Welcome to Omnipresent! Our seamless onboarding process is designed to get you up and running smoothly.
Here are some links you might want to check to get started:
Frequently asked questions:
Here is what payroll schedule to anticipate
Employees are paid on the 5th of the following month. You should receive your salary before the end of the work day by 5.00 p.m.
Wondering about your public holidays?
You should always follow the public holidays of the country you're employed in, so please take those days off and rest! Please ensure you always give a heads-up to your line manager in case they're located in a different country.
Your Santo Patrono bank holiday is on 4 October. San Petronio - Saint Patron of Bologna where our entity is located.
Why will employees get 12 and not 14 payments? How many payments will I get?
Italian law provides for an annual 13th month payment in December, and a 14th month payment in June. We will pay the accruals of 13th and 14th pay, monthly to the employees, they will be spread over 12 months. In this way, their monthly salary will be increased for the applicable amount. The same principle is applied in the current contract the employees have with our local team.
What is TFR and why do we need to pay this? Do we pay it also for resignation?
TFR is a mandatory severance equivalent governed by the Collective Bargaining Agreement. Every year, the employer must contribute 7.4% of the annual employee’s salary to a reserve. In Italy, it refers to the end-of-employment benefits or severance pay that employees are entitled to receive upon ending their employment contract. It serves as a form of financial compensation designed to support employees during the transition period when they leave their employment. When an employment relationship ends (due to dismissal, resignation, or retirement), the accrued TFR is paid out to the employee. This is the mandatory pay, as the employee will switch to another end employer. In our current setup, we have been accruing TFR from you on a monthly basis. This means that at the end of employment, the client won't incur additional costs. We will simply pay the employee the amount that has been accumulated to date.
At the beginning of the employment, the employee chooses where to keep TFR funds. If the employee has decided to keep the funds in the company, they will be paid out at the end of the employment with our local team. The employee will start accruing again with his start date with us. If the employee has decided to allocate the money to the government fund with our local team, then the money will stay there, and he can proceed in the same way with us. Once the new contract is signed, the employee will be asked how they wish to allocate their funds.
Is the TFR severance pay subject to tax?
The amount is grossed, it is subject to tax. TFR is taxed with an average rate based on the total income of the last five years of work. This average rate is calculated by dividing the total TFR accrued by the number of years of service, and then applying the progressive IRPEF rates in effect at the time the employment relationship ends.
What happens with my tax relief Rientro dei cervelli / Lavoratori impatriati and which law will apply to me when I move to the new contract?
Your tax relief will be extended to you under the new contract. Our local team will reach out to you once the contract is signed with all the necessary information. The applicable Law for you will be the one active when you came back to Italy (or when they moved to Italy - applicable for non Italians).
Can I sign the contract with Aruba Pec signature?
Yes, Aruba Pec is part of the QES signing process, and you can sign the documents with this method.
What happens if a Bank holiday falls on Sunday?
Employees are entitled to one daily share of salary for each public holiday falling on a Sunday. This is a legal requirement - art. 5(3), Law no. 260/1949. Should employees work on that Sunday, regulations on festive work will apply; the employee may be entitled to compensation for overtime, and will be entitled to either compensatory rest or an additional salary share (on top on the one for the Holiday/Sunday combo, which is due regardless).
I have already done Health & Safety training and Medical visit, why do I need to do it again?
As the employee will move to another employer, the medical visit needs to be done again. The current one is not valid, as it is linked to another employer. This is not the case with H&S training, they are generic and valid for 5 years. If the employee has a certificate for the training done with the old employer, they do not need to do the training again. Once the period of 5 years validity expires, our local partner will reach out and share the information about the training they need to conduct.