In these times when one day it is sunny and the next it rains, we leave behind the cold of winter and enter a new season. Spring brings us more clarity (for everything), more energy, and the assurance that, as in nature, all our efforts begin to pay off.
It is time to make an analysis of the first quarter and to gain momentum for what we have before us: the decisive months of April, May and June.
From an organizational point of view, as well as from the staff, we share a feeling: We must take advantage of the change in cycle to take a deep breath, value what has been achieved and look beyond. I can’t think of a better way to broaden horizons than by taking up one of the ideas that has always been floating around the Psicotec-Gestolasa Alliance: The Launch of a Joint Product.
Over the last few weeks we have collected many very good suggestions and we have discovered that many of us believe that there are two areas in which we could collaborate more closely in the short term: jointly offering the management of payroll and training credit and in the diagnosis, preparation and implementation of Equality Plans.
- Payroll-FUNDAE:
These two services share a common core. Both involve a significant administrative and documentary process load and it is necessary to take into account a series of personal conditions in order to offer a quality service. A correct consideration of elements such as the professional category, the type of working day, the type of contract, the group of belonging or seniority are essential.
In addition, organizations tend to perceive these services as a “nuisance”, a need that must be covered in time, form and without mishaps, so being able to outsource it to a trusted provider is often a lifeline that allows the Personnel and Human Resources departments to dedicate themselves to other tasks with a more strategic component.
With this perspective… Why not offer both services in a complementary way?
- Equality Plans:
Royal Decree Law 6/2019 of 1 March, among other changes, extends the obligation to establish Equality Plans to all companies with more than 50 workers following a scale:
- From 151 to 250 workers: from 7 March 2020
- From 101 to 150 workers: from 7 March 2021
- From 50 to 100 workers: from 7 March 2022
This modification significantly broadens the interest in everything related to equality issues. In this area, the synergies between the Areas of Social Security and Labour Law Advisory and Development and Consulting are our main competitive advantage. It is an opportunity that we cannot miss and on which we are already actively working.
As you can see, the possibilities are many and the objective is shared. It is now that we must work to offer the market our best fruits:
“All our experience and professionalism, combined.”