MDB Recruitment For the employer

MDB Junction

For the employer:

Today, labor mobility is an important factor in the competitiveness of our economy. It is no longer enough to locate a company in the region or offer a salary. Increasingly, it depends on the company's ability to attract suitably qualified employees, retain a sufficient number of employees and sufficient motivation to work. Here the services of our company are reliable.

To solve this problem, we are looking for employees around the world. We are keeping abreast of changes in countries and immigration laws on different continents. We are looking for representatives and developing cooperation in different countries, adapting mechanisms to the mentality of the people and maintaining a high threshold of quality selection. Behind these words is the scale of work and the level of qualification of the team. The result, on the contrary, is performance indicators, the observation of which creates a sense of satisfaction of our customers.

Based on customer expectations, we apply cooperation in various forms, which can be closed in three points.

Employee leasing, otherwise outsourcing, or subcontracting.

The main idea of this form of cooperation is the almost complete transfer of responsibility for the acquisition, maintenance and settlement with the employee to the customer.

The employer determines its needs in the amount of work performed and the form of its reception. Determines the range of productivity, experience of contractors and the necessary conditions for methods, techniques and deadlines, and, on this basis, signs a contract between companies that pay for work performed on the basis of acceptance protocols and later by the Customer invoices. It should be remembered that despite the fact that the contract formally defines the limits of responsibility of the Parties quite clearly - in practice, the Customer has a significant impact on the order and can control the work of individual contractors to the extent that maintains control over and using the procedures in place at the Office.

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EMPLOYEE AGREEMENT:

Activities typical of a temporary employment agency. In this case, responsibilities for employees are divided between the employer-user (customer) and the Temporary Employment Agency.

The Agency is responsible for finding employees, their employment and referral to production, payment of wages, payment with the Social Insurance Fund (also from employer's contributions) and the Tax Service, conducting business, calculating wages, obtaining the necessary documents, work permit, residence permit and others). On the other hand, the customer is responsible for providing work for the employee, for its organization, for accounting for working time and compliance with all labor protection requirements. It should be noted here that the efficiency of such employees depends entirely on the customer, the performance of overtime work or ordering additional and other work. On the contrary, the agency is still obliged to protect the interests of employees in compliance with labor or civil law, depending on the form of applicable contracts.

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MEDIATION AGREEMENT:

This is a contract specific to employment agencies. The Agency's responsibility is limited to finding a suitable candidate and handing him over to his employer.

At the moment, variations with a warranty period are possible. Distribution of remuneration for recruiting over time and other ways to guarantee the quality of services provided by the Agencies. However, the Customer is fully responsible for the employment, accrual, legalization, record keeping and management of the employee.

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The following is a comparison table of the three forms from the customer's point of view, which can help you make the right decision about the form of cooperation:

	Leasing	Granting	Mediation
Costs	+++	++++	+
Liability (Legal and for the result)	+	++	++++
Flexibility (possibility to replace an employee)	+++	+++	+
Organization of stay		+	++++
indicates the height value, where + is very low, ++++ is very high

LEGAL AID:

Sometimes companies already have employees from abroad and need assistance in obtaining the necessary documents, both for the right to work and for a residence permit for employees. With many years of experience in this field and qualified staff in such cases, we can offer our assistance on a periodic or regular basis. The same applies to a situation where a company has hired an employee from abroad but is unable or unwilling to complete the formalities required for such an employee to be in Poland and work legally.

We can also check the set of documents of employees already working on the completeness of the documentation, if anyone has doubts. As a rule, inspections of the Border Guard Service in case of violations end in court, and employees face deportation. Therefore, it is necessary to make sure that all formal requirements (including in terms of their practical application) are met, and in case of any inspection, our lawyers will be able to provide relevant arguments and evidence to protect the company during the proceedings.

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RESIDENCE:

One of the forms of caring for workers is the organization of living near the workplace throughout Poland, and sometimes abroad. Therefore, we are familiar with the real estate rental market and can provide housing as part of employee sharing or outsourcing services. At the same time, accommodation should be understood not only as an opportunity to enter into an appropriate agreement with the landlord, but also to maintain order and discipline in the use of such housing. If necessary, we provide transport and equipment for apartments. We are also interested in cooperating with individuals or legal entities who rent housing. In most cases, this is a long-term and safe lease, because we act as a guarantor and bear all the costs associated with such a lease.

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