2% booking fee for people with disabilities

1.- Hiring people with disabilities (at least 2% of the company's workforce)

2.- Carrying out the alternative measures authorized by the Public Employment Service, prior administrative authorization for situations of exceptionality.

From this obligation to hire personnel with disabilities, exceptionally, companies may be exempted in which a series of exceptional cases:

1. When the company needs personnel and places an offer in the Public Employment Service of the Community of Madrid, or in the authorized Placement Agencies, and these cannot attend to the job offers for personnel with disabilities presented by the company, after having carried out all the necessary intermediation procedures, or they are the ones who renounce this offer*.

2. When companies prove the existence of organizational, productive, technical or economic reasons that seriously hinder the incorporation of people with disabilities to your templates.

*Once completed, without success, the management of the offer will request "exceptionality".

You can access the application form through this link

The companies that have obtained the declaration of exceptionality and the favorable resolution to apply the proposed alternative measure, will have a term of three months, counting from the notification of the administrative resolution, to formalize the contracts or make the donation or sponsorship action effective.

Once the contract has been made or the donation has been formalized, and within a month, the Subdirectorate General for Labor Integration must be informed of the start of alternative measure by submitting Annex IV and a copy of the necessary documentation.

Once the "exceptionality" has been authorized for a company, it will have a maximum duration of three years (From the moment of the notification of the resolution that authorizes it).

When the circumstances of the company change, such as the increase or decrease of the staff in the workforce, the hiring of people with disabilities or any other circumstance that affects their compliance with the 2% quota and, therefore, with the alternative measure authorized, MODIFICATION of the exceptionality must be requested approved (using the same form as for the initial application and providing the relevant documents).

Likewise, a modification will be requested in the case of wanting to vary the approved Alternative Measure.

Within 12 months after the start of the alternative measure, the company will have to send supporting documentation of compliance of the authorized measure, as will be indicated in the Resolution that authorizes the Exceptionality.

In the case of not receiving this annual justification or, if it does not comply with the alternative measure approved, it will be considered which has been non-compliance with the exception.

Companies (with 50 or more employees) that have people with disabilities hired, must notify it within the first quarter of each year in order to comply with the obligation contemplated in the Article 5 of Royal Decree 1451/1983, of May 11, which regulates selective employment or measures to promote employment among disabled workers.

1.- The communication will be made through "Model for the presentation of writings and communications", which will have the following "Subject": "NOTIFICATION OF STAFF WITH DISABILITIES OF COMPANIES WITH MORE THAN 50 WORKERS (Art.5 RD 1451/1983)" - additional documentation may be attached to the form if necessary-.

DIRECT TO:  General Subdirectorate of Employment Offices and Employer Services. General Directorate of the Public Employment Service. Ministry of Economy, Finance and Employment. (c/ Vía Lusitana, 21; 3rd floor- 28025 Madrid)

DATA THAT SHOULD CONTAIN:

 1.- Identification data of the company: Name (or business name), NIF, SS registration number, activity, registered office, (include email).

2.- Company representative identification data.

3.- Staff of the company of the year in which the hiring of people with disabilities is reported (average staff).

4.-Communicate:

- List of jobs held by personnel with disabilities: job title, type and degree of disability of the worker and contract period.

- List of jobs likely to be occupied by people with disabilities.