the Client. At the same time, the personnel service provider shall be entitled to withhold the personnel to be provided by it until payment has been settled.

10. set-off / retention

10.1 The customer shall not be entitled to offset claims against the personnel service provider or to assert a right of retention unless the counterclaim is undisputed or has been legally established.

10.2 The Client may not assign or pledge claims arising from the temporary employment contract to third parties without the consent of the personnel service provider.

11. termination

11.1 If the contract was not concluded for a fixed term, it can be terminated by either party with a notice period of 5 working days to the respective weekend.

11.2 If the personnel service provider does not exercise its right to replacement in the case of clause 3.1, the contract may be terminated by either party without notice.

11.3 The personnel service provider shall also be entitled to terminate the contract without notice if the client fails to comply with a request pursuant to clause 9.2 in the event of default in payment or a significant deterioration in the client's financial circumstances.

11.4 Any notice of termination must be given in writing. Termination by the client shall only be effective if it is given to the personnel service provider. The leased employees are not authorized to accept the notice of termination.

12. confidentiality
The personnel service provider and the leased employee are obliged to maintain confidentiality regarding all confidential or confidential business matters of the client.

13. final provisions

13.1 Collateral agreements and amendments to the contract must be made in writing to be effective.

13.2 If the customer is a merchant, the exclusive place of jurisdiction for all disputes arising directly or indirectly from the contractual relationship shall be the registered office of the personnel service provider. German law shall apply.

13.3 Should individual provisions of these AÜB be or become invalid, this shall not affect the validity of the remaining provisions. In this case, the contracting parties undertake to replace the invalid provision with an agreement that comes as close as possible to the economic and legal intentions expressed in the contract.

Version from 3.4.2024

HOGO d.o.o. - General Terms and Conditions for Temporary Employment and Recruitment

1. validity

  1. These General Terms and Conditions (hereinafter referred to as "GTC") apply to all legal relationships in the field of personnel leasing, personnel recruitment, personnel placement, personnel and management consulting, consulting services (and related activities) between a company of HOGO d.o.o. on the one hand and its respective customers (e.g. employers) on the other; regardless of whether the customer is a natural person or a legal entity.
  2. In the interests of easier readability, no distinction is made in these GTC between the masculine and feminine forms. The use of the masculine form refers to both genders.
  3. The GTC are deemed to be accepted by the customer upon conclusion of the respective labor leasing contract or a contract on the regulation of business relations, but at the latest when the service is used, and become part of the contract concluded between HOGO d.o.o. and the respective customer. In the event of discrepancies between the provisions of the concluded contract and these GTC, the provisions of the respective concluded contract shall apply.
  4. The GTC apply to customers in the version that is available on the website of HOGO d.o.o. (www.hogo.cc) at the time the respective contract is concluded.
  5. General terms and conditions or conditions of purchase of the customer are only valid if they have been expressly confirmed in writing by HOGO d.o.o.. A reference to enclosed or elsewhere retrievable conditions is not considered confirmation.

2. conclusion of contract

  1. All offers of HOGO d.o.o. are subject to change and are for information purposes only.
  2. The conclusion of the respective labor leasing contract takes place by signing the contract by both contracting parties. A contract on the business relationship is deemed to have been concluded when both parties have signed or HOGO d.o.o. has confirmed the order in writing.
  3. In the case of labor leasing, the Employer owes the agreed leasing fee. In the absence of an agreement, the fee is based on the last offer made by HOGO d.o.o., taking into account any cost increases that have occurred. Subsequently known information entitles to (retroactive) price adjustment.
  4. In the absence of an agreement on remuneration for the placement of personnel, the customer shall owe an appropriate placement fee for each employee placed, calculated on the basis of the last offer submitted plus any expenses incurred.
  5. Commitments or guarantees by affiliated companies are only binding if confirmed in writing.

3. performance obligations of HOGO d.o.o. in the case of labor leasing

  1. HOGO d.o.o. provides its services in compliance with the applicable legal regulations, in particular the Croatian Labor Act, applicable collective agreements and the respective assignment contract.
  2. The object of the assignment is the provision of labor, not the provision of specific services. The leased employees work under the instruction of the employer. No guarantee of success is assumed.
  3. The Employer is obliged to monitor, instruct and control the leased worker.
  4. He must check the suitability and qualification immediately, at the latest within six working hours of commencement, and report any defects in writing. Defects that occur later and are not initially recognizable must be reported within six hours of discovery.
  5. If the complaint is justified, HOGO d.o.o. will replace the employee within three days. There are no further claims.
  6. If a leased employee is summoned as a witness, the Employer must release them; the entitlement to remuneration remains unaffected.

4 Duties of the Employer in the case of temporary employment

  1. The Employer must fulfill all obligations under Croatian labor law and the transfer contracts, in particular employee protection and foreign employment law. In the event of violations, he must indemnify and hold HOGO d.o.o. harmless.
  2. He reports breaches of duty or sick leave of a leased5. Pregnancy of a leased employee immediately in writing to HOGO d.o.o.

5. pregnancy of a leased employee

  1. The Employer shall inform HOGO d.o.o. immediately of any pregnancies of leased employees.
  2. The assignment may not be terminated as long as the employee is able to work.
  3. If there is a risk to health, the working conditions must be adapted or a change of workplace made possible.
  4. Adjustments must remain within the scope of the transfer agreement. The employee can refuse changes that do not comply with the contractual conditions.
  5. In the event of a change in employment due to pregnancy, the Employer shall inform HOGO d.o.o. and may reduce the remuneration by EUR 3.00 per hour.
  6. Pregnant women may not be employed beyond the statutory normal working hours, for heavy work or at night. All legal restrictions must be observed.
  7. In the event of violations, the Employer shall indemnify and hold HOGO d.o.o. harmless.

6. working time and hourly records

  1. The leasing fee is based on the hours worked during which the employee was actually available.
  2. The full working day is always invoiced on the first day of assignment.
  3. Time records may be kept; the HOGO d.o.o. form must be used for this purpose and countersigned by the supervisor.
  4. If the supervisor refuses to countersign, the Employer must state the reason for refusal in writing within two working days. If this is not done, the records are deemed to have been accepted.
  5. Signature by the employee does not constitute acknowledgement. HOGO d.o.o. may make subsequent settlements up to six months after knowledge and up to three years after settlement.
  6. The obligation to keep records of working hours is the sole responsibility of the employer.

7. object of service for personnel placement

  1. HOGO d.o.o. advises on the search for and selection of personnel. The scope of duties and requirements profile are defined in the placement contract.
  2. HOGO d.o.o. mediates between client and candidate; the service contract is concluded directly between client and employee.
  3. Every effort is made to ensure the suitability of candidates, but no guarantee is given for specific qualifications. In the absence of an agreement, a secondary school leaving certificate is deemed to be agreed.
  4. The customer shall provide all essential information (start of assignment, duration, location, qualifications, remuneration, collective agreement) when placing the order.
  5. Recruitment does not replace the client's own examination of candidates. The client assumes responsibility for selection and performance.

8. agency fee

  1. HOGO d.o.o. is entitled to a fee for each worker placed, depending on the position and qualifications, as stipulated in the placement contract.
  2. The basis is the first annual gross salary including all variable components; in the absence of an agreement, 25 % of the calculation basis.
  3. The entitlement arises irrespective of the form of employment and is to be extrapolated to full-time.
  4. If the position changes, the fee entitlement remains; the same applies to employment in affiliated companies.
  5. The entitlement arises upon conclusion of the employment contract or commencement of employment. It remains valid in the event of premature resignation.
  6. Within 12 months of the presentation of a profile, any employment shall constitute entitlement to a fee. The customer shall notify us of this in writing within two weeks.
  7. If the notification is omitted, HOGO d.o.o. can demand double the fee.
  8. The customer shall inform HOGO d.o.o. immediately if a candidate has already applied in advance; otherwise the candidate shall be deemed to have been named.
  9. Expenses incurred (travel expenses, advertisements) will be invoiced according to actual expenditure.
  10. Additional services will be charged separately, in the absence of an agreement with an appropriate fee.
  11. Offsetting against claims of the customer is excluded.

9 Terms of payment, default interest and collections

  1. In the case of temporary employment, invoices are generally issued on a monthly basis; the remuneration plus statutory VAT must be paid.
  2. In the case of personnel placement, the client receives an invoice for the fee and all services; payable plus VAT.
  3. Invoicing takes place exclusively electronically; the customer provides an e-mail address.
  4. Unless otherwise agreed, the term of payment is 8 days (with bank working day respiro).
  5. The customer shall check invoices within seven days and notify any inaccuracies in writing; any objections thereafter shall be excluded.
  6. Payments may only be made to the accounts specified in the invoice; cash payments are not permitted.
  7. The customer shall provide his VAT number; he shall indicate this when transferring the tax liability.
  8. In the event of foreclosure, the customer shall reimburse default interest and all collection costs.

10. takeover of temporary workers

  1. If a leased employee is taken on during the term of the contract or within six months thereafter, a cost reimbursement of 25 % of the annual gross salary is due.
  2. The calculation basis is the gross monthly salary (full-time) rounded up to € 250; minimum fee € 2,000.

11. duration of a temporary employment contract

  1. If no duration has been agreed, the assignment is for an indefinite period. The notice period is two weeks for blue-collar workers and four weeks for white-collar workers; the notice period ends at the end of each month.
  2. Both parties have an ordinary right of termination without notice in the event of a breach of contract. In particular in the event of default of payment, official violations, insolvency or strike.
  3. In the case of hiring out third-country workers, the contract is valid for the duration of the residence and work permit at the longest.

12. termination of an agency agreement

A placement contract can be terminated at any time with 14 days' notice. If an employment contract is concluded after termination, the full fee entitlement remains in place.

13. warranty

  1. The basic ability and suitability to work is guaranteed upon hiring out, but not special qualifications or work successes. Special qualifications only apply if expressly agreed.
  2. In the case of mediation, only appropriate action is guaranteed; no liability for non-fulfillment of expectations. Defects must be reported in writing within three working days.

14. liability

  1. The Employer shall compensate for damage caused by a leased employee to third parties. HOGO d.o.o. is liable for damages to the hirer up to the amount of one month's gross salary.
  2. Refunds to HOGO d.o.o. will be made within 8 days of the deadline, provided that timely information about the procedure and the possibility of participation is provided.
  3. Travel with private vehicles or the use of company machinery is the responsibility of the employee.
  4. No liability for loss due to non-appearance of a worker, except in the case of HOGO d.o.o.'s own fault.
  5. HOGO d.o.o. is only liable for breaches of duty in the event of intent or gross negligence.
  6. Liability for consequential damages (loss of production, loss of profit, etc.) is excluded.
  7. No liability for selection decisions, work and residence permits or true information provided by candidates.

15 Data protection and confidentiality obligation

  1. Both parties shall treat trade and business secrets confidentially for an unlimited period of time.
  2. If a worker gains access to secrets, the Employer shall inform HOGO d.o.o., which shall then contractually ensure a duty of confidentiality. Liability for compliance by the employee is excluded.
  3. When processing personal data, the customer must comply with the GDPR and becomes the controller. Data may only be used for applicant selection, recruitment or legal purposes.

16. final provisions

  1. An assignment contract may not be concluded to replace strikers, after mass layoffs within six months, for activities with special working conditions, or to transfer workers to another agency. The customer informs HOGO d.o.o. before or immediately after the occurrence of such circumstances.
  2. Should parts of the GTC be ineffective, the validity of the remaining provisions shall remain unaffected; ineffective provisions shall be replaced in an economically equivalent manner.
  3. Croatian law shall apply to the exclusion of the UN Convention on Contracts for the International Sale of Goods and international conflict of laws rules.
  4. The exclusive place of jurisdiction is the court responsible for Zagreb.

Verzija od 3.4.2024.

HOGO d.o.o. - Opći uvjeti poslovanja za ustupanje radnika i posredovanje pri zapošljavanju

1. primjena

  1. Predmetni opći uvjeti poslovanja (u nastavku: "Opći uvjeti") primjenjuju se na sve pravne odnose na području ustupanja radnika, pronalaženja osoblja, posredovanja pri zapošljavanju, kadrovskog i poslovnog savjetovanja, konzultantskih usluga (i srodnih djelatnosti) između društva HOGO d.o.o. i njegovih klijenata, neovisno o tome je li klijent fizička ili pravna osoba.
  2. U svrhu lakšeg čitanja ovi Opći uvjeti ne razlikuju muški i ženski rod imenica; imenice muškog roda odnose se na oba spola.
  3. Sklapanjem ugovora o ustupanju radnika, odnosno bilo kojeg ugovora o uređenju poslovnih odnosa, a najkasnije korištenjem usluge, smatra se da su Opći uvjeti prihvaćeni i postaju sastavni dio ugovora. U slučaju nesklada između ugovora i ovih Općih uvjeta, primjenjuju se odredbe ugovora.
  4. Za klijente vrijedi ona verzija Općih uvjeta koja je dostupna na web-stranicama HOGO d.o.o. (www.hogo.cc) u trenutku sklapanja ugovora.
  5. Opći uvjeti ili uvjeti kupnje klijenta vrijede samo ako ih je HOGO d.o.o. izričito potvrdila u pisanom obliku.

2. sklapanje ugovora

  1. Sve ponude HOGO d.o.o. su neobvezujuće i služe isključivo u informativne svrhe.
  2. Ugovor o ustupanju radnika smatra se sklopljenim potpisom obje strane. Bilo koji drugi ugovor o uređenju poslovnih odnosa smatra se sklopljenim potpisom ili pisanom potvrdom naloga HOGO d.o.o..
  3. Korisnik je obvezan platiti ugovorenu naknadu za ustupanje radnika. Ako naknada nije ugovorena, određuje se prema zadnjoj ponudi HOGO d.o.o. uzimajući u obzir povećanje troškova.
  4. Ako nije sklopljen ugovor o naknadi za posredovanje pri zapošljavanju, klijent plaća odgovarajuću naknadu prema zadnjoj ponudi, uključujući nastale troškove (putni troškovi).
  5. Jamstva ili garancije povezanih društava vrijede samo uz pisanu potvrdu tog društva.

3. obveze HOGO d.o.o. u slučaju ustupanja radnika

  1. HOGO d.o.o. pruža usluge u skladu s hrvatskim Zakonom o radu, primjenjivim kolektivnim ugovorima i ugovorom o ustupanju radnika.
  2. Cilj ustupanja je stavljanje radnika na raspolaganje korisniku, ne pružanje određenih usluga; radnici rade po uputama korisnika. Ne jamči se uspjeh radnih zadataka.
  3. Korisnik nadzire, upućuje i kontrolira ustupljene radnike.
  4. Korisnik mora unutar prvih šest radnih sati provjeriti kvalifikacije radnika i pisano prijaviti nedostatke. Za kasnije, neočitane nedostatke rok prijave je šest radnih sati od otkrivanja.
  5. Ukoliko je reklamacija opravdana, HOGO d.o.o. zamjenjuje radnika u roku od tri dana. Daljnji zahtjevi nisu dopušteni.
  6. Ako je radnik pozvan kao svjedok, korisnik ga oslobađa obveza bez gubitka plaće; naknada HOGO d.o.o. ostaje nepromijenjena.

4. obveze korisnika u slučaju ustupanja radnika

  1. Korisnik ispunjava sve obveze po Zakonu o radu, drugim radnopravnim propisima i ugovoru o ustupanju; uključujujući zaštitu na radu i propise o zapošljavanjuju stranaca. Pridržanost propisima mora osigurati HOGO d.o.o. od odgovornosti.
  2. Korisnik odmah pisanim putem obavještava HOGO d.o.o. o povredi radnikove obveze ili bolovanju te osigurava da radnik obavijesti i HOGO d.o.o..

5. trudnoća radnika ustupljenog korisniku

  1. Korisnik odmah obavještava HOGO d.o.o. o trudnoći ustupljenog radnika.
  2. Ustupanje se ne prekida dok je radnik sposoban za rad.
  3. Ako postoji rizik za zdravlje, korisnik prilagođava radne uvjete ili organizira drugačiji posao.
  4. Sve promjene radnih uvjeta moraju biti unutar okvira ugovora o ustupanju; radnik ih može odbiti ako nisu u skladu s ugovorom.
  5. Korisnik smanjuje ugovorenu satnicu trudnom radniku za 3,00 EUR po satu i o tome odmah obavještava HOGO d.o.o..
  6. Ne smiju se prekoračiti dnevno radno vrijeme, zabranjen je teški fizički i noćni rad te se moraju poštovati svi zakonski propisi.
  7. Ako korisnik prekrši ove obveze, naknađuje HOGO d.o.o. svu štetu i oslobađa je odgovornosti.

6. evidencija radnog vremena i radno vrijeme ustupljenog radnika

  1. Naknada se obračunava prema svim satima kada je radnik bio stvarno na raspolaganju korisniku.
  2. Za prvi dan ustupanja obračunava se cijeli radni dan.
  3. Evidencija može biti pisana; mora se koristiti obrazac HOGO d.o.o. koji potpisuje nadređeni ("Nadređeni").
  4. Ako Nadređeni odbije potpis, korisnik u roku od dva radna dana dostavlja pismeno objašnjenje; inače se evidencija smatra prihvaćenom.
  5. Potpis radnika ne predstavlja potvrdu ispravnosti. HOGO d.o.o. može naknadno naplatiti stvarno odrađene sate do šest mjeseci od saznanja i do tri godine od izvornog računa.
  6. Vođenje evidencije radnog vremena obveza je isključivo korisnika; HOGO d.o.o. vodi je u vlastitom interesu.

7. usluge HOGO d.o.o. prilikom posredovanja pri zapošljavanju

  1. HOGO d.o.o. savjetuje klijente pri traženju i odabiru osoblja. Detalji radnog mjesta i profila kandidata definiraju se u ugovoru o posredovanju.
  2. HOGO d.o.o. djeluje isključivo kao posrednik; ugovor o radu sklapa se izravno između klijenta i kandidata.
  3. Ne jamči se specifična stručna razina; ako nije dogovoreno drukčije, smatra se da je dogovorena srednja stručna sprema.
  4. Klijent dostavlja sve ključne informacije (početak, trajanje, mjesto, kvalifikacije, plaća, kolektivni ugovor).
  5. Posredovanje ne zamjenjuje vlastitu provjeru kandidata; klijent snosi potpunu odgovornost za izbor i buduću suradnju.

8. provizija za posredovanje pri zapošljavanju

  1. HOGO d.o.o. ima pravo na proviziju za svakog posredovanog radnika, ovisno o radnom mjestu i kvalifikacijama, kako je ugovoreno u ugovoru o posredovanju.
  2. Osnovica je prva godišnja bruto plaća uključujući varijabilne dijelove; ako nije dogovoreno, provizija iznosi 25 % osnovice.
  3. Provizija vrijedi neovisno o obliku radnog odnosa; godišnja plaća se na nepunom radnom vremenu preračunava na puno.
  4. Ako se radnik zapošljava na drugo radno mjesto, provizija se ipak isplaćuje po istim načelima.
  5. Pravo na proviziju nastaje sklapanjem radnog odnosa ili početkom rada; neovisno o istinitosti kandidatskih podataka.
  6. Unutar 12 mjeseci od predstavljanja profila, svaki radni odnos klijent obavještava HOGO d.o.o. u roku od dva tjedna.
  7. Nepravodobna obavijest daje HOGO d.o.o. pravo na dvostruku proviziju.
  8. Klijent odmah obavještava HOGO d.o.o. ako je kandidat prethodno sam aplicirao; inače se smatra da ga je HOGO d.o.o. namazala.
  9. Troškovi (putni troškovi, oglasi, smještaj) naplaćuju se klijentu po stvarnom utrošku.
  10. Dodatne usluge naplaćuju se odvojeno, s dodatkom poreza i pristojbi.
  11. Klijent nema pravo na kompenzaciju svojih potraživanja s provizijom HOGO d.o.o..

9. uvjeti plaćanja, zatezne kamate i naplata

  1. Usluge ustupanja radnika fakturiraju se načelno mjesečno; naknada se plaća uz dodatak PDV-a.
  2. Za posredovanje pri zapošljavanju izdaje se račun za proviziju i povezane usluge; provizija se plaća uz PDV.
  3. Fakturiranje je isključivo elektroničko; klijent dostavlja e-mail adresu.
  4. Rok za plaćanje je 8 dana, osim ako nije drukčije dogovoreno.
  5. Klijent provjerava točnost računa u roku od 7 dana i pisano ruga nepravilnosti; nakon toga prigovori se ne prihvaćaju.
  6. Uplate su moguće samo na račune navedene u fakturi; gotovina nije dopuštena, a plaćanje radnicima ne oslobađa dug.
  7. Klijent dostavlja HOGO d.o.o. svoj porezni broj; ako se prijenos porezne obveze primjenjuje, klijent o tome obavještava HOGO d.o.o..
  8. Kod prisilne naplate klijent nadoknađuje zatezne kamate i sve povezane troškove.

10. preuzimanje ustupljenih radnika

  1. Ako klijent zaposli ustupljenog radnika tijekom trajanja ugovora ili unutar šest mjeseci nakon isteka, plaća trošak od 25 % godišnje bruto plaće radnika.
  2. Izračun se temelji na mjesečnoj bruto plaći za puno radno vrijeme, zaokruženoj na sljedećih 250 EUR, s minimalnim troškom od 2.000 EUR.

11. trajanje ustupanja radnika

  1. Ako nije ugovoreno trajanje, ustupanje je na neodređeno; otkazni rok iznosi dva tjedna za radnike na fizičkim poslovima, četiri tjedna za intelektualne, s posljednjim danom u mjesecu kao datumom prestanka.
  2. Svaka strana može bez otkaznog roka raskinuti zbog kršenja obveza, npr. kašnjenja u plaćanju, prekršaja propisa, štrajka ili stečaja; u tom slučaju klijent nema prava na naknade.
  3. Za radnike iz trećih zemalja ugovor traje najdulje onoliko koliko vrijedi njihova dozvola za boravak i rad.

12. otkaz ugovora o posredovanju radnika

Ugovor o posredovanju može se otkazati u svakom trenutku uz 14-dnevni rok. Ako nakon otkazivanja dođe do zapošljavanja kandidata, provizija ostaje u punom iznosu.

13. jamstva

  1. HOGO d.o.o. pažljivo bira radnike i jamči samo osnovnu radnu sposobnost i opću prikladnost za dogovorene poslove, ne i posebne kvalifikacije ili određene rezultate.
  2. Pri posredovanju se jamči samo stručno postupanje pri odabiru kandidata; klijent mora u roku od tri dana pisano prijaviti nedostatke.

14 Odgovornost

  1. Korisnik nadoknađuje štetu trećim osobama nastalu radom ustupljenog radnika; HOGO d.o.o. odgovara korisniku do visine mjesečne bruto plaće radnika.
  2. Korisnik u roku od 8 dana nadoknađuje HOGO d.o.o. troškove nastale tužbenim postupkom, uz uvjet pravovremene obavijesti i sudjelovanja.
  3. Korisnik odgovara za štete na vlastitim vozilima i strojevima korištenim od strane radnika i oslobađa HOGO d.o.o. odgovornosti.
  4. HOGO d.o.o. ne odgovara za izostanke radnika (bolovanje, nesreće) osim ako je kriva HOGO d.o.o.
  5. Za imovinsku štetu zbog neispunjenja obveza HOGO d.o.o. odgovara samo u slučaju namjere ili krajnje nepažnje.
  6. Isključuje se odgovornost za prekid proizvodnje, izgubljenu dobit, suvišne troškove, gubitak prihoda i ugovorne kazne.
  7. Pri posredovanju HOGO d.o.o. ne odgovara za izbor kandidata, njihove dozvole ni za istinitost predanih podataka.

15. zaštita podataka i obveza povjerljivosti

  1. Ugovorne strane čuvaju sve poslovne tajne neograničeno vrijeme.
  2. Ako radnik dobije pristup povjerljivim informacijama, korisnik o tome obavještava HOGO d.o.o. i HOGO d.o.o. obvezuje radnika na čuvanje tajni. HOGO d.o.o. ne odgovara za nepoštivanje te obveze.
  3. Korisnik postaje voditelj obrade prema GDPR-u za sve primljene osobne podatke i obvezuje se da ih neće koristiti izvan svrhe odabira kandidata, ustupanja radnika ili ispunjenja zakonskih obveza.

16. završne odredbe

  1. Ugovor o ustupanju ne smije se sklapati za zamjenu štrajkača, nakon masovnih otpuštanja, za poslove s posebnim uvjetima ili za ustupanje drugoj agenciji. Klijent mora o takvim okolnostima pisano obavijestiti HOGO d.o.o.
  2. Ništetne odredbe ne utječu na valjanost ostalih; zamjenjuju se odredbama koje najbliže odgovaraju gospodarskom cilju.
  3. Primjenjuje se hrvatsko pravo, isključujujući međunarodno kolizijsko pravo i UN-konvenciju o prodaji robe.
  4. Za sve sporove nadležan je sud u Zagrebu.