Proposal Document

Prepared for

For Aerospace Industry

 Index

1. Introduction

2. Divisions & Locations

3. Disciplines provided by Labourlink

4. Tax Compliance

5. Additional Services

6. Recruitment Screening Process

References
Qualifications

7. Resourcing methods
Attracting new candidates
 Introduction
Labourlink is a permanent and temporary recruitment business specialising in the fields of Aerospace, Maritime
Engineering, Leisure, Logistics, and Industrial staffing solutions.

Our experience, gained over, 10 years has enabled the company to be chosen as a preferred supplier of
contract and permanent staff services to a varied client base and major service companies worldwide as well as
supporting businesses locally by supplying all disciplines of personnel to support their business needs.

Services to clients and contract staff of Labourlink/TCP is supported by:

Experienced staff recruited from related industries. Over 10 years experience in staffing solutions.
An in-house dedicated international resource and recruitment centre.
Bespoke solutions tailored to client requirements.
Global rates database.
An extensive database of CV‟s related to specific industry.
Networked recruitment to allow multi office international recruitment campaigns.
In-house HSEQ department supporting and auditing our global operations.
In-house HR department who provide the group with up-to-date advice and guidance on legislative changes.
Corporate members of the Recruitment and Employment Confederation (REC).
Local in-country recruitment operations
Visa and work permit arrangements (Fast track work permit (4 at 6 weeks in the Netherlands)
Assistance with local registrations local authorities, utilities etc)
International Logistics Services (Accommodation, local transportation, security, etc)
 Divisions &
Locations

Where we operate? Logistics Aerospace Industrial

1. Ireland
2. Spain
3. Germany
4. France
5. The Netherlands
6. Denmark
7. Sweden
8. Norway
9. Finland
10. Belgium Leisure Maritime Engineering
11. Luxembourg
12. United Kingdom

If needed we can also

support in the Middle
East
 Tax Compliance
With the tightening of tax, social security and employment issues the home country.
across Europe, contract recruitment agencies are under increasing
pressure to ensure that the contractors they supply are fully An individual will normally be tax resident in his own country unless
compliant with local regulations and as a consequence will not create he has applied to be taxed where he is working. Clients will require
liability for their clients or indeed for themselves. confirmation that the correct amount of tax is being deducted and
The issue of compliance needs to be addressed from the perspective paid over to the authorities and that the individual is correctly socially
of both the end client and the agency. Let us first look at the effect of insured.
non-compliance on the end client. Clients across the E.U. have to
face up to a tightening of existing regulations. E.U. governments What could the consequences be for the end client should the tax
have recognised the enormous amount of potential income within the and social security authorities investigate them and it is found that
contracting sector that has in the past been overlooked. their contractors have not been employed in a compliant way ?

Clients are being visited more frequently with a greater emphasis on Penalties vary from country to country but in general the contractor
compliance than previously was the case. During these visits, the will be deemed to be an employee of the end client. All payments
authorities audit clients‟ records to ensure that all wage tax and social made to the agency for the services of the contractor would be
security premiums have been correctly withheld and paid over to the considered as net payments. These payments would be grossed up
authorities. These audits often encompass not only current but also to calculate the amount of tax and social security that should have
past contractors, some going back as long as five years. been paid.

The results can raise several potential issues: These costs, together with fines, which can be as much as double
Who is employing the contractor? Are the contractors employed in a the liability would then become payable by the Client. This can
compliant way with regards to wage tax, social security etc.? Are they generate a liability of up to three and a half times a contractor’s rate
perceived to be in “deemed” employment? Is a work permit required? per month in Belgium and up to two and a half times in The
For example, all non-E.U. nationals require a work permit. (In Netherlands. By way of illustration a contractor billed out at €60 per
addition older EU member countries in regard to citizens of the newer hour, could over a six month period, generate a liability of around
EU member states often still require work permits). If the contractor is €200,000 in Belgium and €140,000 in The Netherlands.
not paying the correct tax in the correct place at the correct time
there will be a wage tax liability. The consequences of non-compliance for the end client are obviously
severe. The commercial risk for Labourlink is clear. That is why
Where is the contractor paying social security contributions? Labourlink is working very close with TCP-Group
E.U. nationals are required to pay social security contributions in the (www.TCPsolutions.com).
country in which they are working unless they have a continuing
liability to pay, and are paying, social security contributions in their
home country. An E101 certificate confirms the continuing liability in
 Additional
Services
Labourlink's supply partner TCP, has extensive experience in providing totally compliant payroll solutions throughout
Europe. Each solution is tailored to and complies fully with the relevant employment and tax law in each country. In
addition, TCP can offer payroll outsourcing facilities to potential 2nd and 3rd tier suppliers.

In addition to its own payroll, TCP can offer the following additional services

Payroll outsourcing
TCP‟s staff have hands-on payroll experience relevant to each country in which they operate. Payroll software
specific to each country is used to ensure accurate calculations and acceptable reporting formats for the relevant
authorities. TCP also employs native speakers to run the payroll to ensure effective communication and current
knowledge of local requirements.

Back office financial administration

TCP has a dedicated team of accounts personnel ready to manage part or all of a company‟s back office
administration. Services can be tailored to suit each company and include; accounts payable; accounts receivable;
payroll; company and wage tax returns; credit control; etc.

Company set up and registration

TCP‟s experienced professionals can provide advice and assistance to those organizations wishing to form a
permanent establishment in a foreign country. This includes the preparation of applications; company documentation
and translation services where required.

Compliance audits
TCP has conducted audit services for a number of large organizations in several countries throughout Europe.
Compliance audits can be conducted on a company‟s own staff as well as any contracted staff that may have a
regular presence at the Company‟s site.

Virtual office facilities

Available to those companies that have established a presence in a foreign country but do not want a permanently
staffed facility. TCP has several offices throughout Europe and these facilities can also be used as a temporary
facility whilst a newly registered company establishes itself.
 Disciplines
Provided

Labourlink Aerospace covers the following areas of expertise:

EASA part 66 Licensed engineers Support Staff
Technicians (components) Design Engineers
Trades Stress Engineers
Quality assurance Sheet metal workers (maintenance or/and
Project management production)
Ground Handling Composite workers (maintenance or/and
Purchasing production)
Operational Personnel

Labourlink aslo covers the following areas of expertise:

Administration Import/Export
Secretarial / PA Purchasing
Receptionists Logistics
Human Resources Management
Technical Control Executive
Document Control IT
Customer Services
Call Centre
Accountancy
 Recruitment
Screening Process
Labourlink UK „s fully integrated network linked Search & Selection facility enables efficient and accurate
identification of suitably qualified personnel to provide to our clients. The extensive worldwide resourcing
capability gives Labourlink a unique and unparalleled reservoir of candidates to satisfy our clients current
and future resourcing requirements.

Labourlink‟s experienced recruitment teams carry out rigorous and extensive search and checks to identify
suitable candidates available from our networked database, contracting each candidate to ensure they
understand the job function and to confirm they are the best match fot the job description and person
specification. Face to face interviewing where possible is always carried out. Only then would our
recruitment team submit suitably experienced and qualified candidates to our clients for consideration.

Al our UK based recruitment staff are qualified to at least membership level in the Recruitment and
Employment Confederation (REC).

All of Labourlink„s recruitment procedures, policies and process flowcharts are, on this moment, being
prepared to be accredited for ISO 9001:2000.
 Recruitment
Screening Process
References
Labourlink take up two work references on all contract
staff prior to their details being submitted for any
position.
Labourlink will verify any written references received
from previous employers to confirm their authenticity. If
written references are not available Labourlink will
approach the two contact names provided by the
contract staff and send a reference request form to them
to complete and return to Labourlink. Areas covered in
the reference request form are as follows:
• Confirmation of position Held
• Confirmation of Dates employed
• Reason for leaving
• Reliability
• Motivation / initiative
• Verbal and written communication
• Attention to detail
• Work under pressure
• Integrity
• Responsibility
• Teamwork
• Would the employer Re-Hire contract Staff.
Evidence of these requests and the returned references
are shown in the contract staff‟s attachments on
Labourlink‟s networked database and held in heir
manual personal file.
Qualifications
As part of Labourlink‟s screening process each contract
staff will be required to provide original evidence of
qualifications and training to the Labourlink Recruitment
Consultant.
All post schooling qualifications are verified by
Labourlink with the issuing body/authority to confirm
authenticity. Copies will be taken electronically
(Scanned) and entered onto Labourlink‟s networked
database as an attachment within their own document
library. Paper copies will also be taken as documented
proof and held in a manual filing system. All contract
staff who have been placed by Labourlink will
automatically have their records updated by our
Recruitment Administrators.
Non-contracted candidates registered on the database
will be invited to provide regular updates on newly
acquired skills, training and qualifications in order to
maintain the „up-to-date‟ status of their personnel
records. Updates will only be accepted with original
evidence.
 Resourcing
Methods
Attracting New Candidates

Labourlink uses various tried and tested methods of attracting new candidates to register. Some of these
methods are as follows:

Labourlink very own interactive websites – www.labourlink.nl and www.labourlink.eu.

Regular local, National and International advertising campaigns in press and specialist industry
publications.

Head hunting.

University Campaigns.

Recommendations.

Local, National and International Sponsorships of a number of sporting events.

We believe this makes Labourlink the partner of choice

Bas Driesen
Account manager

Labourlink BV
Pelikaanweg 43
1118 DT Schiphol

 +31 (0)6 525 926 35 |  +31 (0)20 65 33 313

+31 (0)20 65 33 443 |  basdriesen@labourlink.nl
 www.labourlink.nl