01.11.2021
THE MINISTER OF LABOR AND SOCIAL POLICY APPROVED AN ORDER FOR DETERMINING THE COEFFICIENT OF OCCUPATIONAL INJURIES BY ECONOMIC ACTIVITIES FOR 2022
The Minister of Labor and Social Policy Galab Donev approved an Order for determining the coefficient of occupational injuries by economic activities, which will be applied in 2022.
According to the Health and Safety at Work Act, employers are obliged to fully insure at their own expense the employees who perform work that endangers their life and health. This measure is mandatory for enterprises in economic activities where the risk of an accident at work is equal to or higher than the national average.
Accident insurance covers the risks of death, permanent incapacity for work and temporary incapacity for work due to an accident at work.
The insurance obligation does not apply to employees who work in the administration of the enterprise or perform tasks that are ancillary and not directly related to its core business.
01.11.2021
THE DEADLINE FOR APPLICATIONS UNDER THE MEASURE 60/40 FOR AUGUST AND SEPTEMBER EXPIRES
Consultancy Center - Berkovitsa reminds that at 5 pm the deadline for submitting applications under the measure 60 to 40 for the months of August and September expires.
According to the measure, employers can apply, who want to keep their staff until the end of the year. Receipt of state aid is reduced by the income of the respective business by at least 30 or 40 and more percent compared to the corresponding period.
The amount of the provided funds for each worker or employee is determined on the basis of the insurance income for the month of July this year.
As a deadline of 5 pm today for receiving funds for the months of August and September will be reported for documents sent through the system of secure electronic service, signed with a qualified electronic signature or through a licensed postal operator, which is certified by the date and time of submission of documents. The documents submitted after this date will not be subject to inspection and evaluation by the commissions in the labor offices.
From today until November 30, the deadline for accepting documents under the measure 60 to 40 for receiving funds for the month of October begins to run.
By a decision of the caretaker government, this measure to maintain employment was extended until the end of the year, for which purpose BGN 250 million have been provided from the budget update and at least 66,000 people are expected to keep their jobs every month.
01.11.2021
ENTREPRENEURSHIP: WHAT IS HUMAN CAPITAL MANAGEMENT AND HOW CAN YOUR BUSINESS BENEFIT FROM IT?
Human capital management covers all the processes that businesses undertake during the search, hiring and training of people to optimize productivity.
To get the most out of their teams and retain the best talent, managers and leaders need to invest in the right practices and resources, writes the online edition business.com.
One way to achieve this is through human capital management (HCM). A set of practices related to human resource management (HR), human capital management refers to any part of the recruitment, hiring, maintenance and optimization of talent in an organization.
It is essential to understand what HCM is, how to implement it in your own business and the benefits of adopting HCM software.
What is Human Capital Management (HCM)?
HCM is a process of hiring the right employees and optimizing productivity so that the workforce is managed efficiently. What was once seen as a major administrative process for an organization is now an essential part of the value of the business. These are some important HCM strategies: recruitment; turn on; training; payroll; retirement services; talent management; reports and analyzes.
How is HCM different from HR?
While the terms "HCM" and "HR" are often used interchangeably, they have different meanings.
Human resources focus on the traditional core employee management functions for the entire organization. These include hiring, managing jobs and positions and administrative support. HR creates and manages the way a company acquires and trains talent.
Human capital management can cover the above processes, while supporting the management of talent and workforce. HCM systems tend to maximize the value and return on investment of each employee.
What are the administrative elements of HCM?
Human capital management involves many elements that move into different areas of the organization. Divided by life cycle, here are each:
Recruitment of potential talents
HCM facilitates the hiring process by increasing the speed with which it recruits future candidates and the quality of its future employees. For example, this can increase commitment to work-life balance solutions that motivate applicants and show them that the organization cares about its employees. Companies entice candidates not just by sharing their list of benefits and work-life balance, but by informing them how the company invests in the professional development of employees.
Detention of current employees
HCM practices also offer administrative support to current employees. This may include workflow, benefits, salaries, IT and other types of management. Unlike standard practices, the company's HCM is unique to the organization and the employees who work there. HCM has also streamlined these operations to make them more efficient. In addition, analyzes are applied to make data-driven decisions about work culture and employee behavior.
Optimization and development of talents
Managers usually meet regularly with their employees to discuss career development goals and how they would like to advance in the company. From these conversations, managers work with the employee to create realistic goals and career paths. HCM can help by offering training and educational resources for further staff development.
What is HCM software?
Organizations can use HCM software to implement talent management and optimization systems within a company. It differs from human resource management system (HRMS) and human resource information system (HRIS) in that it takes care of efficiency and workplace development compared to collecting demographic information. While HCM, HRMS, and HRIS differ, the systems may support a similar set of features, such as payroll, employee self-service, and benefit administration, depending on the provider.
HCM software can customize and automate the features your organization needs to maximize employee efficiency. The app can record, organize and store employee data to help you make data-based decisions about each employee's performance. Software managers can add and monitor specific goals and record employee performance to show their progress. Other functions include talent management, candidate tracking, inclusion, in-house training and attendance monitoring.
What to look for in HCM software
Choosing the best HCM software for an organization comes down to the needs of the team. Make a checklist of requirements to know what exactly you want from such a system. There are several factors to consider when researching which HCM software is best for your business: cost, compatibility, performance, adaptability, practical data information, ecosystem connectivity, maintenance, and more.
Most companies do not build their internal systems from scratch, so they will need to integrate their HCM software with their existing system. Pay attention to the technological requirements of the software and whether it can be customized according to your unique needs.
On the other hand, you also have a certain budget in which you need to fit. Some smaller companies may find that they cannot afford more stable agency software packages, but they may also not need all the features included in those packages.
What are the advantages of HCM software
HCM software allows you to make data-based decisions. This can save you money in the long run.
These systems also help increase employee satisfaction, which will become more productive and happy if business decisions are made based on their development. With software that supports development goals and promotes professional development, employees will feel that the company values them and invests in their work.
This will also improve the retention rate of employees. This will reduce the cost and time spent hiring and training new employees.
As a result, you also improve the company culture. Employees will be more engaged with the company, increasing their efficiency and ability to cooperate. Internal communication throughout the company can be improved as a result of both positive thinking and better processes.
What are the potential disadvantages of HCM software
The most important thing is the cost of implementing this software. You need to make sure you have the funds within your budget to afford these systems in the long run.
Also consider the risk of data leaks. As with any computer system or application that collects employee data, there is a risk that this information will be hacked. There are strict security measures that your company can take to keep your HCM data safe.
Adopting HCM technology could have a higher cost before you see a return. Discuss with your IT and internal team how long it will take to implement the software, what the financial burden will be with a long start-up, and how the problems that HCM software solves will be affected by future repayments.
29.10.2021
THE NUMBER OF UNEMPLOYED YOUNG PEOPLE HAS DROPPED NEARLY TWICE A YEAR
Unemployed youth have decreased by 40% in one year. In September, 16,990 people under the age of 29 were registered at employment offices, which is 11,553 less than in the same month in 2020, according to statistics from the Employment Agency.
The data show that the number of unemployed young people is declining both among graduates and those with secondary and primary or lower education. For young graduates the decrease is by 33% - to 2258, and for high school graduates - by 14.2%. On an annual basis, the number of young people with primary and lower education decreased the most - by 56%.
Nearly two thirds of the unemployed under the age of 29 are without qualifications and specialties. Compared to September last year, their number has decreased by nearly 47%. Every second unemployed young person manages to find a job within 4 months after registering with a labor office. However, 2,738 young people are permanently unemployed and have been looking for an employer for more than 12 months. Their number decreases by 20% on an annual basis.
In September, 4,224 unemployed young people registered at the labor exchange. Compared to August, their number increased by 6.8%, but on an annual basis decreased by over 27%.
In the period January - September 2021, 30,111 unemployed young people started working. 19,553 of them were employed in the real economy, and 10,578 began working on programs and measures for subsidized employment, funded by the European Union and the state budget. 961 young people have started training to become more competitive in the labor market.
28.10.2021
WHY BULGARIANS ARE RELUCTANT TO MOVE FOR WORK
Are Bulgarians often inclined to change their professional role - to study and develop? Krassimira Brozig, Secretary General of the National Agency for Vocational Education and Training, commented on the topic.
"Vocational training could open many doors for people who have already left the education system, have or do not have a qualification. They can completely change the sector in which they work.
A 2020 study by the Agency showed that applicants for training in vocational development centers are not sufficiently informed about this possibility and do not know the financial mechanisms they could use.
There are currently over 900 licensed vocational training centers. They are all over the country."
What is the interest in the centers?
"The number of trained people for the last few years is about 80,000. About 20,000 of them acquire a certificate of professional qualification. Last year there was a decrease of about 10% due to restrictions on attendance.
There is the greatest interest in professions in the IT sector. This year there is also interest in professions in agriculture.
However, there are still very few people involved in vocational training, given the total population between the ages of 25 and 64, which is potentially the target group for vocational training centers."
One of the problems faced by VЕTCs is that often the unemployed are reluctant to start working farther from their place of residence, they would like to work somewhere close to home.
Usually in a small town there are one or two companies.
Before deciding what qualification to offer to the Labor Office directorates to offer to the unemployed, VЕTCs coordinate these needs with the companies located in the region. To a large extent, they work on behalf of enterprises.
Why Bulgarians are reluctant to move for work?
There have been many conversations with the people being trained. First, they like to live in their own home, they are reluctant to move to another city to pay rent. If they move, it won't be because of work.
What everyone is emphasizing is pay. They are looking for a job with better pay and better working conditions. Generally, people are looking for a job that is close to where they live.
There is often a big gap between what employers want as skilled workers and what the unemployed want.
28.10.2021
ROMANIA HAS ADOPTED PRICE CONTROLS FOR ELECTRICITY
Yesterday, the Romanian parliament passed a bill that would set a ceiling on electricity and natural gas prices and compensate bills. The measures will be implemented from November 1, after the president promulgates the law, Digi 24 TV reported, quoted by BTA.
In addition to household consumers, ceiling prices will apply to hospitals, educational institutions and kindergartens and nurseries - both public and private, as well as non-governmental organizations, providers of social services in the private and public spheres and religious institutions.
Also, the value added tax for energy and gas supplied by economic operators to end users will be reduced from 19 to 5 percent.
Thus, the prices will have a ceiling of at most RON one per kilowatt-hour for electricity and at most 0.37 RON per kilowatt-hour for natural gas. The bills will be offset by a maximum of 0.291 RON per kilowatt-hour for electricity and a maximum of 33 percent of the value of the natural gas price component.
The government estimates that six million families in Romania will benefit from these reductions, which will appear directly on invoices without people having to take any steps.
In the specialized commissions the deputies decided in the period November 1, 2021 - March 31, 2022 the government to allocate to the budgets of the administrative-territorial units a subvention to cover the increase in the price of gigacalories worth 50 percent of the difference between the purchase price of natural gas and the price with a ceiling of 0.250 RON per kilowatt-hour.
The law also gives vulnerable consumers the right to defer payment of their bills for a period of one to six months at no additional cost.
28.10.2021
THE PROFESSION OF DIGITAL TRADER - HOW TO SELL SUCCESSFULLY IN A POST-PANDEMIC WORLD?
The first complete online program in Bulgaria for sales and soft skills from practitioners is launched - SalesPRO.bg
Did you know that 92% of merchants give up after the fourth unsuccessful phone call? They stop just a step away from success because they don't know that 80% of potential customers say "NO" four times before saying "YES".
According to a survey, 65% of retailers say they "always" put the customer first. But only 23% of buyers confirm this.
Statistics certainly answer the question of why most traders fail in their careers even after several years of experience. The reason is that over time they gain too much self-confidence and stop developing.
The best experts say that even if you have good sales skills, it does not mean that you will always achieve high results. According to them, the reason for the low efficiency is the inconsistency, as well as the lack of good preparation and structure through which traders can learn how to sell and earn more!
In the long run, only traders who are able to adapt and improve their skills to ensure consistent and predictable results are highly effective.
In the last 2 years, the pandemic has had severe financial consequences for many companies. The good news is that its end is approaching and there is an opportunity to gain knowledge and learn practical strategies for generating more sales with the help of some of the most proven and experienced traders in Bulgaria.
The first complete online program in our country for sales and soft skills - SalesPRO.bg starts on January 10 and will reveal everything about the world of sales in an understandable language.
The lecturers
In 23 video courses, some of the best traders in Bulgaria from leading companies such as Out2Bound, Progress, Danone, Oracle, Modis, OfficeRnD, Primo +, Euro07 and others, will share their many years of practical experience in understandable language.
Within the program, speakers will demonstrate their working strategies for attracting more customers and closing deals in various industries, enabling all participants to learn online through synthesized, structured and applicable knowledge.
Lessons for communication, market research, generating customers via Email, Linkedin and live or online events, negotiating and presenting offers to the public, managing sales teams and more - all of them will be presented in the most structured way - with real practical examples and will can be viewed from anywhere during the program.
Thanks to the lecturers, each participant will be able to learn how to:
- thinks and acts as a successful trader
- conducts research of potential clients
- communicates live, by email and phone
- Attracts new customers through Linkedin
- negotiates successfully and closes deals
- manages its current customers
- creates presentations and engages audiences
- found his first job as a merchant
- manages a team of traders
- sells successfully in various industries
The training program
The program consists of 23 video courses, structured on the following topics:
"Basics of sales"
"Preparation and market research"
"Generate interest through Email, phone and live events"
"Generating interest and potential customers through LinkedIn"
"How to successfully close deals"
"Current customer management"
"Presentation skills and creating offers"
"How to find our first job as traders"
"Managing successful sales teams"
"Successful synergy between sales and marketing teams"
And 13 more courses of successful traders from various industries, who will share their expertise in the sale of software products, professional services, real estate, cars, telecommunications, logistics, electricity, manufacturing, retail, pharmacy and more.
You can read a detailed description of the sales and soft skills courses on the SalesPRO website.
Participants will have the opportunity to practice what they have learned and ask questions to the lecturer in a closed group and during live webinars, as well as to exchange knowledge and experience with other business owners and traders, finding a new friendly environment for personal and financial growth.
Organizers, partner companies and sponsors of the program will give the best students the opportunity to start working with them and apply what they have learned in practice. Large companies such as Coca-Cola, Multisport and others have believed in the usefulness of the program and will train their retailers on the latest trends in the sector.
Limited intake
Although the program is conducted entirely online, admission is limited to 500 participants in order to provide a better and more personalized attitude and training to participants.
In order to learn what the goals and motivation of the participants are and together to assess whether the program is suitable for them, the organizers will conduct an inbound interview with each of them.
Enrollment for the program began in October and will continue until December 17. Early registration is currently underway with a discount of BGN 100, valid until November 1.
Creators of the program
Out2Bound is the leading B2B Sales agency in Bulgaria. Helps companies on three continents achieve better business results through its professionally trained sales team. In 5 years, Out2Bound has managed to help over 240 customers in 40 different industries, generating business opportunities for tens of millions.
Together with the brothers Miroslav and Stilian Zaporozhanovi from Zapomedia, they decided to create the SalesPRO project, continuing their mission to provide practical vocational education that meets the business needs and trends in the digital world.
Vocational training
SalesPRO is a licensed vocational training center at the National Agency for Vocational Education and Training (NAVET) of the Council of Ministers of the Republic of Bulgaria.
This license guarantees to all participants that the trainings in the program are conducted in accordance with the SER (State Educational Requirements) and anyone who wishes can receive a certificate of successful completion of the program through an official document from the Ministry of Education and SalesPRO.
Detailed information about the program can be read on the SalesPRO website. Registrations for the program will continue until December 17.
28.10.2021
CERTIFICATE FOR NEW DIGITAL SKILLS OF PEOPLE OVER 50
Surely we will all agree that digital literacy brings countless benefits in both our personal and professional lives. Unfortunately, digitally untrained people, most often of the older generation (50+), find it difficult to cope with new technologies and therefore they often remain disadvantaged by the possibilities of the digital world.
A special project, co-financed by EU funds under the Danube Transnational Cooperation Program 2014-2020, brings together partners from 8 countries in the field of digital competences for people over 50. "Building the digital entrepreneurial capacity of older people through the innovative training system", or the eDigiStars project, aims to develop sustainable ecosystems that successfully turn older workers into digital self-employed people, helping both people to acquire the skills they want, so that companies remain competitive.
The project covers 19 partners in 8 Danube countries - Austria, Bosnia and Herzegovina, Bulgaria, Czech Republic, Hungary, Romania, Slovenia, Ukraine. An important part of the project is the development of three tools that will play a crucial role in the process.
eDigiStars is based on real vocational cooperation: vocational and adult training organizations, employment offices, NGOs, local authorities, chambers of commerce, businesses, economic development organizations and disadvantaged target groups work together to guarantee success.
The three tools are - POWERYOU will enable older people for digital self-employment, CAMPUS will adapt relevant courses for older people to their specific needs, and LABEL will certify those older people who demonstrate sufficient digital skills.
During special meetings and seminars, which were held via videoconferencing due to the covid crisis, the project partners discussed the creation of the tools using different methods of interactive group work. The participants were divided into groups in different virtual rooms on the internet-based MIRO platform.
LABEL shows how to build trust and prove the competence of older people to employers.
The description of the instrument includes the stages of its creation, sustainability over time, quality criteria, as well as its financial sustainability, promotion and advertising. For this purpose it is necessary to study the possibilities for financing the respective territory, to make a connection with the interested parties and the purposeful promotion of eDigiStars.
Close cooperation with business and information about its requirements, as well as regular dialogue between partners and stakeholders - companies, firms, politicians, training providers, employment offices and others - are essential for high-quality training and certification.
The process and implementation of accreditation for an independent and recognized certificate is not feasible within the project. Therefore, we must work closely with a high-quality educational partner that is recognized in the market of each territory.
The LABEL tool is aimed at participants who work intensively with the industry or represent them, e.g. chambers of commerce, associations and other business support institutions. With the help of this tool, two things will be achieved: first, widely recognized certificates will be issued to eDigiStars participants. Secondly, trust will be established in the already retrained target group 50+ (120 people in total) as valuable participants in the digitalized work environment.
The pilot programs of all three eDigiStars tools will disseminate information about them, will demonstrate on the spot among the various employment offices and other participants in the process how they work, will study how informing and motivating the unemployed over 50 to participate in digital entrepreneurship training. They also aim to inform that eDigiStars-certified people over the age of 50 with the LABEL tool are attractive for employment in the industry.
The development of the tool also contains practical advice - to analyze job postings in the digital field, to understand the current market situation and the specific needs of companies in your area, to make a direct link between companies and training organizations to overcome the differences in skills between companies and trainees, look for large, innovative companies where there is a critical assessment of demand-oriented training.
Working with small and medium-sized businesses also offers various advantages: based on their specific business needs, many of them are not satisfied with the available training on the market and seek specialized. In this case, the eDigiStars system can be especially useful for them.
The mission of the eDigiStars team is to support people over the age of 50 living in the Danube macro-region to stay active and useful both with their strengths and talents and with their new knowledge.
More information at http://www.interreg-danube.eu/approved-projects/edigistars
27.10.2021
WORK DURING COVID-19. PRACTICAL LEGAL ADVICE
See practical advice on the most common questions about working during COVID-19
According to the order Order № RD-01-856/19.10.2021 of the Minister of Health, the employers in the medical establishments for hospital care, the complex oncology centers, the dialysis centers, the hospices and the homes for elderly people organize the work process, admitting to work only employees with valid documents for vaccination, illness or examination within the meaning of Order № RD-01-733 of 27.08.2021 of the Minister of Health.
According to the same order, the control over the implementation of the introduced anti-epidemic measures is performed by inspectors/employees with valid documents for vaccination, disease or examination within the meaning of Order № RD-01-733 of 27.08.2021 of the Minister of Health.
Therefore, you work in:
you will be allowed to work only with valid documents for vaccination, illness or examination within the meaning of Order № RD-01-733 of 27.08.2021 of the Minister of Health.
As everyone knows, vaccination against coronavirus (or against any other disease) is voluntary and it is everyone's right to make a personal choice. Personal choice can be dictated by any reason - health, religious, family, professional and any other reasons that are objective or subjective and no one has the right to influence by putting pressure on them.
The right to work is regulated by a number of international, European and national laws, and this right is absolutely nowhere bound by the decision of the citizens and the actions taken by them for vaccination or not.
The employer has no legal right and should not make deductions from wages for such purposes. The imposition of such "deductions" is a gross violation of labor law.
In the Health and Safety at Work Act (OHS) the legislator has regulated the general obligations of the employer regarding the provision of health and safety at work and they are:
All costs associated with ensuring healthy and safe working conditions are borne by the employer.
The employee has the right to refuse the performance or to suspend the work when there is a serious and immediate danger to his life/health, for which he notifies his direct supervisor immediately.
When due to a declared state of emergency or declared an emergency epidemic situation by order of the employer or by order of a state body the work of the enterprise, part of the enterprise or individual employees is terminated, the employer has the right to provide paid annual leave to the employee; without his consent, including of an employee who has not acquired 4 months of work experience.
As can be seen from the provisions of the law, the employer has the right to provide paid annual leave to the employee without his consent, including an employee who has not acquired 4 months of service. This right can be exercised under the following objective prerequisites:
- declared state of emergency;
- declared emergency epidemic situation;
- order of the employer for termination of the work of the enterprise, of a part of the enterprise or of individual workers and employees;
- an order of a state body for termination of the work of the enterprise, of a part of the enterprise or of individual workers and employees.
The law also stipulates that the employer is obliged to allow the use of paid annual leave or unpaid leave in case of a state of emergency or a state of emergency epidemic at the request of:
The legislator also stipulates that the time during which this leave is used is recognized as length of service.
Please note that the law has not established which paid annual leave is granted - whether for the current year or one that has not been used in previous years. This is a matter of discretion on the part of the employer.
The law specifies that the employer may not serve a dismissal order at a time when an employee has started using his authorized sick leave. However, the protection of the employee is not applicable in cases where, even if he has been on authorized leave according to the sick leave issued to him, the employee has appeared at his workplace, has not presented the issued sick leave and has not notified the employer that is on duly authorized sick leave.
The grounds in the presence of which the employer terminates the employment contract of the employee with notice are regulated in the Labor Code. The right of the employer to terminate the employment contract with notice means that he owes notice to the employee.
There are cases in which the employer cannot give notice to the employee - during the use of leave, regardless of the type of leave (paid annual, unpaid, due to temporary incapacity for work, etc.) or in other cases, depending on from the status of the employee (mother of a child up to 3 years of age, employed, etc.), without prior permission of the labor inspectorate. In these cases, dismissal protection under the Labor Code applies.
If you are infected with COVID-19, you must immediately notify your employer of your incapacity for work and provide a sick note for the expected duration of the illness. To reduce the spread of the virus, it would be good to inform not only the employer but also your colleagues about the infection.
If you have been in contact with an infected person, find out as soon as possible whether you should be quarantined. If you need to be absent from work due to a suspicion of infection with COVID-19, you must again immediately notify your employer and provide him with a certificate of incapacity for work.
In order to determine which of the colleagues are close contacts of an employee with COVID-19, we can borrow the definition, according to the current definition of the Ministry of Health. From it we can conclude that a close contact colleague at work is defined as one who:
When determining the close contacts of a confirmed case of COVID-19 at our workplace, every person who made contact within 48 hours before and up to 14 days after the onset of symptoms in the patient should be considered. If the confirmed case is asymptomatic, contact is any person who has been in contact with the case within 48 hours before up to 14 days after taking the sample that led to the laboratory confirmation.
The Labor Code provides for cases in which, in the presence of an employment relationship for a certain period of time during which the employee has not worked, it is recognized as length of service.
The length of service during which the employee has used unpaid leave for temporary incapacity for work (sick leave) is also recognized as length of service.
We remind you that the employee has the right to leave in case of temporary incapacity for work due to general illness or occupational disease, occupational accident, for sanatorium treatment and in case of urgent medical examination, quarantine, dismissal by prescription of health authorities, care of the sick or to a quarantined family member, urgent accompaniment of a sick family member for a medical examination or treatment, as well as for the care of a healthy child returned from a childcare facility due to quarantine in the facility or the child
The Labor Code stipulates that the employment contract is terminated without any of the parties having to give notice of the death of the employee. In the event that the person at the time of termination of the employment contract on the specified grounds has acquired the right to a pension for length of service and age, it is provided that upon termination of employment after the employee has acquired the right to a pension for length of service and age, regardless of the grounds for termination, he is entitled to compensation from the employer in the amount of his gross salary for a period of 2 months, and if he has worked for the same employer in the last 10 years of his service - to compensation in the amount of gross his salary for a period of 6 months.
As the compensation is due by the employer, upon termination of the employment contract upon death of the employee, the employer owes the compensation for the acquired right to retirement to the heirs of the employee after presentation by the heirs of a certificate of heirs.
According to the law, in case of death of the employee before the use of paid annual leave, his heirs are paid compensation for unused paid annual leave in proportion to the paid annual leave due to him until the day of death.
26.10.2021
MORE SECTORS WILL RECEIVE GRANTS FOR COVID-19
The Managing Authority of the Operational Program "Innovation and Competitiveness" (MA of OPIC) is about to send additional invitations for concluding administrative contracts for granting financial aid under the procedure "Support for small enterprises with a turnover of over BGN 500,000 to overcome the economic consequences from the COVID-19 pandemic", announced the operational program.
The process of negotiating with the applicants from the priority sectors - processing industry, hotel and restaurant industry and trade, invited for concluding administrative contracts for granting financial aid; repair of cars and motorcycles is in its final stage.
According to the Decision of the OPIC Monitoring Committee for approval of changes in the Methodology and criteria for selection of operations under the procedure, if all project proposals that have successfully passed the evaluation stages are funded by the priority sectors, the free resource will be directed to other eligible under the procedure sectors for which the available funding is not enough.
Therefore, the invitations for concluding administrative contracts for granting financial aid to applicants from the sectors with the most reserves are to be sent in stages according to the published lists of reserve project proposals in the order of their ranking, namely: construction, transport, storage and post, creation and dissemination of information and creative products; telecommunications, professional activities and research.
At a later stage, the MA of OPIC plans to send invitations for the conclusion of administrative contracts for the provision of grants to applicants and other eligible sectors in the presence of sufficient financial residual resources, according to the operational program.
