Switzerland: Stellenmeldepflicht – Folgen für Arbeitgeber

Last Updated: 4 May 2018
Article by Vera Lavvas and Katrin Henzi

Die Revision des Bundesgesetzes über die Ausländerinnen und Ausländer (AuG) tritt am 1. Juli 2018 in Kraft. In diesem Newsletter wird die wichtigste Änderung, die Stellenmeldepflicht, kurz erklärt.

I. RECHTLICHE GRUNDLAGEN

Am 9. Februar 2014 wurde die Masseneinwande-rungsinitiative (MEI), welche durch die Einführung von Art. 121a der Bundesverfassung eine Änderung der Schweizerischen Einwanderungspolitik beab-sichtigte, durch das Schweizer Volk angenommen. Die Initiative sah vor, dass Bundesrat und Parlament ein neues Zulassungssystem für alle Ausländerin-nen und Ausländer einführen, welches die Zuwan-derung durch Höchstzahlen und Kontingente steuert (und den einheimischen Arbeitskräften Vorrang einräumt).

Am 16. Dezember 2016 verabschiedete das Parla-ment die Revision des Bundesgesetzes über die Ausländerinnen und Ausländer (AuG) zur Umset-zung von Art. 121a der Bundesverfassung. Im Sommer 2017 fand auf Grund eines ersten ausge-arbeiteten Entwurfes das Vernehmlassungsverfah-ren zu den Änderungen der relevanten Verordnun-gen (Verordnung über die Arbeitsvermittlung und den Personalverleih [AVV] und Verordnung über Zulassung, Aufenthalt und Erwerbstätigkeit [VZAE]) unter Mitwirkung verschiedener Interessengruppen statt. Schliesslich verabschiedete der Bundesrat die geänderten Verordnungen unter Berücksichtigung der Ergebnisse des Vernehmlassungsverfahrens. Die grösste Änderung ist die Einführung der Stel-lenmeldepflicht, welche ab 1. Juli 2018 in Kraft tre-ten wird.

II. INHALT DER STELLENMELDE-PFLICHT

Die Stellenmeldepflicht soll dazu dienen, den in der Schweiz bei einem Regionalen Arbeitsvermittlungs-zentrum (RAV) gemeldeten Arbeitsuchenden den Vorrang gegenüber anderen nicht arbeitsuchenden Personen zu gewähren und somit das bereits in der Schweiz vorhandene Arbeitspotenzial auszuschöp-fen. Damit wird die Stellenmeldepflicht einen Ein-fluss auf alle Schweizer Unternehmen haben, die eine freie Stelle im Betrieb (in der Schweiz) haben.

Jede Position innerhalb des Unternehmens muss nach der "Schweizerischen Berufsnomenklatur 2000 (SBN 2000)" klassifiziert werden. Wichtig dabei ist nicht der Titel der Position, welchen der zukünftige Arbeitnehmer haben wird, sondern die Aufgaben, welche in seine Zuständigkeit fallen. Somit muss jede Stelle eines Unternehmens einen im Voraus definierten Aufgabenbereich haben. Diese Klassifi-zierungen und Aufgabenbestimmungen dienen dazu, dass die offene Position mühelos einer Be-rufsgruppe der vom SECO herausgegebenen Liste «Die Lage auf dem Arbeitsmarkt» zugeordnet wer-den kann. Die regelmässig vom SECO herausgege-bene Liste gibt Auskunft über die Arbeitslosenquote der jeweiligen Berufsgruppen in der Schweiz.

Sobald die Arbeitslosenquote in der Schweiz in einer Berufsgruppe einen definierten Schwellenwert erreicht oder überschreitet, ist das Unternehmen verpflichtet, eine Meldung der jeweiligen freien Stelle an das RAV zu tätigen.

Gemäss Verordnung über die Arbeitsvermittlung und den Personalverleih (AVV) wird eine Arbeitslosen-quotenschwelle von 8% ab 1. Juli 2018 und ab 1. Januar 2020 von 5% gelten, ab welcher die Stel-lenmeldepflicht greift. Diese Abstufung dient dazu, dass sowohl die Unternehmen als auch die RAV die notwendigen Anpassungen an ihren internen Pro-zessen vornehmen können.

III. VERFAHREN

Nach der Meldung ans RAV wird die Stellenaus-schreibung für einen Zeitraum von fünf Arbeitstagen ausschliesslich für die beim RAV registrierten Ar-beitsuchenden und Beamten des RAV selbst zu-gänglich sein. Während dieser Zeit herrscht ein öffentliches Publikationsverbot für die gemeldete Stelle. Gleichzeitig, innerhalb von drei Arbeitstagen, muss das RAV geeignete Dossiers an den rekrutie-renden Arbeitgeber liefern. Der rekrutierende Arbeit-geber muss geeignete Stellensuchende zu einem Vorstellungsgespräch oder einer Eignungsprüfung einladen und das RAV über das Ergebnis informie-ren. Auch bei einer Ablehnung muss eine Rückmel-dung ans RAV erfolgen, diese muss jedoch nicht begründet werden.

Nach dem während fünf Arbeitstagen geltenden Publikationsverbot darf die Stelle wie bis anhin auf öffentlichen Portalen ausgeschrieben und das Aus-wahlverfahren wie bislang vorangetrieben werden.

IV. SANKTIONEN

Gemäss Art. 117a AuG drohen Bussen bis zu CHF 40'000, wenn die Stellenmeldepflicht oder die Pflicht zur Durchführung eines Bewerbungsgesprä-ches oder einer Eignungsabklärung vorsätzlich verletzt werden. Wird die Handlung fahrlässig be-gangen, droht eine Busse bis zu CHF 20'000.

V. FAZIT

Mit der Stellenmeldepflicht wird sich der Rekrutie-rungs- und Einstellungsprozess von neuen Arbeit-nehmern ändern und gleichzeitig werden die Anfor-derungen an die Stellenausschreibungen erhöht. Somit müssen nun die Unternehmen jede freie oder freiwerdende Stelle in eine Berufsgruppe einteilen um zu überprüfen, ob diese Berufsgruppe der Stel-lenmeldepflicht unterliegt. Falls die zu besetzende Stelle der Stellenmeldepflicht unterliegt, muss das oben erwähnte besondere Vorgehen angewendet werden. Falls die zu besetzende Stelle nicht der Stellenmeldepflicht unterliegt, kann wie bis anhin vorgegangen werden.

Zu betonen ist, dass im Falle von Drittstaatsangehö-rigen die Stellenmeldepflicht nicht den Inländervor-rang (Art. 21 AuG) ersetzt. Darüber hinaus ist die Stellenmeldepflicht auf Entsendungen nicht an-wendbar.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

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