Set legal notice periods
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Karola Papenhusen
It should also be possible to set the statutory notice periods under contract information or, in simple cases, to provide information. Ideally, they should adapt depending on the length of service (as well as with the vacation calculation, which is calculated in accordance with legal requirements and can be changed manually if necessary). In case there are previous jobs as z.B. Intern/working student/freelancer... exists, should the start request/start date be adaptable or assignable so that the deadlines do not relate to it and it is falsified. These deadlines should affect the vast majority of employees, so it makes sense. Otherwise, all employees would have to be regularly checked and adjusted.
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Wenzel, Ronny
Karola Papenhusen: That would indeed be a very helpful nice-to-have.
BUT: There could be problems or inflate the whole thing a bit if pre-employment periods (in case of reentries) are to be taken into account.
This is often taken into account here and there when it comes to company memberships, for example with regard to holidays or bonuses. I believe that this must also be taken into account when terminating. Projo would therefore need a “calculated first entry date” to which it can/must then refer.
I have already helped myself or our office with such an internal office field because it plays a role in taking anniversary bonuses into account for us.
Please note: Freelancers have no previous employment, as they are basically “employed” on a work contract basis. Otherwise, you quickly become suspected of “bogus self-employment.”
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Karola Papenhusen
Wenzel, Ronny: I have misunderstood it and have now corrected it - it should be possible to remove any pre-employment periods and to reference a specific (as you call it “calculated”) entry date so that the notice period is not falsified. Freelancers were only given as an example - in the event that a freelancer would switch to employee status.