21.10.2022
HOW IS WORK EXPERIENCE FROM ANOTHER COUNTRY RECOGNIZED?
According to the Labor Code, work experience is also the time during which the civil service or work under employment law was performed according to the legislation of another member state of the European Union, in another state party to the Agreement on the European Economic Area, or in the Swiss Confederation, as and the time of holding a position in an institution of the European Union, certified by an act of establishment and termination of the legal relationship.
The work experience of persons acquired in another member state of the European Union, in another state party to the Agreement on the European Economic Area, or in the Swiss Confederation, as well as the time of holding a position in an institution of the European Union is recognized by the employer, at which the person works under an employment relationship.
The persons submit an application to the employer, to which they attach an act of creation and termination of the legal relationship and/or documents issued by the employer and/or by the competent institution according to the legislation of the relevant country, for the circumstances or for some of them, which give grounds for recognition of work experience. The documents, depending on the country of origin, must be drawn up in accordance with the provisions of the bilateral or multilateral international treaties to which the Republic of Bulgaria is a party, or of another law in force in Bulgaria (the Rules for legalizations, certifications and translations of documents and other papers) .
Based on the documents provided, if they give grounds for assuming that the legal conditions of the Labor Code are present, the employer takes the necessary actions to ensure the enjoyment of rights under the employment relationship, resulting from the existence and length of the work experience. The submitted documents are returned to the person, as a copy of them or their inventory is kept in the employment file.
If the country does not fall under the aforementioned hypotheses of the Labor Code, you should check whether Bulgaria has a contract or an agreement with the respective country where you worked. For example, Bulgaria has many concluded social security agreements with Russia, Canada, Tunisia, Israel, Korea, Moldova, Ukraine, as well as with a number of other countries. Unfortunately, no such agreement has yet been concluded with the USA, where there is an extremely large number of working compatriots.
Reference:
Art. 351, para. 2, Art. 352, para. 2, Art. 353 and Art. 354, para. 2 of the Labor Code
Art. 13 of the Ordinance on the work record and work experience
The regulations for legalizations, certifications and translations of documents and other papers
Decree No. 184 of the Council of Ministers of 1958
20.10.2022
UNDER WHAT CONDITIONS IS THE TEACHERS' PENSION FUND USED?
Due to the specific nature of their work, teachers acquire the right to early retirement at a lower age and a shorter insurance period. They are additionally insured for old age with a separate insurance contribution and in the Teachers' Pension Fund, and the amount of the insurance contribution is entirely at the expense of the insurer.
The funds from the fund are used to pay pensions and supplements for teaching experience. What are the specifics regarding the teacher's internship and what are the mechanisms of action of the Teacher's Pension Fund?
Teaching experience is the insurance experience spent on a teaching or educational position in educational and educational institutions. The insurance experience of principals and deputy principals of educational and educational institutions is also considered to be teaching experience, if they have completed the full norm of mandatory teaching work.
Teaching experience is also the insurance experience of persons occupying positions according to a list approved by the Minister of Education and Science, agreed with the head of the National Social Security Institute, if they meet the requirements for occupying the position of "teacher" or "educator", according to the acquired education, professional qualification and legal capacity, and have fulfilled the full norm for compulsory teaching work.
The positions that are included in this list are comprehensively listed in the Ordinance on pensions and insurance service and include positions such as assistant director with teaching employment, head of the educational computing office, pedagogical advisor, teacher, educator, etc.
The social security experience completed after January 1, 2007 in the position of "educator" in homes for children deprived of parental care, and the social security experience completed after January 1, 2008 in the position of "educator" in the other specialized institutions for the provision of social services for children or in other places for the provision of social services in the community, as well as the insurance experience completed after January 1, 2009 in the position of "teacher" or "educator" in homes for medical and social care for children and in nurseries.
The annual budget of the Teachers' Pension Fund is adopted by the law on the state social insurance budget for the relevant year as an annex thereto and is not included in the consolidated budget of the state social insurance. In the event that the law on the state social security budget for the relevant year is not adopted by the National Assembly by the beginning of the budget year, the income of the Teachers' Pension Fund is collected and the expenses are carried out in accordance with the current regulations.
Funds raised in the Teachers' Pension Fund are used to pay pensions and supplements. The primary administrator of the funds of the Teachers' Pension Fund is the manager of the National Social Security Institute, and secondary administrators are the heads of the territorial divisions of the National Social Security Institute. The administrative, technical, accounting, legal and information services of the Teachers' Pension Fund are carried out by the National Social Security Institute.
Reference:
Art. 19, para. 1 and 3 of the Ordinance on pensions and insurance service
Art. 6, para. 7 of the Social Security Code
Art. 20a. from the Social Security Code
19.10.2022
EMPLOYMENT CONTRACT AFTER SELECTION
The election is applied primarily in state bodies - representative or executive (for example - election of a mayor). On the basis of election, a position can also be held in state institutions - rector, dean, etc. The election can be a basis for holding a position in a non-profit legal entity, a political party or a public organization. The election can also be provided for in the Articles of Association of a commercial company (e.g. election of the Chairman of the Management Board).
A choice does not always create an employment relationship. At first, it was related to holding a representative position (Chairman of the Student Council). The selection creates an individual employment relationship when the position is full-time - provided for in the staff schedule of the relevant enterprise and paid - a salary is paid. As a basis for the emergence of an individual employment relationship, the selection establishes certain professional requirements for the candidate (these requirements depend on the position). The candidate must also meet certain personal requirements, for example - age (also depend on the position). Thirdly, the selected person must give his prior written consent to be selected. Selection is also made when only one person applies for the position.
An election is made to fill a position that is vacant or about to be vacated, as well as in the case of a prolonged absence of the person occupying it. The term for which the person is elected is no longer than 5 years.
The election is made by an electoral body established by law, in an act of the Council of Ministers or in a statute. An election is produced when more than half of the persons entitled to vote are present, and the vote is public unless the electing body decides to be secret. Each position is voted for separately, and the candidate who received the most votes, but not less than half of the votes of those who participated in the voting, is considered elected.
It is established in the law that the employment relationship arises from the announcement of the candidate as elected. The selected person is obliged to start work within 2 weeks of receiving the message about the result of the selection.
When the election has ended without any of the candidates being elected, the employment relationship with the person occupying the position for which the election is being held continues until the successful completion of the next election. The employment relationship with the selected person, who did not start work, is considered not to have arisen.
Reference:
Art. 1, para. 2, Art. 84, Art. 85, Art. 86, Art. 87 of the Labor Code
18.10.2022
COMPENSATION FOR LOOKING AFTER A SICK FAMILY MEMBER
One of the needs provided by the legislation is to increase the possibilities of adapting the working regime to the individual needs of the worker or employee arising from his family and personal obligations.
One of these needs is often the cases in which it is necessary to take care of a sick family member or, as the pandemic situation in the country of the last two years has forced - looking after a child under quarantine until her term expires, as well as other similar situations. related to caring for a family member for health reasons.
In which specific cases, related to caring for a sick family member, is compensation paid?
The law states that monetary compensation under the conditions and in the amount of monetary compensation for temporary incapacity due to a general illness is also paid for looking after or urgently accompanying for medical examination, research or treatment in the country or abroad a sick family member over 18- age - to each insured up to 10 calendar days in one calendar year.
Compensation is also paid for caregiving or necessary accompaniment for medical examination, examination or treatment in the country or abroad of a sick child up to the age of 18 - up to 60 calendar days in one calendar year in total for all insured family members.
Also for looking after a child under quarantine up to 18 years of age, sick with a contagious disease - until the quarantine period expires, for looking after a sick child up to 3 years of age, placed in a hospital care facility together with the insured - for the time , during which the insured was in the establishment. Compensation is also paid for looking after a healthy child up to the age of 12, returned from a children's institution or school, due to quarantine of the institution or the school, or of a separate group or class in it, or due to quarantine of the child - until the expiration of the the quarantine.
It is important to specify that for the same insured event at the same time, monetary compensation can be paid to only one insured family member.
For taking care of a chronically ill family member, cash compensation is paid only in case of exacerbation of the illness, and family members of the insured person are considered to be his ascendants and descendents in a straight line, the husband and the wife.
Monetary compensation is also paid for looking after a child placed with relatives or a foster family.
Reference:
Art. 45 of the Social Security Code
Art. 26 of the Child Protection Act
17.10.2022
TO THE ATTENTION OF BUSINESSES: A PROCEDURE HAS BEEN LAUNCHED TO HELP SMALL AND MEDIUM-SIZED ENTERPRISES
The procedure under the National Plan for Recovery and Resilience, which is for obtaining grants through the selection of proposals for the implementation of investments from final recipients "Solutions in the field of information and communication technologies and cyber security in small and medium-sized enterprises", has been announced today, 17.10.2022, at the following link: https://eumis2020.government.bg/.
The current procedure is in implementation of the "Economic Transformation Program" investment to the "Intelligent Industry" component of the National Recovery and Resilience Plan and aims to contribute to accelerating the transition to digitalization of the economy by providing grants for implementation of information and communication technologies and solutions ensuring an increase in the level of digitization of small and medium-sized enterprises.
The aid under this procedure is granted under the terms of the "de minimis" regime, according to Commission Regulation (EU) No. 1407/2013 of 18 December 2013, on the application of Articles 107 and 108 of the Treaty on the Functioning of the European union to de minimis aid.
The maximum amount of aid for the same enterprise in the "de minimis" regime applied for, together with the other minimum aid received by the applicant, cannot exceed the BGN equivalent of EUR 200,000 (BGN 391,166) and, accordingly, the BGN equivalent of 100,000 euros (195,583 BGN).
Minimum amount of grant funding for an enterprise - BGN 3,000.
Maximum amount of grant funding for an enterprise - BGN 20,000.
The maximum intensity of grant funding for each individual investment proposal under the procedure for micro, small and medium-sized enterprises is up to 100%. According to the current procedure, the maximum aid intensity can be up to 100%, and there is no requirement for the co-financing of the costs for the implementation of the investments by the applicants.
Eligible candidates:
Only candidates who meet the following criteria are eligible under this procedure through the selection of proposals for the implementation of investments from final recipients:
1) To be merchants within the meaning of the Trade Act or the Cooperatives Act.
2) Be registered no later than 31.12.2019.
3) To be micro, small and medium-sized enterprises within the meaning of Art. 3 and Art. 4 of the Law on small and medium-sized enterprises and the Commission's Recommendation of 6 May 2003, regarding the definition of micro, small and medium-sized enterprises (OJ L 124, 20.5.2003, p. 36).
4) To have realized net revenue from sales for the 2021 financial year depending on the category of the applicant enterprise, as follows:
Micro enterprise ≥ BGN 41,000
Small enterprise ≥ BGN 82,000
Medium enterprise ≥ BGN 123,000
5) To have an average staff number for 2021 that is ≥ 1 employed person. When determining compliance with the requirements under item 4) and item 5), only the data on net sales revenue and the average number of personnel of the applicant enterprise will be taken into account, without taking into account the data of related enterprises and/or enterprises - partners (if applicable), which served to determine the category of the applicant (micro, small or medium enterprise) in accordance with art. 3 and Art. 4 of the Law on Small and Medium Enterprises.
6) Have requested support for their main economic activity according to the Classification of economic activities - CEA-2008, described in Appendix 8. Under the current procedure, applicants can only request support for the code of their main economic activity according to KID-2008.
7) Applicants can participate in the procedure through project selection and receive free funding if their main economic activity is not one of the following sectors:
- sector A "Agriculture, forestry and fisheries";
- sector C "Mining Industry";
- sector F "Construction";
- sector R "Education";
- sector Q "Human health and social work": section 87 "Medical-social care with accommodation" and section 88 "Social work without accommodation".
Eligible Activities:
According to the procedure, services and solutions from the following three groups are eligible according to the "List of eligible services and solutions in the field of ICT":
- Group I. ICT services/solutions for digital marketing, platforms, websites and mobile applications;
- Group II. ICT services/solutions for optimization of management, production and logistics processes;
- Group III. ICT services/solutions to ensure cyber security in enterprises.
Proposals for the implementation of investments may include one or more of the services/solutions according to the "List of eligible ICT services and solutions" of Appendix 12. Applicants must include the selected services/solutions in Appendix 13 "Requested services and solutions according to the List of eligible ICT services and solutions'.
A mandatory element of all ICT services and solutions is the provision of training for the employees of the candidate enterprise to work with the implemented ICT solutions.
In the event that proposals for the implementation of investments include the implementation of a Resource Management System (ERP system), specified in item 4 of the List of eligible services and solutions in the field of ICT, it is not permissible to include implementation services/solutions of the individual modules specified in items 6, 7 and 8 of the List. Proposals may include either a service/solution for the implementation of a complete ERP system (Item 4 of the List) or services/solutions for the implementation of the individual modules specified in Item 6, Item 7 and Item 8 of the List.
The services and solutions according to the "List of eligible ICT services and solutions" included in the proposals can be introduced/used as:
- ready-made solutions corresponding to the needs of the enterprise;
- personalized services/solutions developed in accordance with the needs of the enterprise;
- SaaS (Software as a service) when applicable.
In the event that proposals for the implementation of investments include a service for the introduction and certification of an information security management system, according to the requirements of the international standard BDS ISO/IEC 27001, the mandatory final result is the acquisition of a certificate for the introduced management system (IS ). If the corresponding certificate for SU is not received within the project implementation period, the costs incurred for its introduction and certification will not be recognized. The certificate should be issued by a certification body accredited according to ISO/IEC/17021 or subsequent versions of:
and/or
The ICT services/solutions included in the proposals for the implementation of investments should be used/maintained in the enterprise - the final recipient for at least 1 (one) year from the final payment.
The ICT services/solutions should be purchased on market terms from third parties unrelated to the buyer and should be accounted for by the entity receiving the aid according to the applicable accounting standards, and should remain linked to the investment implementation proposal, for which the aid was granted, for a period of at least 1 (one) year after the final payment.
The following types of expenses are eligible under this procedure:
1) Costs for services and solutions according to the "List of eligible ICT services and solutions" of Appendix 12.
The costs for the requested services/solutions should be set by the applicants in Appendix 13 "Requested services and solutions according to the List of eligible ICT services and solutions"
The duration of each proposal for the implementation of an investment should not exceed 12 (twelve) months, counted from the date of entry into force of the financing contract with the final recipient.
Application deadline: 12/19/2022 4:30 p.m.
The submission of proposals for the implementation of an investment under this procedure is carried out entirely electronically by filling in a web-based Application Form and submitting the Form and the accompanying documents through ISM-ISUN 2020, section NPVU only with the use of a valid Qualified Electronic Signature (QES), issued by a provider of qualified electronic authentication services within the meaning of Art. 3, paragraph 20) of Regulation (EU) No. 910/2014, through the "E-candidacy" module at the following Internet address: https://eumis2020.government.bg/.
Applicants may ask additional questions and request clarifications regarding the Application Conditions up to 21 days before the application deadline. Additional questions can be asked in the ISM-ISUN 2020, National Plan for Recovery and Resilience section through the "Electronic application" module, in the section of the procedure "Decisions in the field of information and communication technologies and cyber security in small and medium-sized enterprises", section "Explanations on the procedure".
The answers to the candidates' questions are published in ISM-ISUN 2020, section NPVU and on the website of the CIS of PIT (https://mig.gov.bg) within 10 days of receiving them, but no later than 14 days before the application deadline.
17.10.2022
BBR'S DIGITAL PLATFORM PROVIDES RESOURCES FOR STARTING YOUR OWN BUSINESS
With a general business or an employee for life - nowadays this is not a dilemma for more and more people who choose to manage their own time and professional growth and embark on their own business venture. Although it sounds easy to achieve, growing your own business is much more than an idea and actually requires a lot of research, work, analysis and, possibly, making mistakes.
If you are currently on the threshold of a new stage in which you want to leave employment in the past and become your own boss, you will surely benefit from having an advisor by your side. Someone to help you in making decisions, in preparing a business plan, a marketing concept and many more details that you probably don't even think about. However, hiring a consultant is quite an expensive investment, so most people go it alone and rely on their own efforts.
There are a few steps at the beginning of this long process that you should be aware of. To begin with - the idea. Are there other similar businesses developed, how do they function and what is their unique advantage are questions you should ask yourself before you start anything.
Then comes the business plan – what you will do, what are the dangers and risks, but also the benefits and opportunities, what are the expected costs and when will you possibly break even. Where there is potential for growth and who can benefit you with resources (human or financial) and who is the worst option for the development of your business - all these you must be ready to answer frankly. Registering a company is the next step, which seems simple, but if it's your first time, it's better to use the services of a company that will save you time and nerves.
Congratulations, you now have a company, you are its manager, you can start your business! This is the stage where many people realize that there is something they have been missing, namely the need for advertising. No one is bigger than advertising and that certainly applies to your business idea too, so roll up your sleeves and start exploring promotion options. Online advertising is the most sought after of all other types these days, but if your business requires outdoor, radio or television advertising – turn to these channels. It is a good idea to consult a marketing specialist to help you formulate a strategy and help you implement it and "spin" the business as quickly and successfully as possible.
These are basically the main steps on the way from an idea to a working business, only if it were that simple, surely everyone would have their own business. The truth is that at every stage you will encounter stumbling blocks and problems, and if you want to feel a little more confident in what you are doing, you need an experienced partner.
But who is he?
Born specifically to support people starting a business in Bulgaria, the Business Booster digital platform offers help from the first step to the success of any idea. The platform was created by the Bulgarian Development Bank (BDB) and aims to support small and medium-sized businesses right from the start, as well as to cope with challenges and grow confidently.
Business Booster provides key resources and services that help in the creation, support and development of small and medium-sized businesses in Bulgaria. The platform can be an important partner for start-up entrepreneurs in the country, giving them the opportunity not only to apply for funding, but also to find the most accurate and useful information for their business.
Business Booster contains several key elements - business academy, e-market, possibility of online consultation and application for funding in real time. The service started with the "Microstart" program, which offers financing of up to BGN 50,000, and the addition of new financial programs for the needs of small and medium-sized businesses will soon follow.
All users can count on the assistance of Vicky, a digital 3D animated assistant who will help you every step of the way, so that you can use the platform with pleasure and ease. The chatbot will navigate you through the main sections of the platform and answer your questions.
To fully meet the modern demands of people, the platform provides fully online document management and does not require physical presence in an office. Everything is signed online, and the creation of a company profile is done by entering the EIC, after which the data is loaded automatically through integration with the Commercial Register.
You need a qualified electronic signature, and the Credit Quest back office system will be introduced by the end of the year, which will speed up the processing of credit applications.
For those of you who need a little refresher or literally to acquire new knowledge, the free business academy will come in handy. It collects information, manuals and resources to start your business.
The platform will also assist you with the sometimes difficult task of creating a digital face of your business - a website or an online store. Integrated within Business Booster is a complete solution for entrepreneurs who want to reach more customers online and this is the working E-market – just log in and start. Business Booster was created with the desire to help and support all Bulgarians who have an entrepreneurial mindset and are not afraid to try to develop their business. The platform provides an easily accessible and understandable financial service, a lot of resources and information and facilitates the transition from a business idea to a real working business, which is the dream of anyone with a passion for their own ventures.
17.10.2022
INSURANCE INTERNSHIP WITH CHILDCARE ALLOWANCE
The insurance systems in Bulgaria are the basis of social security in the country. It was built in order to protect people from negative phenomena, from the so-called social risks or insurance events (risks). These risks include old age, sickness, death, occupational accident and disease, disability, unemployment, maternity incapacity, payment of treatment and specific risks.
In order to enjoy their rights in the insurance system for some of the risks, people should have accumulated relevant insurance experience based on previously paid insurance contributions. The law in our country gives the right in certain cases to acquire social security experience even without making social security contributions. One of the cases is when benefit is used for raising a child. What are the grounds for this?
For insurance service, without making insurance contributions, the time of paid and unpaid child-rearing leave, paid and unpaid leave for temporary incapacity for work, leave for pregnancy and childbirth and for adoption of a child up to the age of 5 is taken into account. of unpaid leave up to 30 working days in a calendar year, as well as the time during which the person received unemployment benefits.
With the changes to the Labor Code from August 1, 2022, the Social Security Code was also amended and supplemented. It contains amendments and additions related to the insurance experience of employees who have not made contributions to social insurance. To the above grounds, a point is added that for insurance experience, without making insurance contributions, the time during which self-insured persons who are insured for disability due to general illness, old age and death and for general illness and maternity received cash benefits for temporary incapacity for work, pregnancy and childbirth, raising a child up to the age of 2, adopting a child up to the age of 5 and raising a child up to the age of 8 by the father (the adoptive parent), and the periods of temporary incapacity for work, pregnancy and birth, raising a child up to the age of 2, adopting a child up to the age of 5 and raising a child up to the age of 8 by the father (the adoptive parent), during which they were not entitled to monetary compensation.
This text of the law refers to the time that is considered as insurance service without making insurance contributions. By supplementing the provision after the amendments of August 1, 2022, the legislator includes and considers as insurance experience the time during which a self-insured father (adoptive) who is insured for disability due to general illness, old age and death and for general illness and maternity, has received cash benefits for temporary incapacity to care for a child up to the age of 8. The periods of temporary incapacity for raising a child up to the age of 8 by the father (adoptive parent), during which he was not entitled to monetary compensation, are also taken into account.
The addition to the norm was made in order to include the periods during which the father (the adoptive parent) was entitled to and received the benefit for looking after a child up to the age of 8 or looked after the child, but did not have the right to benefit during the time counts as insurance experience without paying insurance contributions for self-insured persons. For the insured persons, these periods are considered to be insurance experience on the basis of Art. 9, para. 2, item 1 of the Social Insurance Code (the time of paid and unpaid child-rearing leave).
Reference:
Art. 9, para. 2, item 1 of the Social Security Code
Art. 9, para. 2, item 5 of the Social Security Code
14.10.2022
RIGHT TO FINANCIAL ASSISTANCE FOR PREVENTION AND REHABILITATION
In Bulgaria, there is the possibility of medical rehabilitation under two programs, in one of which the costs are fully covered by the state budget through the National Health Insurance Fund (rehabilitation with a clinical path), and in the second program a part of the costs are covered by the person and a part of the state budget (for rehabilitation under the National Social Security Institute).
The rehabilitation on the clinical path has a stay of 7 days, with the Health Insurance Fund taking over once a year rehabilitation on the relevant clinical path, and the rehabilitation on the program of the National Social Security Institute has a stay of 10 days and, unlike the rehabilitation on the clinical path, pays extra.
What are the conditions for using the right to financial aid for prevention and rehabilitation?
Persons insured for general illness, maternity and/or work accident and occupational disease are entitled to cash benefits for prevention and rehabilitation if insurance contributions have been paid or are due for them for these risks for a period of 6 calendar months preceding the month, during which prevention and rehabilitation are carried out.
The period of 6 calendar months also includes the time of paid and unpaid leave for raising a child, paid and unpaid leave for temporary incapacity for work and leave for pregnancy and childbirth, as well as leave for the adoption of a child up to the age of 5. Also, the time of unpaid leave up to 30 working days in a calendar year, as well as the time during which self-insured persons who are insured for general illness and maternity received cash benefits for temporary incapacity for work, pregnancy and childbirth, raising a child up to 2 years of age, adoption of a child up to 5 years of age and upbringing of a child up to 8 years of age by the father (adoptor), and periods of temporary incapacity, pregnancy and childbirth, upbringing of a child up to 2 years of age, adoption of a child up to the age of 5 and raising a child up to the age of 8 by the father (adoptive parent), during which they were not entitled to monetary compensation.
However, the requirement for paid or payable insurance contributions for a period of 6 calendar months does not apply to persons with disabilities resulting from an occupational accident or occupational disease. Persons receiving a personal disability pension are also entitled to the benefits if they have not reached the legal pension age.
The conditions for the use and payment of monetary benefits for the prevention and rehabilitation of persons, as well as the procedures for the selection of legal entities - executors of this activity, are determined by an ordinance of the supervisory board of the National Social Security Institute.
The right to monetary benefits for prevention and rehabilitation is used after the attending GP has assessed the need for prevention and rehabilitation, which is reflected in a medical referral.
The medical referral is issued in two copies and it documents the disease for which prevention and rehabilitation is necessary, the accompanying diseases, if any, the medical reasons for the rehabilitation, as well as the relevant medical tests. A direction is issued up to 30 calendar days before the date of admission to the relevant contractor of the prevention and rehabilitation activity.
Persons who wish to use their right to prevention and rehabilitation should prepare the following documents in advance:
Documents for admission to clinical paths:
Documents for rehabilitation under NSSI:
Reference:
Art. 13c of the Social Security Code
Ordinance No. 1 of February 13, 2007 on the use and payment of cash benefits for prevention and rehabilitation
14.10.2022
ABOUT 32,000 PEOPLE WITH DISABILITIES AND THE ELDERLY WILL RECEIVE CARE IN A HOME ENVIRONMENT UNDER THE HRDP 2021-2027
About 32,000 people with disabilities and elderly people who are dependent on care will receive integrated services according to their individual needs under the Care at Home measure. The procedure is financed under the "Human Resources Development" Program (2021 - 2027) of the Ministry of Labor and Social Policy and is now open for application by the Program's Governing Body. Project proposals can be submitted by municipalities, and it is permissible to apply in partnership with other municipalities. The budget of the procedure is BGN 175 million. The main goal of the "Care at home" measure is to provide support in a home environment for people with disabilities and the elderly who are dependent on care.
Operation "Care at Home" will expand the possibilities for providing social and integrated health and social services in a home environment. The services will be provided to those in need for a period of 12 months and will include the delivery of food and essential products, prevention of health and socially significant diseases and assistance, provision of psychological support. The measure will also provide staff transportation to and from the homes of people in need, as well as training and supervision of employees.
The activities of the operation will be implemented by 2025. The deadline for submission of project proposals by the municipalities is January 31, 2023. The conditions and application documents are published on the website of HRDP and ISUN.
13.10.2022
THE EMPLOYER IS OBLIGED TO ISSUE DOCUMENTS REQUESTED BY THE EMPLOYEE
Can an employer deny me a memo about what contract I am on, how much I earn and what position I hold? Do I need it to request and receive a loan from a bank?
The Labor Code explicitly defines the obligation of the employer to issue certain documents to the worker or employee. This is done upon written request. Through it, the employer undertakes to issue and provide the necessary documents certifying facts related to the employment relationship. This must be done within 14 days of the request.
The request, in addition to being in writing, must also be submitted to the relevant office, office, department of the employer. It must be related to the facts of the employment relationship - contract, amounts to be received, characteristics of the position, duration of work, etc. It is important to know that the written request must specify exactly what information the employee or worker needs. The employer must comply with exactly what is stated in the written request.
It is not necessary for the worker or employee to give reasons for his request, nor to indicate why exactly he needs it. The employer is obliged within the above-mentioned period of 14 days to respond to the worker or employee - more precisely, to issue and hand over the relevant document. The latter can be in the form of a certificate or official memo. Delivery may be made by hand against signature, by mail with return receipt requested, or by other similar official, committed means.
Otherwise, according to the Labor Code, at the written request of the worker or employee, the employer is again obliged within 14 days "to provide him with an objective and fair description of his professional qualities and the results of his work or an objective and fair recommendation when applying for a job at another employer". Upon termination of the employment relationship, the employer is obliged to issue a dismissal order or other document certifying its termination.
The Labor Code introduced an obligation for the employer to keep a labor record of the worker or employee. It is created upon starting a job and it stores the documents related to the creation, existence, amendment and termination of the employment relationship. The worker or employee has the right to receive certified copies of the stored documents. This is done in the above-described way of obtaining documents from the employer - through a written request.
The Labor Code also notes some other obligations of the employer. For example, he is obliged to provide the worker or employee with normal conditions for the performance of the work under the employment relationship, for which he has agreed. For this purpose, he must provide him with the work that was determined upon the creation of the employment relationship, workplace and conditions in accordance with the nature of the work, as well as health and safety conditions for work.
He must also provide a job description. A copy of it is handed to the worker or employee upon conclusion of the employment contract against a signature and the date of handing is noted. In the Labor Code, there is even an obligation of the employer "to protect the dignity of the worker or employee during the performance of the work under the employment relationship".
The employer is also obliged to insure the worker or employee under the conditions and according to the procedure established in the Social Insurance Code and the Health Insurance Act.
