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Na kraju, bitno je napomenuti, da će svi postupci za upućivanje zaposlenih, koji su započeti do dana stupanja na snagu ovog zakona biti okončani prema propisima prema kojima su započeti, konkretno prema odredbama zakon o zaštiti građana savezne republike jugoslavije na radu u inostranstvu). Jobs Vacancies nasser. Al Hajri corporation (NSH). Al Hajri corporation is a saudi based company which provides industrial construction services in Qatar, saudi Arabia, kuwait, the United Arab Emirates, and Bahrain. It serves oil and gas, petrochemical, fertilizer, cement, power desalination, and steel industries, and refineries. The company was founded in 1978 and it is located in Dhahran, saudi Arabia. Nsh works with all major international customers and in the customer profile, saudi Aramco, sabic and its subsidiaries, qatar Gas, adnoc, ras Gas, Shell, sipcham, total, Exxon Mobil, qatar Petroleum, oryx - gll, dolphin Energy, chemanol, tasnee, etc. Recently, nsh executed two major jobs for sabic, as well as achieved more than 90 million secured hippie hours.
Trudnoća, do isteka tri godine života deteta itd.). Poslodavac može da prihvati i druge opravdane razloge. Obaveze poslodavca poslodavac je dužan da obezbedi: reguliše upućivanje u inostranstvo zaključenjem aneksa ugovora o radu (sa obaveznim elementima predviđenim zakonom da zaposlenima koje upućuje obezbedi o svom trošku smeštaj i ishranu po standardima važećim u državi u kojoj se izvode radovi (odnosno. Poslodavac će biti dužan da za upućenog zaposlenog izvrši promenu osnova osiguranja u jedinstvenoj bazi centralnog registra obaveznog socijalnog osiguranja. Postupak upućivanja poslodavac će biti dužan da najkasnije do dana koji prethodi upućivanju dostavi ministarstvu nadležnom za rad obaveštenje o upućivanju koje će imati propisanu formu prema podzakonskom aktu čije se usvajanje očekuje u roku od 45 dana računajući. Nakon dostavljanja obaveštenja, a u roku od sedam dana od dana upućivanja zaposlenih, resume poslodavac je dužan da ministarstvu rada dostavi uverenje iz jedinstvene baze centralnog registra koje sadrži spisak upućenih zaposlenih i, između ostalih podataka, i datum promene osnova osiguranja i trajanja osiguranja po tom. Zakon u kaznenim odredbama predviđa brojne prekršaje kažnjive novčanim kaznama u rasponu od rsd 600.000 do rsd.500.000, ali i prekršaje kažnjive novčanom kaznom u fiksnom iznosu od rsd 100.000.
prilikom upućivanja zaposlenih na privremeni rad u zemlje članice evropske unije i evropskog ekonomskog prostora. Ključne karakteristike zakona uključuju:. Primena zakona, zakon se primenjuje na poslodavce koji upućuju zaposlene na privremeni rad u inostranstvo, radi: rada u okviru izvođenja investicionih i drugih radova i pružanja usluga, na osnovu ugovora o poslovnoj saradnji, odnosno drugog odgovarajućeg osnova; rada ili stručnog osposobljavanja i usavršavanja. Odredbe zakona ne primenjuju se u slučaju upućivanja zaposlenog na službeni put u inostranstvo, pod uslovom da period boravka u inostranstvu ne prelazi 30 dana u kontinuitetu, odnosno 90 dana ukupno sa prekidima u toku kalendarske godine. Uslovi upućivanja maksimalno trajanje upućivanja u inostranstvo je 12 meseci sa mogućnošću produženja (osim ako je drugačije predviđeno zakonom ili međunarodnim ugovorom Poslodavac može upućivati na privremeni rad u inostranstvo zaposlene na neodređeno vreme, kao i zaposlene na određeno vreme; Vreme provedeno. zakon tačno predviđa slučajeve u kojima zaposleni može odbiti upućivanje u inostranstvo (npr.
The Employer is obliged to: Regulate the assignment twist abroad by concluding the annex to the employment agreement with the employee (with mandatory content as provided by the Act Provide at its own expense meal and accommodation for employees by standards of the country. The employer shall be obliged to register the appropriate changes of the employees' mandatory social insurance triggered by assignment with the central Registry of Mandatory social Insurance. Procedure of Assignment, no later than the day preceding the assignment the employer shall submit the notification of assignment to the ministry of Labour. The notification shall be provided on a particular form which content shall be regulated by a separate by-law expected to be adopted within 45 days from 13 november 2015. Once the notification is submitted the employer shall, within seven days following the assignment of employees, provide the ministry of Labour with the certificate from the central Registry of Mandatory social Insurance containing the list of the assigned employees, and particular data in relation. The Act envisages number of misdemeanour offences for which employers shall be fined in amount ranging between rsd 600,000 (eur 5,000) to rsd 1,500,000 (eur 12,500 and also some others which shall be fined with the fixed amounts equal to rsd 100,000 (eur 800). Finally, it is important to note, that all the assignments of employees initiated prior to entry into force of this Act shall be completed in accordance with the provisions of the previous act (Act on Protection of Citizens of the federal Republic of Yugoslavia. novi zakon o uslovima za upućivanje zaposlenih na privremeni rad u inostranstvo je usvojen.
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The republic of Serbia's Act on Conditions for Assignment of Employees to temporary improve work Abroad and their Protection. Act entered into force on 13 november 2015, and it will be applicable as of The provisions of this Act will not be applicable to the assignment of employees to eu member states or countries in the european Economic Area as of the day the. The key features of the Act include:. Application of the Act, the Act applies to employers who assign their employees to temporary work outside of Serbia in order to: work on investment projects or other projects, or on providing services based on an agreement on business-cooperation or another appropriate grounds; . The Act does not apply to the assignment of employees to a business trip abroad provided that the period during which the employee is abroad does not exceed 30 consecutive days, or 90 days in total (with interruptions) within a calendar year. Conditions for Assignment, the maximum duration of assignment abroad is 12 months, with the possibility of extension (unless otherwise provided by the Act or international agreement The employer can assign both employees with indefinite term employment agreements and those with definite term employment agreements;. Pregnancy, when an employee has a child under the age of 3 years, etc). The Employer may also choose to accept other justified reasons for which the employee may turn down such an assignment.