Below are some frequently asked questions. In addition, we have our JAM! Support, where we have explained many more issues for both employees and employers. Here are also the answers to all kinds of questions related to MyJAM! Is your answer not among them, or incomplete? Please feel free to contact us!
The challenge of keeping costs under control for hospitality entrepreneurs also means that we will be offering employees more security. We must also jointly focus on retaining the quality employees within your organization. Below is a point-by-point description of what you can expect from us:
JAM! rate for next year cheaper than self-pay.
The cost of JAM! will increase minimally in 2020. Of course, we will discuss the final new rates and associated appointments with you well in advance.
Employees more likely to have indefinite contracts.
There are risks attached to an open-ended contract. After all, what do you do when someone is no longer liked, when the amount of work you have to offer decreases or when an employee falls ill? Then you don’t want to be stuck with long-running contracts. For JAM! the risk is lower. We can redeploy employees on permanent contracts within our network, if necessary. As a result, we are also going to offer employees with whom you, as a customer, want to work for a longer period a permanent contract even before the mandatory three years have passed. We mainly bear the risk and associated costs, while this gives you, the client, something extra to offer in bringing in talent. If an employee gets a permanent contract after a year’s work with you while they have to wait three years for this at their neighbour’s, you can already guess where the preference lies.
Focus on secondment and hiring of staff.
This year will see the launch of the recruitment tool within MyJAM!. This is the first step for us to delve deeper into the acute problem in the hospitality industry: bringing in good staff. In our services, supporting our customers in this regard will be one of the spearheads for the coming years. In this way, we ensure that JAM! customers can realise their growth ambitions and a lack of staff could no longer stand in the way of this.
Increasing employee satisfaction enabling them to work longer with us and our customers.
From within JAM! we are going to make extra efforts to keep employees within your organisation for longer. Think of providing the right guidance professionally but also privately. This includes, for example, the possibility of seeking financial advice or working with a sports mentor. Discounted health insurance will also be an option from next year. We are also working on a loyalty programme for our employees.
In short: we are confident that our clients and their employees will make the most of the new legislation through JAM!.
Payroll legally is something different from secondment. Currently, the law does not distinguish between a payroll employment contract and a secondment employment contract. The WAB does make this distinction and so the payrolling agreement will have a separate status. It means that if JAM! would not play a role in the allocation function – i.e. bringing together labour supply and demand – our employees would be excluded from the ABU collective labour agreement next year. The consequences of this would be:
Through MyJAM!, we will also play an even more active role in the allocation function, allowing our employees to continue working under the ABU collective labour agreement next year. MyJAM! will have the ability to share job vacancies and match them with interested candidates. Thus, a payroll agreement or a secondment agreement will be created when a new employee starts. The choice here is up to you. Of course, your HR Manager within JAM! will advise you in detail on all the pros and cons.
As it stands, the law will come into force on 1 January 2020.
The Wet Arbeidsmarkt in Balans (WAB) is a law designed to ensure that the labour market becomes more balanced and that it becomes more attractive for employers to hire people on a permanent basis.
A new law will repair some of the adverse effects and unachieved goals of the Wet Werk en Zekerheid (Wwz). In this way, the government wants to close the gap that has emerged between permanent and flexitime. The permanent contract will become slightly more flexible as there will be slightly more opportunities to have the contract terminated by the subdistrict court. Flexible contracts are becoming slightly more permanent. In addition, parts of the regulation on transitional compensation, the chain-of-service provision and the unemployment contribution will be readjusted.
From JAM! we view these changes positively. This may seem strange, as part of the law is intended to make flex – and payroll in particular – less attractive. But we actually see benefits in showing the value of our services towards customers and employees. After all, especially in the hospitality industry, staff is by far the most important part of an organisation. Bringing in good employees and retaining them is a top priority. The WAB will ensure that JAM! will provide additional help with this.
If it turns out that you are short of hands in your business, JAM! arrange for these open shifts to be filled. To complement our administrative services, we have our own pool of employees that we can deploy flexibly. Do you need long-term staff? Then we can also recruit employees and hold application rounds.
JAM! also provides payroll in other industries upon request, if required. If you have a business in another industry, it is wise to contact us.
When you switch to JAM! payroll services, we take over both existing and new incoming contracts from you. At JAM!, your employees will get a new contract replacing the current one without any problems. This means that you can easily transfer your current staff to JAM!.
With payroll from JAM! your staff are legally employed by us. Your employees will be paid by JAM! from now on. On the pay slip, your employees will see the JAM! logo. On the shop floor, however, nothing changes; you remain entirely responsible for the executive work yourself.
JAM! chooses the payment moments in accordance with your wishes. By default, we keep the same payment times your organisation has always used or wishes to use. Options include, for example, weekly, fortnightly or monthly remuneration.
When your employees are employed by JAM!, the ABU collective labour agreement will apply: the collective labour agreement for temporary workers.
When one of your employees falls ill, the employee concerned reports it to you and to JAM!. We are responsible for the entire policy in case of illness. Following regular legislation and regulations, we continue to pay your employee and assist him or her with reintegration. So you no longer have to worry about this. The costs of continued payment are for our account.
JAM! services are of interest to any organisation, regardless of the size of its workforce. With the services of JAM! you are assured of the most accurate handling of all your personnel matters. You no longer have to break your head over (changing) regulations and legislation, because JAM! will take this work off your hands. Of course, your employees will always be paid correctly and on a fixed day. For questions and information towards services, you can always get in touch with your personal contact at JAM!.
With payroll, JAM! takes over legal employment from you. Your staff will be on our payroll. Moreover, we take over all risks and administrative responsibilities from you. When outsourcing payroll only, risks and administrative responsibilities remain your own workload.
Payroll means outsourcing the administrative employership. Day-to-day management therefore remains your responsibility. In practice, you share employer responsibility with JAM!. You remain responsible for all operational activities, such as recruitment and selection of personnel, supervision, training, scheduling, etc. You also have to take out your own liability insurance. In return, JAM! takes over the administrative tasks within your organisation and takes care of all the necessary paperwork.
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