23.05.2022
ROMA AWARENESS INITIATIVE
A campaign has been launched to raise awareness among the Roma population about migration and the risk of abuse and exploitation in Bulgaria and abroad. The campaign is organized in the community center of the capital's Filipovtsi district by the National Network of Health Mediators, the Bulgarian Family Planning Association and the Minority Health Problems Foundation within a project of the International Organization for Migration.
The official opening of the meeting was attended by the director of the regional employment service in Sofia Polina Marinova, who stressed that the Employment Agency supports any initiative aimed at reducing vicious practices for labor exploitation. Part of the event were the photo stories from the campaign "Let's open the door", which was organized on the occasion of the International Roma Day. The exhibition panels reflect real moments from everyday life, work and Roma culture, as well as stories from the life of Roma who have started working on employment promotion programs.
The meeting brought together interested organizations and representatives of the Roma community to present and discuss the project. Topics related to the rights and obligations of Roma in legal migration in the EU and EEA countries, asylum and migration, human trafficking, risk of labor exploitation abroad, living and working conditions, access to social and health services and other were discussed. The campaign schedule also includes information meetings in Breznik, Tran, Provadiya and Harmanli.
23.05.2022
NEARLY 6,300 UNEMPLOYED WILL BE INVOLVED IN TRAINING ON SOCIAL PARTNER PROJECTS
Contracts have been signed with the social partners for the implementation of projects under the National Action Plan for Employment in 2022. The projects will provide an opportunity for 6,269 unemployed people to participate in training for professional qualification and/or key competence, at least 40% of these will be included in employment thereafter.
The trainings are aimed at vulnerable groups on the labor market - unemployed under 29 or over 50, long-term unemployed, people with low or undesirable professional qualifications on the labor market and lack of key competencies, including low education, as well as to persons outside the labor force, discouraged persons or dismissed as a result of the epidemic situation. They will be subject to a comprehensive approach, including the provision of training, internships and employment for a period of at least 3 months in the primary labor market or in subsidized jobs, and funding will be shared between the state and employers.
Despite significant changes in the economic and social situation following the COVID 19 pandemic, the conflict in Ukraine and the negative processes in the world economy, it is expected that the planned trainings will fully meet the current needs of business staff in its restart and development.
In 2022, the projects will be implemented in over 110 small and large settlements across the country. The trainings are in a wide range of professions - builders, cooks, salesmen, office workers, computer operators, tailors, social workers, welders, foundries, cashiers, guides, electricians and many others and are in response to specific needs of employers from real and the public sector. The skills possessed by the workforce are becoming more and more important for employers, which is why a large part of the unemployed included in the projects is expected to undergo training and acquire public and civic competencies or initiative and entrepreneurship, learning skills, digital or mathematical competence.
The projects of the social partners, which are being implemented in 2022, are:
Project "SUCCESS TOGETHER" of Association of Industrial Capital in Bulgaria (AICB) envisages the inclusion of 872 unemployed people in training for the acquisition of key competencies and vocational training in 18 professions, and at least 310 people will be included in employment.
The activities under the project "KNOWLEDGE AND SKILLS FOR WORK" of Confederation of Employers and Industrialists in Bulgaria (CEIB) provide for the inclusion of 920 unemployed people in training in 17 professions and the acquisition of digital, personal, social civic competence or competence to acquire learning skills. 322 people will be provided with employment in the profession acquired from the trainings under the project.
Under the project "ADAPTATION OF THE LABOR FORCE" of Bulgarian Industrial Association (BIA) will be held trainings on "Digital Competence" for 120 people and "Learning Skills" for 420 people. A total of 883 unemployed will gain professional qualifications in 17 different professions, 319 of them employment in the profession acquired by the trainings will be provided.
The activities under the STIMUL project of the Bulgarian Chamber of Commerce and Industry (BCCI) envisage the inclusion of 865 unemployed persons in training in 12 professions and the acquisition of digital, personal, social civic competence or competence for the acquisition of learning skills. 303 people will be provided with employment in the profession acquired from the trainings under the project.
The project "WITH NEW GREEN AND ECOLOGICAL KNOWLEDGE AND SKILLS FOR NEW EMPLOYMENT" of Confederation of Independent Trade Unions in Bulgaria (CITUB) includes training for 999 people in seven professions. Employment will be provided to at least 61.16% of the unemployed persons included in the project trainings, and the employment will be in accordance with the qualification acquired under the project.
Under the HORIZONS 7 project of Confederation of Labor "Podkrepa", trainings will be held in the key competence “Civil competence” for 200 persons and in the key competence “Personal competence, social competence and competence for acquiring learning skills” for 709 persons. A total of 909 people will acquire qualifications in 17 professions. After the successful completion of the trainings, 336 people will be employed or trained.
The project "OPPORTUNITY FOR EMPLOYMENT AND SELF-EMPLOYMENT" of the Union for Business Initiative (UBI) will enable 817 unemployed people to undergo training in 4 key competencies. by the trained persons to be arranged in appropriate jobs, requested by employers - project partners.
23.05.2022
IN WHICH SECTORS ARE MOST SOUGHT AFTER WORKERS
The war in Ukraine and the ensuing economic shock threaten to wipe out much of the recovery and growth since the pandemic. Despite the deteriorating working conditions of a number of companies - mostly those dependent on conflict-prone energy supplies - at this stage there are no particular indications of serious labor market problems, according to an analysis by the Institute for Market Economics.
Data published this week by the NSI Labor Force Survey for the first quarter show a slight decline in the total number of employees compared to the previous - from 3080 thousand to 3068 thousand people for the age group of 15 years and older. Due to the shrinking population, however, the employment rate improved by 0.1 percentage points. However, as the winter months are usually the "bottom" of employment in Bulgaria, it is difficult to directly attribute this decline to the new economic shock, especially given that compared to the first quarter of 2021 there is an increase in total employment by 40 thousand people. We must also take into account the fact that in the first quarter of 2022 there are only 5 weeks of the military conflict, which continues to this day, and therefore we can expect a more serious impact from it in the second quarter, where the overall economic dynamics is driven mostly by the aftermath of the war, according to the IME.
At the district level, the dynamics are mixed. Most districts registered an improvement compared to the same quarter of 2021, but there are also significant declines, most visible in Kyustendil, Sliven and Smolyan. Almost all regions where no improvement has been reported are among those that have suffered a more severe blow to the local economy during the Covid-19 crisis, and their continuing problems are a sign of more persistent structural problems with supply and quality. labor force and labor demand. At the same time, the highest growth is observed in less economically developed areas, where there is still a free labor force.
The decline in employment in Plovdiv is also impressive - by more than 3 points compared to the fourth quarter of 2021, although the regional labor market remained relatively unaffected during the previous crisis. It is also important to note that 12 districts have already exceeded the values of the employment rate from the first quarter of the record for the labor market 2019, most visible in Varna (by 8.3 percentage points) and Kardzhali (by 4, 6 pp). However, this does not necessarily mean a large increase in the number of jobs due to the large decline in population over the past two years, the analysis said.
According to economists, the distribution of employment by economic activity clearly demonstrates the reorganization of the economy as a result of the crisis and the contraction in tourism and international travel. It is in the hotel and restaurant sector that the largest decline in the number of employees is observed - by 28% compared to the first quarter of 2019 or over 40 thousand people. At the same time, the positive dynamics and the high demand in construction determine the growth of employment both in the sector itself and the approximate doubling of the number of employees in real estate operations.
There is a strong positive dynamics both in professional activities (including part of the outsourcing of business services) and in ICT. In other words, despite the large shortage of staff - defined as the mismatch between the declared demand from companies and the number of graduates in these vocational colleges, the digital business continues to add new employment, at a relatively rapid pace - within a year in the ICT sector have grown by 23% to 124 thousand people.
A look at the shorter-term effects of the war and the deteriorating economic climate can be found in the monthly unemployment data from labor offices. At this stage, however, there are no indications of deterioration, on the contrary - in April 2022 the number of registered unemployed decreased by over 5 thousand people compared to March, which leads to a decrease in the unemployment rate by 0.2 points to 4 .6%. The contraction of unemployment in the last month has been observed in all districts of the country, except in Sofia (district), where the increase is insignificant.
In summary, the latest available data point to the limited impact of the 'new crisis' on the labor market. However, this does not mean that if the military conflict in Ukraine - and thus its impact on energy prices and supplies and overall economic dynamics - continues, the affected companies will not be forced to lay off workers and reduce employment, the IME concluded.
23.05.2022
HOW TO INCREASE OUR WORK REMUNERATION?
The salary can be considered from many points of view, because it is influenced by many different factors, but of particular importance is the specific work we do. The international platform Paylab.com, which operates in Bulgaria through its joint website with JobTiger - Zaplatomer.bg, has been collecting information on salaries for more than 10 years. The company has set up local pay comparison platforms in more than 20 countries. Paylab has made a list of nine key factors that can explain why you get more or less from market levels. It is worth keeping them in mind the next time you analyze your salary or consider changing jobs.
Companies operating in economically strong sectors offer higher wages at all levels because they have better remuneration systems that include financial bonuses. Sectors that have proven to be economically strong in the long run include information technology, energy, telecommunications, banks and others, incl. electronics and automotive industry. It is not uncommon for an office manager in an energy company to earn up to 30% more than an office manager in a tourism company.
The amount we receive also depends on the size of the company we work for. Most large corporations offer their employees more generous financial terms and benefits than small employers. According to Paylab's analysis, average salaries in companies with more than 250 employees are up to 14% higher than salaries in small companies with up to 50 employees.
Work in large corporations is more structured, allowing employees to profile and specialize to a greater extent. Decision-making is limited by many levels of government. The way of working in smaller companies is less formalized. It is common practice for employees to take positions with more accumulated responsibilities and to be more flexible. This means that tasks inherent in many work activities can be combined in one position.
Average wages in the private sector are usually higher than in the public sector. While the public sector is able to compete with local private companies in some countries, it is generally unable to compete with foreign-owned private companies.
Paylab's analysis shows that average wages in foreign companies are 12 to 50% higher than average wages in the private sector in individual countries. In the first place, foreign companies have more capital, an attractive corporate culture and different standards of care for employees in emerging markets. Remuneration of public sector employees is subject to legal restrictions.
In general, salaries increase with years of experience. According to Paylab, people with many years of experience, ie people with more than 6 years of experience in a position, receive up to one fifth more than new employees. If the employer is looking for an experienced candidate, he must keep in mind that this employee will be more expensive than an inexperienced new employee.
The experiment is not free. Each employee has invested a lot of energy, training and time to acquire their knowledge and skills to their current level. Paradoxically, the next employer often rewards employees for their previous experience. Wages often change more dynamically for people who change jobs more often.
Experience is a key argument in the interview when negotiating the final salary. Experience abroad, interesting projects or working with various online tools, people, team management and the like are of particular importance. HR professionals and your future executives are happy to hear about your previous experience, as they perceive it as added value for their company.
Paylab's analysis shows that higher education graduates have seen accelerated wage growth throughout their careers. Employees with higher education usually earn on average up to 50% more than an employee who has completed secondary education. The pay gap increases with age, given that employees with higher education have accelerated career growth in their careers. With regard to lifelong income, the pay gap in favor of higher education graduates means that high school graduates are usually unable to make up for this difference.
The choice of education and field of training has a fundamental impact on the future income of each employee.
The fact that a person works for a long time is not constantly reflected in higher wages. According to Paylab, the peak of the pay potential or the age at which people usually receive the highest incomes is 37-40 years. In fact, pay is growing much more dynamically for young employees. When we reach the age of fifty, our pay generally increases at a slower rate than people under the age of forty. Employee preferences change and stability becomes more important with age. Older employees are more loyal and do not change their jobs as often as their younger colleagues.
Paylab's analysis shows that the average pay gap between men and women in the same position is 9% to the detriment of women. Often the pay gap in favor of men is the result of delays in women's careers when they have children. As women focus on the family, men's careers continue to advance. The need to balance family and work responsibilities often causes women to accept work that takes less time. They aspire less to managerial positions than men.
The length of each break in women's careers, family support and assistance, and working conditions provided by their employer have a significant impact on their income. Companies are currently working to support greater diversity in the workplace and to create an environment for women in which they have the same opportunities as men.
According to Paylab, large cities, and especially capitals, offer better payment terms than smaller cities and regions far from the capital. This is mainly due to the fact that the central offices are usually concentrated there and the jobs offered are more competitive.
Paylab's analysis shows that an accountant in the capital can earn up to 24% more than an accountant in a region outside the capital. Differences in the cost of living should be seen as a complement to location, as they are usually higher in cities. There are, for example, such significant differences in pay in the field of trade. For example, employees in this sector in Prague in the Czech Republic receive salaries that are up to 43 percent higher than employees in other regions.
Assertiveness regarding the remuneration for the work done pays off. Employees who take the initiative and raise the issue of their salaries to their supervisors using the right arguments usually achieve some improvement. Your income and working conditions depend to a large extent on your personal commitment.
If your employer is happy with your job, it is in their best interest to be happy. It is worth raising the issue of salary adjustments as soon as you have achieved significant success, made an important contribution to the company's progress, improved processes or saved costs. You can also discuss your salary with your employer if your basic salary has not changed for a long time or is below the current market value for your position.
20.05.2022
HOW TO CALCULATE PERSONAL INFLATION?
The calculator of the so-called personal inflation is available to everyone on the website of the National Statistical Institute. The calculator takes into account changes in the prices of over 800 goods and services and allows us to calculate the price of our monthly consumption of various goods and services and see how it changes over a period of our choice.
The consumer basket of goods and services, which the National Statistical Institute uses to calculate the consumer price index and use it to calculate the inflation rate for Bulgaria, consists of 846 goods and services. For each product or service - e.g. bread, milk, movie ticket, petrol - the average price for the month and the average price for the previous year are calculated. The total consumer price index is calculated as a weighted average of changes in the prices of all 846 goods observed in more than 6,400 retail outlets in the 27 cities where prices are monitored.
However, the inflation rate does not depend only on how the prices of goods and services change. Another important factor is the weight of the individual goods and services included in the consumer basket. Weights determine the share (importance, significance) of various goods and services in the consumer basket and hence the impact of changes in their prices on the overall change in prices, ie on the inflation rate.
The weights used by the National Statistical Institute to calculate price indices (inflation rate) are determined based on data from the Household Budget Survey. They refer to the average consumer and as such reflect the consumption structure of an average Bulgarian household.
However, the average consumer exists only theoretically. For this reason, officially calculated inflation may differ from your calculations of personal inflation: for example, if you do not smoke, your personal consumption will not include the cost of tobacco products included in the basket used to calculate the official inflation rate, indicated by the NSI.
Calculator for calculating personal inflation
The calculator allows you to calculate your personal inflation, ie your consumer price index by entering your personal monthly and annual expenditures to match your personal consumption pattern.
Based on the data entered, graphs and a table with official and your calculations of monthly and annual inflation will be displayed, so you will be able to see how different weights due to different consumption patterns affect the overall change in prices. A separate chart "Cost Comparison" compares your personal consumption pattern with the consumption pattern of the average household by main types of expenditure.
20.05.2022
KEY INDICATORS OF ECONOMIC ACTIVITY IN THE FIRST QUARTER OF 2022
Data from the Labor Force Survey conducted by the National Statistical Institute
The economic activity rate for the population aged 15-64 is 72.0%, increasing by 0.6 percentage points compared to the first quarter of 2021.
The employment rate for the population aged 15-64 increased by 1.5 percentage points compared to the same quarter of 2021 and reached 68.4%.
The unemployment rate is 4.9%, or 1.4 percentage points lower than in the first quarter of 2021.
The discouraged persons aged 15-64 are 55.3 thousand, or 4.5% of the economically inactive persons in the same age group.
Employment
In the first quarter of 2022 the total number of employed persons was 3,068.3 thousand, of which 1,632.2 thousand were men and 1,436.0 thousand were women. Compared to the first quarter of 2021, the number of employees increased by 1.3%. The relative share of employed persons in the population aged 15 and over is 52.7%, as for men this share is 58.6%, and for women - 47.3%.
In the first quarter of 2022 1,982.8 thousand or 64.6% of the employed employed in the services sector, 906.6 thousand (29.5%) in industry and 178.9 thousand (5.8%) in rural, forestry and fishing farm. Compared to the same quarter of 2021 the number of employed persons increased in the services sector by 94.9 thousand (5.0%), decreased in the industry sector by 55.5 thousand (5.8%) and remained almost unchanged in the rural sector, forestry and fisheries.
Of all employees, 3.7% (114.1 thousand) are employers, 6.3% (193.0 thousand) - self-employed (excluding employees), 89.5% (2,744.9 thousand) - employees, and 0.5% (16.2 thousand) - unpaid family workers. Of the total number of employees, 2,101.3 thousand (76.6%) work in the private sector and 643.6 thousand (23.4%) in the public sector.
In the first quarter of 2022, employment in different age groups is as follows:
The employed persons aged 15 - 64 years are 2 975.3 thousand. The employment rate for the population in the same age group was 68.4% (71.8% for men and 64.9% for women).
The employment rate for the population aged 15-29 is 36.3% (40.2% for men and 32.2% for women).
The employment rate for the population aged 20-64 was 73.7%, respectively 77.4% for men and 69.8% for women. Compared to the first quarter of 2021, the employment rate (20-64 years of age) increased by 2.0 percentage points, by 1.2 percentage points for men and by 2.6 percentage points for women.
The employed persons aged 55-64 were 601.4 thousand, or 66.0% of the population in the same age group (70.7% of men and 61.7% of women).
Unemployment
In the first quarter of 2022 the number of unemployed persons was 158.7 thousand, of which 84.3 thousand (53.1%) were men and 74.4 thousand (46.9%) were women. Compared to the first quarter of 2021, the number of unemployed persons decreased by 45.3 thousand, or by 22.2%. Over the same period the unemployment rate decreased by 1.4 percentage points and reached 4.9%. The unemployment rate decreased by 1.7 percentage points for men and by 1.1 percentage points for women and in the first quarter of 2022 its value was the same for men and women.
Of all unemployed persons, 10.6% have higher education, 52.1% - secondary education, and 37.3% - primary or lower education. Unemployment rates by level of education are 1.6% for higher education, 4.6% for secondary education and 16.4% for primary and lower education, respectively.
In the first quarter of 2022 the share of persons with unemployment of less than one year and that of the long-term unemployed (unemployed for one year or more) is almost the same - respectively 49.7% (78.8 thousand) and 50.3% (79.9 thousand). ). The long-term unemployment rate decreased by 0.2 percentage points compared to the first quarter of 2021 and reached 2.5%, remaining higher for men (2.7%) than for women (2.2%).
Of the total number of unemployed, 19.2 thousand, or 12.1%, are looking for their first job.
In the first quarter of 2022 the unemployment rate for the age group 15 - 29 years was 8.3% (8.1% for men and 8.6% for women), and compared to the same quarter of 2021 was lower by 2.7 percent point. A decrease in the unemployment rate (15-29 years of age) was registered only for men - by 5.0 percentage points, while for women there was an increase in this indicator by 0.4 percentage points.
Economic inactivity
In the first quarter of 2022 the total number of economically inactive persons (persons outside the labor force) aged 15 and over was 2,594.3 thousand, of which 1,068.9 thousand (41.2%) were men and 1,525.3 thousand (58.8 %) - women. The economically inactive persons aged 15-64 are 1,216.7 thousand, or 28.0% of the population in the same age group. More than a third of them (455.3 thousand) are inactive due to participation in education or training.
Methodological notes
The labor force survey is sampled and conducted continuously, providing quarterly and annual data on the economic activity of the population aged 15 and over. It covers ordinary households in the country.
Observed period - the characteristics of each respondent refer to his condition during a certain calendar week.
The economically active population (labor force) includes all employed and unemployed persons.
Employed are persons aged 15 - 89 years, who during the observed period:
- perform work even for one hour, for which they receive a salary or other income;
- do not work, but have a job from which they are temporarily absent due to annual leave, illness, leave at birth and raising a small child and others.
Unemployed are persons aged 15 - 74 who:
- have no work during the observed period;
- actively looking for work for a period of four weeks, incl. the observed or have already found a job that they expect to start within three months after the end of the observed period;
- have the opportunity to start work within two weeks after the end of the observed period.
Persons who have been unemployed for one or more years are long-term unemployed.
Economically inactive (persons outside the labor force) are persons aged 15 and over who are neither employed nor unemployed during the observed period, incl. all persons aged 90 and over.
Persons outside the labor force aged 15-74 who wish to work but are not actively looking for work because they assume that they will not find a suitable job are discouraged.
Coefficient of economic activity - the relative share of economically active persons in the population in the same age group.
Employment rate - the relative share of employed persons in the population aged 15 and over or in the respective age group.
Unemployment rate - the relative share of the unemployed in the economically active population.
Long-term unemployment rate - the relative share of the long-term unemployed in the economically active population.
In estimating the results for the first quarter of 2022, data on the population of the country as of 31.12.2021 were used, excluding the population living in collective households.
As with any sample survey, the Labor Force Survey data is fraught with sampling errors (stochastic errors). The relative standard errors for the main indicators of the survey in the first quarter of 2022 are:
- total number of employees - 1.4%;
- total number of unemployed persons - 5.6%;
- unemployment rate - 5.4%.
Due to the roundings made, in some cases the total data may differ slightly from the sum of the individual groups included in them.
More detailed data from the Labor Force Survey for the first quarter of 2022 can be found on the NSI website - www.nsi.bg, section Labor Market, Labor Force Survey.
20.05.2022
WHAT SHOULD WE DO IF OUR SOCIAL SECURITY CONTRIBUTIONS HAVE NOT BEEN PAID?
Everyone has heard of the so-called social security contributions or social security contributions, as they are called by law, but only experts in the field of accounting, tax and social security law are aware of their nature, principles and calculation.
It is not uncommon for workers to face the unpleasant situation in which they realize that they cannot enjoy a number of rights granted by the state due to the fact that there are no paid social security contributions, which are in fact the basis for a number of benefits will be used on various occasions.
What are social security contributions, who should pay them and in what amount, and what can we do if we find out that we have not been paid?
Social security contributions are monthly cash payments that guarantee in the solidary social system of Bulgaria material (cash, etc.) protection of workers and employees in various social risks - illness, maternity, accidents at work, disability, unemployment, old age and death.
According to the law, all persons engaged in employment are compulsorily insured for general illness and maternity, disability due to general illness, old age and death, occupational accident and occupational disease and unemployment. Employers have a commitment to withhold and pay social security contributions for employees on a monthly basis. The insurances are due on the total gross remuneration of each of the employees within the limits of the minimum and maximum limits of the insurance income determined by law.
At present (May 2022) the minimum amount of insurance income in Bulgaria is BGN 710 and the maximum amount is BGN 3400. Therefore, if the employee receives remuneration in excess of BGN 3400, he will owe social security contributions only up to the amount of the maximum insurance income - BGN 3,400, but it cannot be insured on less than BGN 710 monthly gross remuneration. Social security is divided into funds - the Pension Fund, the General Illness and Maternity Fund, the Accident at Work and Occupational Disease Fund and the Unemployment Fund.
The total amount of social security contributions amounts to 32.70-33.40% of the gross remuneration, of which 18.92-19.62% are at the expense of the employer and 13.78% are deducted from the monthly remuneration at the expense of the employee.
Provided that the employer for one reason or another has not fulfilled its commitment to withhold and pay social security contributions for employees on a monthly basis (the deadline for payment of social security contributions is the 25th of the month following the month of employment. in other words, the insurance for May should be paid by June 25), then you have the opportunity to claim your rights in several ways.
In such a situation, the law gives you the right to terminate your employment contract without notice, pursuant to Art. 327, para. 1, item 2 of the Labor Code (when the employer delays the payment of the remuneration or of compensation under this code or under the social insurance). You can also request payment of the due insurances by referring to the relevant court, which will order a decision in your favor. Remember that state fees are not due in this type of court case.
At any time you have the right to contact the control bodies of the Labor Inspectorate, whose employees to inspect the company or institution and issue mandatory instructions to the employer, as well as to refer to the National Revenue Agency regarding non-payment of insurance and taxes by the relevant employer.
19.05.2022
A COMPANY MAY ALSO BE ESTABLISHED UNDER THE LAW ON OBLIGATIONS AND CONTRACTS
What is the company under the Law of Obligations and Contracts? What regime does it obey and what are the rules for its creation?
When we say company, we usually think of it as a company, something that is registered under the Commercial Code, which is entered in the commercial register. Such are joint stock companies and limited partnerships, limited liability companies.
However, the Bulgarian law provides for another type of companies - those under the Law on Obligations and Contracts (LOAC). They can usually be seen recorded as DZZD. It is important to know that it is not a legal entity and is not an independent legal entity, which is the main difference with companies under the Commercial Code. The establishment is done by contract.
According to the LOAC, with the company contract two or more persons agree to unite their activities to achieve a common business goal. It is noted there that in order to achieve the common goal, the partners may also agree on contributions in cash or in other properties.
According to the rules for these companies, the imported money, substitutable items and items that are destroyed by use are the common property of the partners. Any other item is considered imported for common use, unless otherwise agreed.
Regarding the liability of the partner for defects of the imported property and for judicial removal, the rules of the lease agreement apply when the property is imported and the rules of the sale contract when the property is imported, the LOAC orders.
The law also stipulates that everything acquired for the company is the common property of the partners. Unless otherwise agreed, the shares of the partners are equal. The partner can claim his share of the common property only upon leaving the company or upon its termination.
Another basic rule is that decisions on the company's affairs are taken with the consent of all partners, unless the articles of association provide for this to be done by a majority of votes. Each partner has the right to one vote.
Unless otherwise agreed, each partner has the right to manage. However, in this case, each of the other partners may oppose the partner's action before it is committed. The majority of the partners decides on the disagreement.
Again, unless otherwise agreed, the profits and losses are distributed among the partners in proportion to their share. The agreement to exclude some of the partners from participation in losses or profits is invalid.
The partner may not transfer his right to participate in the company without the consent of the other partners.
The rules for when the company is terminated are also important. This is done by achieving the company's goal or if it has become impossible to achieve it. Termination also occurs with the expiration of the time for which the company was formed, as well as with the death or interdiction of one of the partners, unless otherwise agreed. DZZD is also terminated with a notice of one of the partners, made in good faith and at an appropriate time, when the company was formed for an indefinite period, unless it is agreed that the company will continue with the other partners. The last option for termination is by court decision, if there are good reasons for this, when the company is formed for a certain period.
The partner has the right to claim the expenses he has incurred, together with interest on them, and the damages he has suffered in connection with the conduct of the company's affairs.
19.05.2022
THE EU RECOGNIZES COVID-19 AS AN OCCUPATIONAL DISEASE
The European Union will recognize coronavirus infection as an occupational disease according to an agreement reached between European countries and representatives of trade unions and employers, the European Commission said.
The Commission will recommend that COVID-19 be included in the lists of occupational diseases in European countries by the end of the year in the health, social care and home care sectors and, in the event of a pandemic, in outbreak sectors of the disease in activities with a proven risk of infection.
The change will allow workers who became infected with COVID-19 while at work to receive rights, including compensation, if provided for by national law.
According to the Bulgarian legislation and according to the terms and conditions set by the Social Security Code, in case of an accident at work and occupational disease the insured persons or their heirs are entitled to cash benefits for temporary incapacity for work, cash benefits for employment in another job, personal or survivor's disability pension, cash benefits for prevention and rehabilitation and one-time assistance in case of death.
19.05.2022
THE LAW ON OFFSHORE DEPOSITS - ADOPTED; THIS IS THE MOST IMPORTANT STEP FOR ROMANIA'S ENERGY INDEPENDENCE
The Romanian Parliament's Chamber of Deputies passed the Offshore Reserves Bill.
The Law on Offshore Deposits is the most important step towards Romania's energy independence, Energy Minister Virgil Popescu said.
"Today we voted in the Chamber of Deputies by a large majority of the Offshore Deposits Act. It is perhaps a step - the most important step we are taking towards energy independence. In fact, we can say that once investments in the Black Sea begin, Romania will become independent energy-intelligent; we will produce more natural gas than we consume, and the surplus can be exported," Virgil Popescu told parliament.
According to the minister, Romania could become an energy security provider in the region.
"The law creates stability and predictability, a favorable tax environment and I am confident that it will help investors in their decision to invest. In addition, it protects Romania's national interests - in the event of an energy crisis, we will be able to intervene and redirect gas to domestic consumption, and the law requires control over bilateral agreements… I believe this is a law from which both the state and investors they are winning and we expect that an investment decision will be made ", added Virgil Popescu.
He also said that "no one sells below cost, starting with the principle of good faith."
"Romania benefits from the use rights granted - somewhere around 13 per cent - from an additional turnover tax. Romania benefits from a profit tax on companies, from the jobs that will be created. The state budget benefits from the labor tax and I believe the most important thing: Romania is becoming independent energy-intelligent and we will no longer have problems with natural gas supplies," said Virgil Popescu.
The Chamber of Deputies approved the Offshore Deposits Bill by 248 to 34 votes.
The project aims to regulate a number of measures in the tax regime and the rights to use oil deposits.
