LIVING AND WORKING IN GREECE

Transcription

1 LIVING AND WORKING IN GREECE

2 Index A) TO FIND A JOB IN GREECE... 5 Working in Greece... 5 EU/EFTA citizens vs. Abroad EU/EFTA citizens... 5 Recognition for certain professional qualifications in EU... 5 Regulated professions... 2 Non-regulated professions... 2 B) TO FIND A JOB IN GREECE... 3 To find a job in Greece... 3 Labour Intermediation Model... 3 Labour Intermediation Model Regulation... 5 Main Programes in the Labour Intermediation Field and specifically for our target group Young People... 7 Coordination, management and participation Framework... 9 Job applications Job interviews B) WORKING IN GREECE B1- Working conditions Employment contract Regular work schedule Wages Holidays Safety and security (legal framework) B2- Welfare Social security Healthcare Maternity/paternity leave Self-employment Unemployment benefits Retirement pensions D) TO LIVE IN GREECE General Info Before you travel To find a home Financial matters (banks, insurance companies ) Money and finance transactions Taxes Living cost Vehicles and driving licences Transport / Roads Weather Leisure time Tourist information Useful telephone numbers... 31

3 G) GREEK LANGUAGE Learning Greek H) INTERESTING LINKS... 36

4 A) TO FIND A JOB IN GREECE Working in Greece EU/EFTA citizens vs. Abroad EU/EFTA citizens EU/EFTA citizens: Free movement of workers is a fundamental principle of the Treaty enshrined in Article 45 of the Treaty on the Functioning of the European Union and developed by EU secondary legislation and the Case law of the Court of Justice. EU citizens are entitled to: look for a job in another EU country work there without needing a work permit reside there for that purpose stay there even after employment has finished enjoy equal treatment with nationals in access to employment, working conditions and all other social and tax advantages New EU member countries transational arrangments: Restrictions on the free movement of workers may apply to workers from EU member countries for a transitional period of up to 7 years after they join the EU. For the moment this concerns workers from: Croatia (joined 1 July 2013) and Bulgaria and Romania (joined 1 January 2007). Individual governments of the countries that were already part of the EU can decide themselves whether they want to apply restrictions to workers from these countries, and what kind of restrictions. For more detail Non EU-Nationals: The freedom to move to another EU country to work without a work permit is a right for EU nationals. Non-EU nationals may have the right to work in an EU country or to be treated equally with EU nationals as regards conditions of work. These rights depend on their status as family members of EU nationals and on their own nationality. For nationals of other countries that have no agreement with the EU the right to work in an EU country mainly depends on the laws of that country, unless they are members of an EU national's family. For more information: Recognition for certain professional qualifications in EU (Directive 2005/36/EC of the European Parliament and of the Council of 7 September 2005 on the recognition of professional qualifications. And all its later amendments) In EurLex you can find consolidated versions of the Directive 2005/36/EC. One of the most important elements is finding out how to get your qualifications recognised in the 'host' country and also whether the profession is regulated or not.

5 Regulated professions The regulated professions are those professions that are restricted to persons holding certain qualifications (lawyers, accountants, teachers, engineers, paramedics, doctors, dentists, veterinary surgeons, pharmacists, and architects, for example). In some of these professions, a list of recognised and equivalent qualifications has been established. Non-regulated professions In some other professions only the employer decides if a candidate will be able to do the job. The equivalence is judged on a case-by-case basis, taking into account the course length and content. In this case, you may start practicing as s i oon as you get a job, but you must observe any necessary procedures applicable to that profession in the host country - which may be different from what you are used to. A Recommendation establishing the European Qualifications Framework for lifelong learning (EQF) was formally co-signed in April 2008 by the European Parliament and the Council. The European Qualifications Framework (EQF) acts as a translation device to make national qualifications more readable across Europe, promoting workers' and learners' mobility between countries and facilitating their lifelong learning. From 2012, all new qualifications should bear a reference to the EQF, so that employers and institutions can identify a candidate's skills knowledge, skills or competences. Find out more about the recognition of academic qualifications - see the 'NARIC' link, within 'Related topics' in the section "Are you a graduate?" and the EQF section on the Europa portal. (

6 B) TO FIND A JOB IN GREECE To find a job in Greece Labour Intermediation Model The Manpower Employment Organisation (OAED) is the main player in the field of employment. It has employment promotion centres (EPC or EPC2) and personnel throughout Greece to which unemployed people can go to find employment and receive guidance, and also operates active employment, self-employment and retraining programmes to improve the qualifications of unemployed people. The first Employment Offices established in September 1922 were the forerunners of The National Labour Force Employment Organisation- OAED. However, neither were these governed by a legislative operating framework nor did they have any guaranteed resources. In 1955, the Organization of Employment and Unemployment Insurance (OAAA) was founded by Legislative Decree 2961/54 as a legal entity of public law subject to the Ministry of Labour. In 1969, with Legislative Decree 212/69, OAAA was replaced by the newly founded Greek Manpower Employment Organization (OAED). Within this new organization, there were new Employment Offices operating according to standards that were quite innovative for the time (Royal Decree 405/ ). In 1966, Law 2434/96 defined OAED as the National Employment Entity and established the tripartite character of its Administrative Board s composition (government and social partners). Whereas, chronic OAED inefficiencies had created a need for private employment agencies in the market, which were eventually introduced in Whereas, chronic OAED inefficiencies had created a need for private employment agencies in the market, which were eventually introduced in According to the Law 2639/1998, a natural or legal person could constitute a Private Consultancy Agency (I.G.S.E.) on the finding for the employer certain categories of jobs to foreigners and Greeks. The I.G.S.E. could mediate in finding work related to particular jobs such as artists, supervisors, accountants or tax agents, cleaning staff, workers in construction and technicians, guides, models, exclusive nurses, and domestic staff. The term private employment agency means any natural or legal person, which provides one or more of the following labour market services: 1. Services for matching offers and applications for employment, without the private employment agency becoming a party to the contracting relationships which may arise therefrom; 2. Other services relating to jobseeking, determined by the competent authority. 3. The jobseekers includes term workers. 4. The term processing of personal data of workers means the collection, storage, combination, communication or any other use of information related to a jobseeker. In Greece the Private Service is divided into two forms of Agencies. The activity of Private Employment Agencies [Intermediaries for Job Placement] thereafter, (I.G.E.E.), is to intermediate for the finding of staff and its placement to a job (bound by a dependent working relationship). Scope of Employment Agencies and their branches is the mediation to conclude employment contracts between employers and job seekers who are resident or citizen of an EU member- state, legal residents or citizens of third countries in Greece with

7 access to employment, provided that for specific qualifications a different way of promoting employment or no specific skills are required by the applicable provisions. Also, private employment agencies may engage in the activity of counseling and guidance in accordance with the terms and conditions set out in the relevant articles. The work placement through I.G.E.E. is of no charge for job seekers. Τemporary Working Agency (EPA) is that which has as its object the provision of labor activity of employees to another employer (indirect employer) in the form of temporary employment. The EPA cannot conduct any other activity. Exceptionally they can exercise a) mediation to job placement for which an announcement has been made in the Employment Directorate of the Ministry of Labour, Social Security and Welfare, b) assessment and training or human resources in accordance with the regulations c) counseling and guidance in accordance with the regulations. University Career Offices also have been created in 1992, a year earlier than the decision by the European Union for funding similar offices. The main objectives of the University Career Offices is to monitor the trends and the needs of the labour market, in order to adapt the curriculum, link the educational and scientific academy with enterprises providing correct and valid information and update and contribute to finding jobs at the alumni of the University. They mostly act as consultative offices in the Greek Labour Market and they are monitored by the Ministry of Education. All forms of intermediary agencies, prívate and public must provide their services according to the Consitutional Principles. These are : The Principle of Equal Treatment in Access to Employment and no Discrimination. In accordance with Article 4 of Law 3304/2005 that adopts the Article 3 of the Racial Equality Directive and Employment Equality Directive, the implementation of the principle of equal treatment irrespective racial or ethnic origin, religion or belief, disability, age or sexual orientation is monitored. This law is applied to all persons in both the public and private sectors on a) conditions for access to employment and employment in general, b) access in all types and at all levels of vocational guidance, vocational training, and professional orientation to include practical work experience, c) terms and conditions of employment d) membership and involvement in an organization of workers or of any organization whose members carry on a particular profession e) social protection, including social security and health care, f) social benefits, g) education. The Protection of Personal Data and Privacy of Individuals. They must comply with the provisions of Law 2472/1997 (and 3471/2006 on electronic communications) and in particular: Collect personal data fairly and lawfully. 1. Necessary to process personal data only for / their purpose / s have disclosed. To ensure the data is accurate and current. 2. To retain data only for the duration necessary to achieve the purposes of collection and processing. 3. Choose to perform the processing persons with relevant professional qualifications providing sufficient guarantees in terms of technical expertise and personal integrity to ensure privacy. 4. Take appropriate organizational and technical measures for data security and protection against accidental or unlawful destruction or accidental loss, alteration, unauthorized disclosure or access and any other form of unlawful processing. 5. If the treatment is carried out on behalf of the responsible person not dependent upon them to perform the relevant assignment writing.

8 6. To respect the rights of information, access and objection subjects. Be consistent with the obligations towards the Hellenic Data Protection Authority (notification, download license). 7. Be informed of the decisions, directives and recommendations of the Hellenic Data Protection Authority concerning them. Labour Intermediation Model Regulation The Greek Labour Force Employment Organisation (OAED), supervised and (partly) funded by the Ministry of Labour, Social Insurance, and Welfare is a central player in labour policy implementation. It is directed by its Governor and Administrative Board. The Administrative Board s composition is based on the principle of tripartite representation, since, not only state bodies but also employer and employee associations participate in it, as representatives of the social partners. OAED consists of its Central Administration, seven Regional Directorates, the network of local Public Employment Services (PES) also known as Employment Promotion Centres (KPA2), and its educational units (EPAS, IEK and KEK). Its mandate is to match labour supply and demand and implement employment policy. The unemployed must register at their Local Employment Office and employers willing to hire may contact the Employment Office (Law BD 2556/1953). OAED thus not only pays the unemployment allowances but also acts as an employment agency. The organisation manages large amounts of EU funding (structural funds, Community Support Frameworks); it also pays out benefits and social security allowances or subsidies for the creation of new jobs in the private sector. OAED provides guidance and information to the unemployed on job placements and training issues. It also provides vocational training in its own vocational training centres. OAED has between 3500 and 4000 employees and a budget of about 1 billion Euros. The regional offices are executive bodies consisting of Regional Directorates, Prefectural Offices and local offices. There are local offices in every municipality of more than 3000 inhabitants. The unemployed in municipalities with less than 3000 inhabitants, are registered at the local Town Hall. Vocational Training of the manpower will undoubtfully contribute not only in the restoration of a high level of employment, but also in the strengthening of the economic activity and the improvement of the competitiveness. In 2001, OAED took its contemporary form (Law 2956/2001) and established its local Employment Promotion Centres (KPA) as new and innovative Employment Services that replaced the former Placement Offices. In 2003, following operating principles similar to those applied in the private sector economy, the Special KPA Service was established with the aim of coordinating the organization and operation of the local PES/KPA (Law 3144/2003). In 2006, the KPA were renamed KPA2 (Law 3518/2006) and evolved into one-stop-shops (focusing on employment to promotion and benefit policies). According to the Law 2639/1998, for the first time in Greece a natural or legal person could create a Private Consultancy Agency (I.G.S.E.) with the aim of finding for the employer certain categories of jobs to foreigners and Greeks. The I.G.S.E. mediate in finding work related to particular jobs such as artists, supervisors, accountants or tax agents, cleaning staff, workers in construction and technicians, guides, models, exclusive nurses, and domestic staff. By the Presidential Decree 160/1999 were defined: 1. explicitly all the categories of jobs for which private offices could operate,

9 2. the terms and conditions for their formation, 3. their certification documents and other information required regarding the whole operation process, 4. the terms and conditions, and the procedure for taking the special approval permit, 5. cases which can revoke the license approval and the required procedure for revocation, 6. their commission and the method of payment. With the same presidential decree were defined: (A) the specifications for the establishment of private consultancy agencies, (b) the terms, conditions, specifications, required documents, the reasons and the process of authorization and the process of withdrawal their operation, (c) administrative penalties in case of violation of the law. Law 2956/2001 on the Restructuring of the Labour Force Employment Organisation (OAED) tried to upgrade the services offered by the Public Employment Services, by pushing forward the drastic restructuring of PES. It aimed at making policy implementation more effective, rationalising management through the creation of subsidiaries and improving the terms and conditions of the flexible workforce and it also regulated: the establishment and operation of Temporary Employment Agencies (EPA) and the terms and conditions of temporary agency workers. The legislative framework of the Private Employment Services (Private Employment Agencies (IGEE) and Temporary Employment Agencies (EPA) is revised by simplifying the necessary conditions and procedures concerning their establishment and by reducing the administrative costs. Thus private employment services which will promote employment and reduce unemployment levels are facilitated. (Law 4052/2012 as it was amended by the law 4093/2012). Until 2/07/2011, in order to engage in this particular activity the granting of a license to set up and operate an I.G.E.E. was required, in accordance with specific terms and conditions. From 2/07/2011 and onwards, with the national law 3919/2011 regarding the principle of freedom in practicing professions and the abolishment of unjustified constraints in accessing and practicing a profession the administrative license that was issued for the operation of a private employment agency is abolished. Nowadays, the service providers that wish to operate a Private Employment Agency should notify the Directorate of Employment of Ministry of Labour and Social Security the announcement of practicing the Private Employment Agency s activity. Nonetheless, the applicant should prove that fulfils the specific preconditions and rules of functioning. In this case, the public administration can in three months period-verify if the applicant fulfils the necessary requirements. If the applicant does not meet the necessary criteria, the competent authority can ban the operation of the Employment Agency. Thus, under the spectrum of the new law, the administrative procedure of issuing the necessary license is abolished, though, the specific preconditions and rules of functioning are maintained in order to safeguard the public order, public security and the protection of service recipients. According to this law 4093/2012, the business of private employment agencies and branches involves mediation to conclude employment contracts between employers and job seekers, citizens of a EU Member State or legally residing in Greece by a third country, provided that no specific rules are needed by statute for promoting special professions. Mediation in finding a job is at no cost to the employee. This is charged to the employer on whose behalf mediated I.G.E.E. and the exact commission depends on their agreement.

10 Main Programes in the Labour Intermediation Field and specifically for our target group Young People Starting from the last two months of 2008, OAED has set up and gradually put in place a series of active measures designed to mitigate the effects of the current economic crisis on the labour market. Through these programmes, OAED hoped to assist more than people at a cost exceeding the sum of EUR 1.5 billion. Flexibility in the implementation of the planned interventions is secured by monitoring the short-term economic developments at the regional and sectoral levels and by adjusting actions accordingly. The group of active measures was based on a number of already established actions (notably aid for self-employment, subsidies for wage and salaried employment), as well as on a series of new actions and organisational innovations, including the following. A major new programme bearing the title One start One chance targets young people aged between 16 and 25, who have either dropped out of school or have completed only secondary education and who in addition were never given a chance to work or participate in some form of training. These young people would have the opportunity to acquire professional experience, while at the same time achieving a training certificate in informatics. Services are to be offered within a decentralised framework and in close cooperation with the social partners and local actors. In this respect, the PES network, comprising 121 Centres of Employment Promotion, were gradually being transformed into one-stop shops (Law 3518/2006). Further, OAED planned to commission work relating to active employment measures to accredited institutions, such as social partner organisations, universities, local authorities, non-governmental organizations and firms of the private sector. The main active measures offered to unemployed people by OAED are the New jobs programme (NΘΕ), the aid scheme for self-employment (NEE) and the STAGE programme. The aim of these programmes was, respectively, to help unemployed people secure a temporary job in the private sector, start their own small business or acquire professional experience in public- or private sector jobs. Although these programmes have been running for a long time, they have undergone a noticeable change during the last few years. More specifically, their design has become more focused with respect to target groups, economic sectors and geographical areas. In addition, they are now more closely linked to policy changes, backing, for example, efforts to boost part-time work. Thus it would seem that the current generation of active programmes has moved closer to real needs and hence it is likely that interventions will now have a greater impact in relation to the past. A scheme of the New Job Programme targets young unemployed people (up to 30 years of age) with at least compulsory education. They can be placed in firms, provided that the latter are small, i.e. they employ less than 50 workers. The programme One start One chance is designed to meet the needs of both employers and unemployed people, by providing skills that are considered as essential for finding a job and by offering certain choices to participants. The design of the new programme has been based on prior research on the problems facing the new labour market entrants on their transition from school to work, and also on the problems facing employers trying to recruit young people. The programme targets young people aged between 16 and 25 who have either dropped out from school or have completed only secondary education and who in addition were never given a chance to work or participate in some form of training. Beneficiaries may choose to participate in one, or more of the three actions envisaged by the programme, namely: achieve a work record achieve a training certificate in informatics, and receive guidance and counselling services.

11 The nightmare of unemployment motivated the government in January 2013, with 20 programs to support employment (seven new and 13 already in place) to mitigate the explosive evolution of the problem. The main objective of the government s "Action Plan" is to reduce youth unemployment, which reached 56.6% last October, giving Greece a dismal European first. The Action Plan is the first comprehensive, complementary and integrated effort of the state to support young age group. The central objective is to promote targeted policies and measures for the development of employment and youth entrepreneurship in two age groups and 25-35, with an emphasis on young people with low qualifications. 1. The Action Plan integrates into a single plan activities and programs of all Operational NSRF programs aimed at young people, sponsored both by the European Social Fund (ESF) and the European Regional Development Fund (ERDF). 2. It takes account of and exploits the proposals of social partners. 3. Includes all the agencies and organizations planning and implementing training policies on education, employment and entrepreneurship. 4. Creates synergies and multiplies effects from the implementation of actions from different ministries.it is based, for the first time, on assessment and evaluation of the existing actions healing thereby weaknesses of the respective actions of the past. The priorities of Action Plan are: To create Jobs for youth according to their qualifications. Strengthening vocational education and training and systems apprenticeship with an emphasis on combination of training and work experience. Further investment in work placements and practice during and after education. Adopt a systematic transition plan from education to work (School-to-work programmes), To support the obtaining the first job experience (combined with mentoring, counseling, training and employment) adapted to the particular characteristics and needs of young people. Strengthening the advisory and professional orientation with emphasis on young unemployed. Strengthening professional orientation career guidance and advisory for entrepreneurship in higher education. Strengthening entrepreneurship in young people, focusing on new /innovative products, services and sectors. Investing in measures aimed at reducing school dropouts. The actions included in the Action Plan have been designed and will be implemented through all the NSRF operational programs aimed at young people, managed by the Ministries of Labour, Social Security and Welfare, Education & Religious Affairs, Culture & Sport, Development, Competitiveness, Infrastructure, Transport and Networks. Total budget includes twenty projects of 600 millions aspiring to provide training and employment opportunities to a total of 350,000 unemployed. The seven programs targeted at young people under 29 years old, have a budget of EUR 390 million and will benefit a total of 63,000 unemployed youths. The main program for young people is the requirement of entry into the labor market. It is addressed to 45,000 young unemployed up to 29 years old. The young people will be educated and then can then be employed on five-month contracts to companies for practical training, while a normal intake of subsidy. The Action Plan attempts are derived due to economic losses from inadequate integration of young people into the economy approaches 2% of Greek GDP. However, it is acknowledged that such programs do not solve the problem, but try to mitigate it. To halt its development. Yet it is agreed that interventions of OAED with the programs contribute to

12 reducing unemployment by 7 to 8 percentage points. The only solution is to develop the economy and to create sustainable jobs. Coordination, management and participation Framework The Public Intermediation Agents in the Labour Market. The operation of OAED is based on the following three pillars: (i) promotion to employment; (ii) unemployment insurance and social protection of maternity and family; (iii) vocational education and training. OAED is the public authority and central structure managing: 1. Active Labour Market Policies (ALMPs) for halting unemployment, promoting employment, and vocational training for both unemployed and employed citizens. 2. Passive Labour Market Policies (PLMPs) concerning unemployment insurance measures (regular unemployment benefit) and other social security benefits and allowances (family allowance, maternity allowance etc.). 3. ALMPs for initial vocational education combined with work practice/traineeship (Apprenticeship system). OAED s main policy axes may be summarized as follows: 1. Employment Promotion through programmes aiming to reduce (a) wage labour costs (b) non-wage labour costs, by subsidizing social security contributions, facilitating transport from and to work, with special emphasis placed on the population groups most severely affected by unemployment, as well as vulnerable population groups. 2. Cooperation with social and local bodies within the framework of local employment programmes, in which the local PES (KPA2) play a central role. 3. Counselling Services. 4. Promotion of employees and employers adaptability in conjunction with employment preservation. 5. Implementation of the Vocational Education Schools (EPAS) Apprenticeship System to the totality of OAED s educational work. 6. Matching of Work Supply and Demand with the support of Employment Counsellors and through the new OAED portal. 7. EURES network for the matching of work supply and demand at European level. The task of OAED is completed by : a) the acquisition or/and improvement of the vocational skills of the manpower through training and its support with employment programmes, so that it will correspond to the continuously changing conditions of the Labour Market and b) the Social Security Benefits and Allowances granted to the social groups that have already been mentioned. The Organisation contributes with the best way possible, to the protection of the citizen's right for employment and social welfare given by the Constitution, contributing to the coexistence of development and social cohesion by taking care for finding the proper work placement for each unemployed person and by delivering Social Security Services to the

13 various groups of population. OAED takes action in the following sectors: the one of vocational guidance of the manpower by its specialized Executives and counselors about the professional alternatives offered, the one of vocational training of the manpower which aims at the: 1. Creation of specialized manpower, 2. Transition from education and Vocational training to the production procedure. OAED s operational programme is structured around three strategic objectives (priorities): the upgrading of OAED s mediation services, ensuring an effective matching of labour demand and supply, the strengthening of active policies and the integration of active and passive policies, and the linking of OAED s actions with priorities for development at the national level. Strategic priorities are, in turn, further elaborated in a number of operational objectives (immediate priorities). In this respect, the upgrading of mediation services is to be served through: the conversion of the PES into one-stop shops; the linking of the PES with the Citizens Service Centres (KEP), structures commonly associated with cutting red tape and efficiency; advances in various ICT applications, which will result the better monitoring of OAED s activities and also in more efficient assistance to clients; the setting up of a EURES-type portal enabling the efficient matching of labour demand and supply; the development of vocational guidance and counselling services; and the linking of OAED s training centres with the PES. Moreover, within the context of managing, monitoring and implementing development programmes funded by the NSRF for the period , the relevant OAED Services have been certified according to the International Standard ISO 9001:2008. In 2011, the Special KPA Service was replaced by the Directorate for the Coordination and Development of the Employment Service Network in the context of the KPA2 becoming one-stop-shops (Law 3996/2011). In the field of individual employment relationships, the so-called stage agreements were introduced for hiring unemployed persons up to 24 years of age, who are registered in the PES (OAED) lists, for a period of up to 12 months. During the term of this agreement, the gross earnings will corresponded to 80% of the unskilled worker s minimum wage, as stipulated by the National General Collective Agreement that is in force at the time. The social security contributions are paid by OAED. At the same time, with the law (3845/2010) the possibility to transform with the consensus of the unemployed person the unemployment benefit into a cheque for reintegration into the labour market. The cheque is received as a subsidy by the employer who hires an unemployed person registered in the OAED lists. After the end of the subsidy and if the employment relationship continues, the enterprise is entitled, for a certain period of time, to a subsidization of part of the social security contributions. Access to notified vacancies is to be free to all interested people irrespective of work status (employed, unemployed and inactive people) through the creation of a EURES-type portal for the better matching of supply and demand for labour. In addition, in running the various programmes, bureaucracy is to be kept to a minimum, utilising for that purpose new technologies. The rules for participation are simple and all applications (by both employers and unemployed people) are to be completed electronically. Also the Portal provides information on the services offered to the

14 subsidized unemployed applicants, for training, to students in the faculties of OAED. The candidate user of the Portal OAED is able to access upgraded and personalized online services like to submit a short CV, online application for participation in training programs, submit an application for electronic download of his Certificate of Unemployment, Subsidize Certificate etc. In the Candidate s Profile, the applicants are informed about the existence of interest on the part of employers or even the existence of suitable jobs for the specialty they're interested through the automatic mechanism matching ads with job resumes. If there is a change of contact information, the applicant is required to update his profile. The user is the only responsible for publishing and updating of curriculum, in order to have updated and accurate information. In any case the user s CV submission automatically turns off after six months from the publication. A few days before disabling the CV, the user will be informed by about the upcoming off. On the other hand, in order the interested companies to gain access to the electronic services provided by the OAED Portal, should enroll in this after visiting the office of the Public Employment (KPA2) in their area with all legal documents of their identity. The company registered in Portal is able to submit a place / s of work, search for job seekers resumes, request further information or to express interest in a job-seeker and submit electronic requests to participate in employment and training programs. OAED does not charges neither the job candidates nor the employers-businesses for its services. The Private Intermediation Agents in the Labour Market. At the current time we have 90 I.G.E.E. in Greece according to the last updated list of Ministry of Labour, Social Security and Welfare. Scope of Employment Agencies (hereinafter I.G.E.E.) and their branches is the mediation to conclude employment contracts between employers and job seekers resident or citizen state - member European Union legal residents or citizens in Greece third countries with access to employment, provided that no specific skills required by the applicable provisions different way of promoting employment. However, the private employment services are not included in calculating the employment rate and the unemployment rate in Greece according to the Greek Statistical Authority. Therefore, we have no special data on the evaluation of the private employment services (I.G.E.E). I.G.E.E. Offers: Provision of information and consultation to job seekers and employers; Analytical information on the job vacancies and qualifications needed; Εvaluation on the qualifications and skills of job seekers via personal interviews; Information on the contracts conducted between the employees and employers and all special rules; Consultation on employment programmes and measures; Consultation on vocational and/or motivational training; Private employment agencies should: 1. Inform migrant workers, as far as possible in their own language or in a language with which they are familiar, of the nature of the position offered and the applicable terms and conditions of employment. 2. Private employment agencies should be prohibited from recording, in files or registers, personal data which are not required for judging the aptitude of applicants for jobs for which they are being or could be considered. 3. Private employment agencies should store the personal data of a worker only for so long as it is justified by the specific purposes for which they have been collected, or so long as the worker wishes to remain on a list of potential job candidates.

15 4. Measures should be taken to ensure that workers have access to all their personal data as processed by automated or electronic systems, or kept in a manual file. These measures should include the right of workers to obtain and examine a copy of any such data and the right to demand that incorrect or incomplete data be deleted or corrected. 5. Unless directly relevant to the requirements of a particular occupation and with the express permission of the worker concerned, private employment agencies should not require, maintain or use information on the medical status of a worker, or use such information to determine the suitability of a worker for employment. Private employment agencies should take measures to promote the utilization of proper, fair and efficient selection methods. Private employment agencies should have properly qualified and trained staff and should not: (a) prevent the user enterprise from hiring an employee of the agency assigned to it; (b) restrict the occupational mobility of an employee; (c) impose penalties on an employee accepting employment in another enterprise. The process of recruitment is initiated with an interview with the employer for the analysis of specific needs of its company and a signing recruitment contract between the agency and the employer. Afterwards, the agency makes a detailed description of the job vacancy and performs the entire recruitment process from selection of candidates to collecting documents, interviewing and testing of qualifications. Most of the times, the employment agencies have their own databases with CVs of job candidates. For evaluating candidates, private employment agencies use advanced methods which are based on a series of specialized parameters which differ depending on the location, professional grade and format or duration of labor. These parameters concern not only the qualifications, skills, knowledge and experience of each candidate but the overall professional personality and the ability to respond successfully to specific tasks and roles. The evaluation process may includes: Telephone interview. Be based on a structured questionnaire in order to determine if a candidate gathers the necessary qualifications to meet a specific job (military service, availability, flexibility of working hours, etc.) Using specialized tools, such as vocational assessment, online personality quiz, scoring in simulation software, language test. Structured personal interview in order to arrive at the earliest possible to safe conclusions about the suitability of a candidate for a particular job or position. Check the recommendations. They should cross- check all the recommendations following this questionnaire in order to verify the data of the candidate, to compare with the findings of the interview and to remove any ambiguities or doubts. From the data gathered in the previous step, private agencies create a candidate profile, emphasizing the strong points and identifying those that need improvement. Their aim is to put joseekers in a working environment that suits them and where they can grow and give their best. The main goal is the correct fit of the candidate with the particular position in the company and especially the direct supervisor. Most of the multinational private agencies make a quality control of the service offered in order to ensure employer s complete satisfaction. For this reason, they follow closely the adaptation and performance of the candidate in his new position, carrying out quality control for a period of at least six months after the placement in employer s company. However, if the employer is not completely satisfied with the choice of candidates most of the companies repeat the process of finding and evaluation.

16 At the OAED there are also Greek EURES (European Employment Services) advisers who speak foreign languages and are specially trained. Their job is to help unemployed people find work in an EU country and to fill the job vacancies made available by employers in the European area. They also provide information and are an intermediary between the unemployed and employers in the framework of the European Employment Network. You can place your details on the EURES website, so that they are available to employers (see Related matters, Links). Unemployed people can also be placed in the labour market by private employment agencies which are authorised by the Ministry of Employment and Social Protection and mediate in finding employment for people in certain professions, in particular for performing artists, supervisors, managers and occupants of positions of trust, accountants and tax experts, cleaners, construction workers, technicians, guides, models, private nurses, staff to look after old people and residential care staff. In addition, the temporary employment agencies find temporary employment for their salaried people with other employers. For office workers and intermediate-level jobs, in particular, the newspapers are important sources of information. Advertisements for managerial and specialist staff are usually both in Greek and English. You will find small advertisement papers and newspapers with employment pull-outs at the kiosks. Some universities organise an annual careers seminar for graduates, at which jobseekers can establish contact with interested employers. You can also ask friends and acquaintances whether they know of an employer who is looking for staff. Recently, there have been numerous websites advertising job postings in Greece on social media (Facebook, LinkedIn, Twitter) as well as online in general. You can join social networks and look for jobs that suit you. If you can, search the websites of companies that you would be interested in working for. There may be staff recruitment announcements. Then, through the EURES portal you have access to relevant workers mobility information, a job search facility and a network of more than 800 EURES Advisers who are waiting to help you. With some services (for example Search for a job") you can access job vacancies in 31 European countries updated in real time. With My EURES service, you can create your CV and make it available to both registered employers and to EURES Advisers helping employers to find suitable candidates. =GR&living= Job applications When applying for a job it is necessary to attach a CV, which must be typed, short, take up two or three pages and provide a clear description of your educational and professional experience. The content of the CV should depend on the job being sought and the specifications set out by the prospective employer. The CV should include personal information, such as your name, address, telephone number, address and nationality, state the subjects studies and provide details of professional experience, with the titles of previous jobs, the particulars of the employers, the length of the employment and the duties carried out. Mention all the skills and knowledge acquired in various fields. Knowledge of foreign languages should also be mentioned, with information about the level of knowledge and the qualifications obtained. The title and duration of any seminars attended should be stated, with

17 mention of the seminar body. Knowledge of computers and other specialised knowledge or certifications can also be stated, as well as personal interests which assist the application and say something about your personality. Two or three addresses of former teachers or employers, with their particulars so that the prospective employer can contact them, can be given at the end of the CV. The CV should be accompanied by a typed letter of no more than one page linking the applicant's professional and educational qualifications with the job. You should sign the letter. Many Greek companies use application forms to replace the CV. These forms are long and detailed. Research the market and find companies you would like to work for. Send them your CV, or deliver the CV in person and ask to see the competent person of the company. State the reasons why you think that you are a suitable candidate. can be an easy way of making =GR&living= Job interviews Getting a job interview with a good company can sometimes be more difficult in Greece since many positions are never advertised or advertised but filled with a candidate with connections. The job market is not a level playing field, but it doesn t mean you shouldn t do your best. Some tips for greek job interviews are available in this article:

18 B) WORKING IN GREECE B1- Working conditions Employment contract Presidential Decree 156/1994, which applies both to employment contracts of indefinite duration and to fixed-term employment contracts or working relationships of a duration exceeding one month, establishes the obligation of the employer to notify the employee of the material terms of the contract or relationship, namely: the identity particulars of the contracting parties (employer and employee); the place at which the work is to be provided, the registered office of the company or the home address of the employer; the employee's post or specialisation, grade or employment category, and the objective of the work; the commencement date of the employment contract, and, if it is a fixed-term contract, its duration; the duration of the paid leave to which the employee is entitled, and the way in which and the times at which it is to be granted; the compensation payable and notice which the employer and the employee must give, in accordance with the legislation in force, in the event of termination of the contract; the earnings of all forms to which the employee is entitled; the duration of the daily and weekly employment of the employee; the collective arrangements which are applicable and the minimum terms of remuneration and employment of the employee. The information must be provided not later than two months after the employee has started work in one of the following ways chosen by the employer: a)in writing in an employment contract, or b) in another document. Failure to provide the employee with one of the abovementioned documents does not invalidate the employment contract, but does result in a fine. Related forms There are other or parallel related forms, in addition to the contract of indefinite duration and the fixed-term contract. These are: the work contract: the contractor is obliged to perform a work and is paid when the work or a part of it is delivered. The contract is dissolved automatically when the work is done; the contract for the provision of independent services. This sort of contract is used when the person providing the service / labour is not subject to the employer's control; the association contract: this is used when a joint benefit is pursued with joint contributions; the representation contract: this is used when the representative acts on the basis of general instructions from the employer, without having to work under the employer's supervision or being tied to regular working hours. Termination of a contract. The employer can dissolve an employment contract of indefinite duration freely at any time, subject to adherence to the legal formalities, by giving notice of termination in writing and paying compensation. The employer can terminate an employee either without notice (extraordinary

19 termination) or with notice (regular termination with notice), in which case the compensation due is reduced by 50%. When compensation due to termination of the employment contract exceeds the earnings of two (2) months, the employer must pay part of the compensation corresponding to the earnings of two (2) months at the time of termination. The remaining amount is paid in bimonthly instalments. However, in the case of a fixed-term employment contract or work contract, there must be an important and justified reason for termination (Article 672 of the Civil Code). An employed person can terminate can terminate a contract of indefinite duration freely at any time and depart voluntarily from his employment. However, he must give the employer notice of termination within the limits prescribed by law. In the case of a fixed-term contract, however, the employed person must be able to adduce an important and justified reason for termination (see the abovementioned Article of the Civil Code). Group terminations are defined as terminations carried out by enterprises or holdings employing more than 20 workers for reason that do not concern the individuals being terminated but any other financial or technical shortcoming of the enterprise. The same provisions that apply to the calculation of compensation also apply to group terminations. It is noted that should the group termination process take place, the law does not stipulate a limit to the number of terminations. The final number of terminations is exclusively the result of negotiations. Moreover, the number of group terminations does not include terminations that concern the individuals being terminated (conduct contrary to contractual obligations, shortcomings, etc.) or voluntary withdrawals. In every case, whether the contract is of indefinite duration or of fixed term, the employer must announce the termination to the competent office of the OAED within eight days or submit it electronically. =GR&living= Regular work schedule Persons under 15 years of age are not allowed to work in industrial premises, unless only the employer's family members work there and the working conditions do not pose a risk to the health and character of those engaged in the employment. During apprenticeship training at vocational schools, trainees work for employers to gain work experience after becoming 16 years of age. The most common form of employment contract is the full-time employment contract of indefinite duration. There are employment contracts of indefinite duration where the duration is not set but is not inferred from the type and purpose of the contract. Part-time employment is somewhat limited, compared with other EU countries. Seasonal employment is common in tourism areas and in occupations directly connected with tourism. Labourers and technicians, especially in the construction and agriculture sectors, are paid a daily wage on a weekly basis. Quite a lot of professional people, such as engineers, work for one employer on the basis of the issue of receipts for the provision of services, rather than receiving a salary. Fixed-term employment contracts are frequently entered into, when it is explicitly or tacitly agreed that the employment is to be for a certain duration (e.g. six months or one year) or until a specified event occurs, or when the duration of the employment is obvious from the type and nature of the work for which the salaried person is being hired (contracts for seasonal work or for the performance of specific tasks). That is to say, when a specific time at which the work will end is explicitly or tacitly agreed.

20 Law 2639 sets out the conditions under which certain types of work can be treated as what are known as atypical forms of employment. These forms of employment are themselves protected by legislation, but they must no conceal a contract for dependent work. The conditions are: 1. the obligation for there to be a written contract; 2. lodging by the employer of a copy of the employment contract on the same day at the competent Labour Inspectorate and the competent OAED branch via electronic submission of these documents at the OAED website. Such forms of work are the provision of services or work for a specified or indefinite period, especially in the case of piecework, teleworking, working from home, etc. Persons who provide their labour solely or mainly to one employer are not included in the category of persons performing atypical forms of work. In addition to the previous information, employment legislation also sets out mandatory rules for all employers that cannot be deviated from. Generally, these rules refer to the: minimum wage, working hours, prohibition of juvenile work, employer's liabili ty in relation to labour accidents, termination of an employment contract. Wages The minimum basic daily wage for an unskilled worker was fixed at EUR and for a person under 25 at on 14/2/2012. The minimum basic monthly salary for an unmarried worker was fixed at EUR Employees are usually paid on a monthly, weekly or daily basis. The employer deducts the compulsory payments of the employee (social security contributions and income tax) before paying the remuneration. The employer pays the social security contributions of the employee to the social insurance bodies, together with the employer's contribution. He also pays any deducted taxes on earnings to the tax office. The employer keeps a detailed record of payroll payments. The employee can obtain a written monthly analysis of his earnings, in order to see the wage or salary amount and the amounts of allowances and deductions. The usual practice is for wages and salaries to be fixed by collective agreement. Employers frequently pay their workers higher remuneration than that required by the collective agreement particularly in the case of skilled workers when there is high labour market demand for a specific specialisation. The collective agreements are negotiated by employers and trade unions. The Ministry of Employment may assist the negotiations. Collective labour agreements lay down minimum wages for most occupations every year (see links). Allowances for family obligations, length of service and experience and unhealthy work (where that is considered to be justified), as well as other allowances relating to the specific requirements of the work, are added on to the basic salary of the collective agreement, which depends on the employee's specialisation and the education level. The collective agreements also fix the payment levels for work in excess of working hours (overtime) and for work on Saturdays, Sundays and public holidays. A number of organisations provide payment in the form of gratuities or other earnings based on results, mainly to managers and people in sales. In cases where there is a risk of a company declaring bankruptcy as a result of the economic crisis a works agreement with lower employee salaries may be entered into.