CONDITIONS OF THE SERVICES OF THE LABOUR AREA
Preparation of payslips and contribution documents (RLC and RNT)
Preparation of payslips (salary sheets) on a monthly basis, during the last days of the current month, with the different particularities: extra payments, variables, overtime, complementary hours, bonuses and incentives, etc. At the same time, preparation and presentation of the contribution documents “Nominal List of Workers (RNT, former TC2, which includes all the information on registrations, deregistrations and contribution bases of all workers)” and “Contribution Settlement List (RLC, former TC1, which shows the payment made by the company of the Social Security contribution)”. Files delivered on a monthly basis, through the Gestigral Portal:
– Payrolls of all workers in a single file
– Bank file to make transfers automatically
– List of bank file transfers
Summary of salary costs on a monthly basis
Preparation of the summary of salary costs on a monthly basis, in which all salary costs are summarised in a single document: payroll, Social Security cost, withholdings made, bonuses, total cost per worker, etc. File delivered on a monthly basis, through the Gestigral Portal:
– Summary of monthly salary costs
General advice in the workplace (includes advice prior to dismissals)
General advice in the workplace: general consultations on agreements, regulatory changes, recording of employees’ working hours, etc. All types of basic initial advice, including advice prior to dismissals.
Sick leave and discharge of TD and work-related injuries
TD sick leave and discharge (Temporary Disability) and work-related accidents are administrative procedures related to the management of absences from work for health reasons. TD sick leave is communications that a worker makes to his company when he or she is unable to work due to illness or accident, while TD discharges indicate his or her recovery and fitness to return to work. Work-related accidents, on the other hand, are incidents that occur in the exercise of work activity and require specific management.
Advice, preparation and registration of employment contracts and renewals
Advice on hiring: different possibilities in hiring, foreseeable salary costs, applicable bonuses. Preparation of the contract and registration of it in the Public Administration.
Advice and registration of workers, termination of contract and voluntary termination, dismissal and company certificate
Advice and management of worker registrations with the Social Security, and terminations of contracts and/or voluntary terminations, as well as preparation of settlement documents (discharge) and the corresponding company certificate.
Preparation of withholding tax settlements (forms 111 and 190)
Preparation and filing, as a result of the payrolls made, of tax self-assessments: personal income tax withholdings for workers (form 111 and, annual summary form 190).
Control of electronic notifications of Seg. Social (NOTES)
Control of electronic notifications sent by the Social Security, which for employers and professionals is mandatory to receive them electronically.
Processing and/or response to seizures to workers
Processing of payroll and/or response to seizures received as an employer to apply to the worker, from courts, the Treasury (AEAT or ATC) or Social Security.
Modifications to contribution bases for the self-employed
For those workers who are included in the Special Scheme for Self-Employed Workers (RETA), modification of the contribution bases and self-employed contributions that are charged monthly by Social Security.
Communication of the data of corporate self-employed workers to the Social Security
With the entry into force of Royal Decree 504/2022, of 27 June, self-employed workers are obliged to report a series of data to Social Security (name of the linked company, data from the Commercial Registry, percentage of participation, etc.).
Labor Inspection
Labour inspections are an official mechanism for verifying and complying with current labour and social security legislation. They focus on examining working conditions, the adequacy of wages, working hours, as well as safety and health in the workplace. During these inspections, inspectors are empowered to review relevant documentation, conduct interviews with workers and employers, and assess working conditions. In the event of detecting infringements, they may proceed with the issuance of warnings, the formulation of recommendations or, where appropriate, the imposition of sanctions.
Contract variations
Variations or modifications to the contract can focus on the variation of the working day (modification of working hours), changes in professional category, changes in the workplace, modification of the type of contract, among others.
Letters of warning or sanction
A letter of reprimand or sanction is a formal document issued by the employer, intended to notify the employee of a violation of labor standards or inappropriate behavior in the workplace. This letter specifically details the nature of the violation, provides examples or evidence of inappropriate behavior, and explains the consequences or corrective measures to be implemented. It serves as an official record of disciplinary action and is a crucial step in the human resource management process, focused on preserving order and respect for the company’s internal regulations.
Dismissal letters and initial dismissal processing
Dismissal letters are formal communications issued by the employer that notify the employee of the termination of their employment relationship. These letters must clearly specify the reasons for the dismissal, whether they are motivated by disciplinary, economic, production or organizational reasons, and must comply with current legal requirements.
The initial processing of the dismissal involves the issuance of this letter, accompanied by compliance with the legal formalities, such as the regulatory notice and, where applicable, the payment of the corresponding compensation. This process must be managed carefully to ensure adherence to the applicable labour legislation and avoid possible legal conflicts.
Online or face-to-face assistance at CMAC
Telematic or face-to-face assistance at the Mediation, Arbitration and Conciliation Center (CMAC) refers to participation in labor dispute resolution processes, either remotely (online) or in person (face-to-face). These centers offer a neutral space for mediation between employees and employers in cases of disagreements or labor disputes.
Telematic assistance allows remote participation using electronic means, while face-to-face assistance involves the physical appearance of the participants. Both forms seek to facilitate an amicable agreement and avoid the escalation of the conflict in court instances.
Notification of the opening of work centres or obtaining new employer numbers
Communicating the opening of work centres and obtaining new employer numbers is an administrative procedure that companies must carry out when starting operations in a new location or when establishing a new entity. This procedure involves notifying the labour authorities about the details of the new centre and requesting an employer number for the management of social security contributions and compliance with labour regulations.
Registration in the Register of Accredited Companies (REA)
Registration in the Register of Accredited Companies (REA) is a mandatory procedure for companies in the construction sector. This register certifies that the company complies with the legal requirements in terms of qualification and job security.
Teleworking agreements with workers and other annexes to the contract
Teleworking agreements with workers are formal annexes to the employment contract that stipulate the conditions under which an employee will perform their tasks remotely. These agreements detail aspects such as job responsibilities, schedules, technological means used, and privacy and security policies. Other annexes to the contract may refer to confidentiality agreements, non-compete clauses or similar.
Wage Registration Report (mandatory in all companies)
The Wage Register Report is a mandatory document for all companies, which details workers’ remuneration, segregated by sex, professional group and job category. This register serves to identify and prevent possible gender wage inequalities. Companies must maintain and update this register annually, making it accessible to both workers and their representatives.
Payrolls for extra payments (with more than 12 payments), retroactive payments and agreement differences
Payrolls of extra payments in companies with more than 12 annual payments refer to the management and processing of additional remuneration to workers, beyond the standard monthly salary. These extra payments, usually distributed two or more times a year, are calculated based on contractual agreements or labor regulations. Also in cases of retroactive payments for bonuses or similar. At the same time, differences in the agreement in application of delays due to updates of collective agreements or other reasons, with the corresponding contributions.
If you choose the STANDARD option, an extra €5 will be invoiced for each extra, retroactive or difference in agreement payroll made in the months in which they are made.
Access to Power BI for compensation, salary costs, and workforce
Access to Power BI for compensation management, salary costs, and workforce information is a tool that allows companies to use this powerful data analytics tool to efficiently monitor and interpret crucial information about their human resources. Through Power BI, data relating to salaries, associated labor costs, and workforce distribution can be visualized, facilitating data-driven decision-making. Access to this data allows for more informed and strategic management of the company’s human capital.
24/7 access to the Gestingral Portal
The Gestingral Portal allows you to have permanent access, 24 hours a day, 7 days a week, to all the documentation available for access: payslips, cost summaries, our invoices, etc. It is a tool that allows immediate access to the necessary documentation.
24/7 access to the Payroll Portal Gestingral Portal
The Payroll Portal allows workers to have permanent access, 24 hours a day, 7 days a week, to all their own documentation (with prior authorisation from the company): payrolls, contracts, withholding certificates and even withdrawals.
Access to the timestamping platform, holiday management, incidents, leave and absences, etc.
Access to the timestamping, vacation management, incidents, leave and absences platform allows you to control the recording of employees’ working hours, including geolocation to increase the reliability of time control. It also facilitates vacation management, optimizing time and simplifying processes, as well as the management of paid and unpaid leave. In addition, it includes tools for sending proof of personal leave and temporary disabilities, along with an internal communication system to improve interaction between workers and the human resources management team.
With a cost of €120 + installation VAT and €1 per month per worker (with a minimum of €10 per month) you will be able to access the platform. More information: https://www.gestingral.com/registre-horari/
Complaints channel
The whistleblowing channel, which is mandatory for some companies, is a communication platform aimed at receiving and processing complaints, mainly from employees or individuals linked to an organization. This mechanism provides a means for workers and other people connected to the company to report possible irregularities.
With a cost of €120 + installation VAT and €20 per month per company, you will opt to have a platform enabled for receiving complaints. These amounts do not include legal advice or response to possible complaints received.
Agreement insurance
Collective bargaining insurance is an insurance policy that companies take out to comply with the obligations established in collective bargaining agreements. This type of insurance covers specific risks related to workers, such as work-related accidents or incapacity for work.
