Temporary work for logistics
Zeitarbeit International is your logistics expert: For more than 20 years, we have specialized in logistics with temporary staffing and contracts for work. Come to us and benefit from our experience and expertise. Find the right logistics employees: order pickers, warehouse assistants, warehouse logistics specialists, packers, forklift drivers, warehouse managers. Thanks to our large network in Eastern Europe, we can quickly and easily cover your personnel needs. No matter if you need temporary workers or on the basis of a contract for work and services, we will find the right personnel solution for you.
We offer our logistics customers:
Logistics temporary employment - with us as a personnel service provider
Close cooperation with our customers in logistics is very important to us at Zeitarbeit International. We collect your personnel requirements and advise you regularly on staffing needs and implementation. Our experienced contact person looks after you personally and implements your wishes and requirements regarding temporary staffing for logistics.
In addition, we advise you on all legal regulations regarding the supply of temporary workers.
Personnel for logistics
You can rely on our personnel in logistics. After all, we take intensive care of our temporary workers and subcontractors from other EU countries. We take care of their accommodation and look after our workers on the spot, from help with administrative formalities to personnel transport. We invest in German courses and further education so that our logistics personnel from Eastern Europe can communicate well in your company. Our logistic personnel comes from Eastern Europe: from Poland, Czech Republic, Slovakia, Hungary, Baltic States as well as from Ukraine and is used for the following areas:
Employee leasing logistics
The German Personnel Leasing Act (Arbeitnehmerüberlassungsgesetz, AÜG) is intended to enable companies to absorb production and workload peaks through the flexible deployment of temporary workers. If you are short of logistics overtime at short notice, this temporary period can be bridged thanks to temporary employment without having to hire employees and then fire them again. When using temporary workers, however, there are numerous legal requirements that must be taken into account. These are outlined below in a brief overview.
The supply of temporary workers as part of the economic activity of a company is subject to authorization in Germany. The temporary employment permit is initially issued by the Federal Employment Agency for a limited period of one year. An unlimited permit can only be applied for after three years of permitted activity in employee leasing. Staff leasing contracts concluded without this permit are invalid. In addition, the law stipulates that an employment relationship is established between the hirer and the temporary worker in this case. This regulation also places an obligation on the hirer to always check that the transfer permit has been properly obtained, as otherwise an employment relationship with the temporary worker will arise.
Maximum transfer period
The assignment of employees is temporary and has been limited to a maximum period of 18 months. The duration of the assignment is to be assessed in relation to the employee. Accordingly, the same temporary worker may not be assigned to the same company for more than 18 consecutive months.
In accordance with the statutory principle of equal treatment, temporary logistics workers are entitled to the same working conditions as permanent employees during their employment in the hirer’s company. These include the duration of working hours, overtime, breaks, rest periods, night work, vacation and days off.
According to the principle of equal pay, every temporary employee from abroad is entitled to remuneration at the same level as a comparable permanent employee of the hirer. The principle of equal pay can be deviated from by collective agreement. It is not necessary for the employer and employee to be bound by collective agreements. A collectively agreed lower wage can also be effectively applied if the applicability of the relevant collective agreement is agreed in the employment contract. Equal pay is mandatory after no more than nine months of temporary employment. This means that after more than nine months of employment with the same company, each temporary worker must be paid the same wage as a comparable permanent employee.
The temporary employment contract concluded between the lender and the hirer must be in writing. In the contract, the lender shall declare that it holds the required permit for the supply of temporary workers. The hirer shall specify in the contract the specific characteristics of the work envisaged for the temporary worker and the professional qualifications required for it, as well as the essential working conditions, including remuneration, applicable in the hirer’s business for a comparable worker. If the temporary employment agency loses the required transfer permit, it shall inform the hirer without delay of the date on which the permit ceases to exist.