Once the works council and employer have agreed on the details of a transfer company and the social plan, implementation can begin. It is important to us that all employees are well advised and supported right from the start. We hold information events in the company and, if necessary, offer a consultation hour on the contents of the tripartite agreement as well as an advice hotline if required.
Immediately after the transfer, counselling for professional reorientation should begin. For this purpose, we offer individual counselling sessions and group workshops on various topics. In the first approx. four weeks, the professional objectives and a professional CV are developed. Then the employees can start with individual further training and KARENT Research begins with the search for suitable vacancies.
Employees who are offered a transfer to a transfer company are often unsure whether they should accept the offer. Especially the so-called"tripartite contracts" are complex and in need of explanation due to the legal situation.
At the very beginning of a transfer company, there should always be an information event and a consultation session in the company.
Our experts introduce KARENT and explain what a transfer company means for the individual. We take our time until all questions have been answered. In the following days, the employees will then receive their individual offers in the form of a "three-part contract". In order to answer questions about this, a member of the employer's personnel department or an expert from KARENT should be available to provide information during a consultation hour.
As part of the time planning, the employees should have 3-5 working days to decide on the offer from KARENT. The profiling workshop (see point 3) should also be scheduled so that it can take place before the start of the transfer company.
As a rule, more than 90% of the employees decide in favour of the offer of a KARENT transfer company. If quick legal certainty is desired, a quota of almost 100% can be achieved with the help of "turbo options" in the social plan.
At KARENT, each transfer company is supervised by a project manager who is responsible for all commercial aspects and the reporting of the project.
The project manager is the central interface to the employees, the works council, the employer and the employment agency for his project.
The employees of the transfer company thus have a contact person for all questions regarding payroll, the qualification budget, for the approval of vacation and for accounting in case of illness. The project manager also accepts notices of termination and approves internships with outside employers.
Profiling is a prerequisite for funding by the employment agencies.
We usually recommend a number of 8-10 participants so that the trainer can respond to the questions of each individual. On the first day, participants learn how to deal with their new situation, conduct a self-analysis and develop a picture of their future career. The second day focuses on the actual application process. It is about the creation of a CV and about concrete methods of a successful application.
You can find an exemplary agenda of our profiling workshop here: Profiling Agenda
As a rule, employees join the transfer company shortly after the profiling workshop. From this point onwards, you will receive regular support from "your" consultant, who has already carried out the profiling.
In the KLASSIK transfer company, employees are supported in their professional reorientation in weekly individual consultations.
Each consultant looks after a maximum of 25 participants. The counselling can therefore respond very individually to the individual and adapt the speed and content to the respective situation. In addition, we offer workshops on special topics, be it dealing with a severe disability, the specifics of applying for a job at age 55+ or for participants with the goal of self-employment.
In the transfer company PUR, counselling takes place in half-day workshops.
The focus is on the development of a CV and a viable application strategy as well as dealing with the placement offers of KARENT Jobsearch.
Each transfer company is accompanied by a Jobsearch team. Approximately four to six weeks after the start of the transfer company, the CVs and personal objectives of the clients should have been worked out so that the jobsearch team can begin its work.
In a first step, all relevant employers in the region are identified and a central target company search is carried out. We contact larger employers and employers from our network personally. We contact a large number of smaller employers in writing. In each case, we present the profiles of the employees and are thus usually able to identify numerous vacancies.
The consultants and/or the clients then make contact with suitable employers and introduce themselves there. We prepare the clients for these interviews with the help of video training, among other things.
We also regularly search current job exchanges and daily newspapers for suitable vacancies, which are stored in a project database to which both the consultants and the clients have access via our intranet.
In order to determine the suitable further training offer for each individual, we therefore always first compare the training and experience profile with the requirement profile of potential employers. Then we look for suitable offers from the multitude of possibilities in order to close the qualification gap. KARENT is not bound to specific training providers, so that we can select the best offer for each case.
The type and scope of further training measures can vary greatly. Some training courses last several months full time, others only a few days in total.
The success of a measure stands and falls with the motivation of the participants. We therefore actively involve clients in the selection process, are open to their own suggestions and do not impose participation on anyone.
If problems arise with the new employer in the course of the new employment, the employee can return to the transfer company without any problems. It does not matter whether the new employer has terminated the employment contract during the probationary period or whether the employee wants to leave the new employer of his or her own accord. However, the time spent with the new employer is counted towards the term of the transfer company in accordance with the statutory provisions.
If so-called sprinter bonuses are agreed in the social compensation plan, they are paid out when the original term of the contract with the transfer company ends or when the employee waives his or her right to return to the transfer company.
If the employee leaves the transfer company due to the expiry of the time limit without having found a new job, he or she becomes unemployed. The amount and duration of unemployment benefits received are not affected by the time spent in a transfer company.