The key to a successful detachment is to ensure that an agreement is reached, which makes it very clear who is responsible for whom. 6. If you are the host`s employer, make sure that the secondment agreement provides for compliance with your instructions and instructions. The effect of the agreement is to modify (or “vary” certain conditions of the employment contract for the duration of the secondment. Therefore, the worker`s consent to the detachment and therefore to any changes to his employment contract must be obtained before the start of a secondment. The second is required to disclose to the host personal data about the person entitled to the detachment, and such disclosure is unlikely to require explicit consent from the Member of Parliament, as it is in the “legitimate interest” of the employer (paragraph 6, Appendix 2, DPA). However, if the second place wishes to disclose sensitive personal data, it must be expressly approved by the Member. There will be certain circumstances in which the detachment with immediate effect will have to be terminated. The agreement probably provides for certain events that lead to termination, for example. B, the MP`s fault or a long-term illness. The term “detachment” refers to an agreement under which a worker is temporarily assigned to either another part of the employer organization, another employer within the same group, or another “host organization” such as a client or business partner of an employer. These are called internal or external detachments. If the detachment is an external task, the original employer is generally the MP`s official employer; the idea is that the original employer “lends” its employees to the other company.
Detachments can be made within an employer or group of employers. In these cases, the agreement may be relatively informal. A key element of each detachment is that the employee is normally expected to return to his or her previous position when the detachment ends. For this reason, the free-to-do employer must also reflect on how it covers the posted during the secondment phase and how it manages the reintroduction of the worker to work upon the end of the secondment. However, before the start of secondments, employers should be aware of the objectives and objectives of these types of agreements and how to achieve them. In particular, the employer and, if necessary, each host organization must ensure that they carefully tailor the right people to the right opportunities. At the end of the secondment period, the seconded worker usually returns to his or her original employer.