For Nurses

General Terms and Conditions (GTC)

Status: October 2024

the Alfa Personnel Care GmbHHamburg Local Court, registration number: HRB 17687 (hereinafter referred to as the "Company"): Recruiter) Stresemannstraße 29, 22769 Hamburg
Managing Director: Steffen Nitscher

Introduction

Alfa Personnel Care stands for a demand- and customer-oriented, high-quality and sustainable placement and integration service of foreign nursing staff for organisations in the German-speaking healthcare sector. The focus of our efforts to continuously improve our services is on our customers, i.e. both the foreign nursing staff and the organisations in the German-speaking healthcare sector. We have made it our mission to fulfil their needs in the best possible way.

§ 1 General

  1. Orders from customers (hereinafter: clients) to the recruitment agency for the
    provision of recruitment services shall be executed in accordance with these General Terms and Conditions. The General Terms and Conditions shall apply for the entire duration of the business relationship, even if payment is made by third parties.
  2. These General Terms and Conditions shall apply exclusively. General terms and conditions of the client shall only apply insofar as the recruiter has expressly agreed to them in writing.
  3. The General Terms and Conditions shall remain binding in the event that individual provisions are otherwise invalid.

§ 2 Services to the client

  1. The client commissions the recruitment agency with the placement of trainees in the nursing profession as well as foreign nursing staff who can be deployed in Germany on a short-term basis as nursing assistants and, after their qualifications have been recognised, as registered nursing professionals (hereinafter: nursing staff).
  2. The client, as the employer, will conclude an employment contract or training contract directly with the respective carer as an employee. The recruiter is not a party to the employment contract and is not an employer or trainer of the respective caregiver.
  3. The recruiter has notified the competent authority of the professional recruitment pursuant to section 14 sub-section 1 sentence 1 GewO. He/she is also in possession of a certificate from the authority on receipt of the notification pursuant to section 15 sub-section 1 GewO.

§ 3 Services - towards the international nursing staff

  1. The following services are part of the placement process:
    1. German language lessons and classes on German culture in the recruits’ home countries
    2. Specialised training and additional courses offered to candidates in their home countries
    3. Efficient management of administrative tasks and documentation, including exit and entry procedures and recognition of qualifications
    4. Implementation of comprehensive activities aimed at fostering occupational, social and emotional integration for both healthcare staff and employers
    5. Cultural preparation of employers and existing staff
    6. The international skilled worker is free to refuse additional services if they are not directly part of the placement process.

§ 4 General principles for the placement of international nursing staff

The following principles are an integral part of all legal transactions without exception and must be agreed to in writing by the contractual partner.

  1. All arrangements and agreements are always made in writing.
  2. The placement process is free of charge for the international carers.
  3. The economic risk for international nursing staff is limited.
  4. Co-operations, services and costs incurred are transparent for all parties involved.
  5. As the client and customer, Alfa Personnel Care bears overall responsibility for the entire service chain.
  6. The contractual partners commit to fair and ethically acceptable recruitment and placement practices, the principles of which should also apply to the deployment of foreign nursing staff at organisations in the German-speaking healthcare sector. Furthermore, the contracting parties undertake to base their actions on the WHO Global Code of Conduct (which can be found here) for the international recruitment of health professionals and the International Conventions on Human Rights (which can be found here - German), the core labour standards developed by the ILO (International Labor Organization) (which can be found here - German), in particular with regard to the elimination of forced labour, the abolition of child labour and the prohibition of discrimination in respect of employment and occupation, and the 2016 ILO Guidelines on Fair Recruitment (which can be found here - German) and the IRIS standards (which can be found here) from 2019, the Employer Pays Principle (which can be found here) and all international UN human rights treaties; in particular the United Nations Guiding Principles on Business and Human Rights (UN Guiding Principles on Business and Human Rights https://www.undp.org/sites/g/files/zskgke326/files/migration/in/UNGP-Brochure.pdf).
  7. The contractual partners undertake to refrain from using commitment and repayment clauses that are not compatible with the criteria of the "Fair Recruitment Care Germany" seal of approval. In particular, the contractual partners undertake not to enter into employment contracts that contain commitment and repayment obligations relating to the costs of the placement.
  8. The contracting parties are committed to the employer pays principle. This means that under no circumstances may the letters of intent, employment contracts and/or this placement agreement contain provisions on commitment and repayment clauses for international skilled workers that conflict with the framework set out in German labour law. This also applies to any ancillary agreements and/or arrangements that contradict the Employer Pays Principle, should partners or employees violate the Code of Conduct, they will be subject to disciplinary action. If required by law or contract, this may include disclosing the violation to government officials and possibly terminating or not entering into contractual relationships. In accordance with whistleblower protection, Alfa Personnel Care and its business partners confirm that no retaliatory action will be taken against anyone who files a complaint or reports an actual or suspected violation.
  9. If partners or employees violate the Code of Conduct, they will be subject to disciplinary action. If required by law or contract, this may include disclosing the violation to government officials and possibly terminating or not entering into contractual relationships. In accordance with whistleblower protection, Alfa Personnel Care and its business partners confirm that no retaliatory action will be taken against anyone who files a complaint or reports an actual or suspected violation.
  10. If a business partner violates the provisions of the GTC and the declaration of principles, this constitutes a breach of the seal of approval.
  11. Alfa Personnel Care reserves the right to review compliance with these requirements and the declaration of principles by its business partners (general review reservation).
  12. In the event of concrete indications of a violation (such as complaints), Alfa Personnel Care reserves the right to conduct an ad hoc review of its business partners (ad hoc review reservation).
  13. If business partners repeatedly violate the GTC and the declaration of principles, Alfa Personnel Care reserves the right to terminate the contract with the contractual partner. In the event of a first offence, the contractual partner shall be granted a right to rectification within a period of time appropriate to the circumstances.
  14. The client undertakes to submit a written company integration management concept in accordance with the DKF pilot standard with the job offer and ensures its implementation in order to guarantee a qualitative, transparent and fair familiarisation period.

    According to the DKF pilot standard, the integration management concept must include at least the following content:

    • Foreword / Introduction
    • Preparation after recruitment
    • Arrival and the first days
    • Support with relocation management
    • Anchoring integration management structurally
    • Sponsorships and mentoring
    • Organise the recognition process
    • Customise training
    • Accompany team building
    • Expand competences
    • Catching conflicts
    • Enabling social participation
    • Dealing with dismissal and enticement
    • Making the recruiting process transparent
    • Promoting language development
    • Focus on the family

    The respective concept must be submitted to the candidates for the job offer and is considered part of the employment contract.

§ 5 Principles of fairness and transparency in the placement process for the protection of international care professionals

  1. No placement fees are charged to the international carers.
  2. The placement conditions are formulated in the respective lingua franca of the international carer.
  3. The placement conditions must be permissible under German law and also under the local law of the countries of origin from which the international carers come.
  4. In principle, international nursing staff are free to decline the job offer without giving reasons.
  5. International nursing professionals with a qualification acquired abroad have a legally prescribed freedom of choice with regard to the compensation measure to be completed if a recognition notice with conditions has been issued. According to the current legal situation, Section 40 (3) sentence 3 of the Nursing Professions Act states that "[...] the applicant [...] has the right to choose between the knowledge test and the adaptation period.", Section 40 PflBG - individual standard.
  6. No deposits, penalties, security payments or similar may be demanded from international carers as part of the placement process.
  7. With a regulated* If the employment relationship is terminated by the international nursing staff in cases for which the international nursing staff are not responsible, there is no repayment obligation.

    *     A regulated termination exists in the case of (examples): Illness, pregnancy, death in immediate family, no language talent, operational difficulties with recognition procedures, no suitable employer found.
  8. A repayment obligation in the event of premature withdrawal of the international nursing staff from the ongoing language course in the country of origin is only permissible if the withdrawal is due to reasons for which the international nursing staff are responsible.
  9. The repayment amount may only include costs actually incurred for
    • participation in the language course in the country of origin,
    • any payments made to the carer to secure their livelihood while learning the language in their country of origin and
    • The administrative fees for translations, legalisations, visas and equivalence assessments incurred in the country of origin up to the time of departure are included.
  10. International nursing staff are granted a monthly right of cancellation and the option to pay in instalments.
  11. The international nursing professionals are entitled to cancellation and withdrawal in accordance with §§ 346 ff. BGB and § 314 BGB the right of cancellation and withdrawal.
  12. In the following cases of withdrawal, repayment may not be demanded regardless of the fault of the international nursing staff:
    • during the first 50 teaching units
    • if the programme has to be discontinued for health reasons 
    • in the event of pregnancy
    • in the event of force majeure
    • In the event of the loss of a close family member
    • if the company is proven to be in breach of the criteria from the catalogue of requirements for the "Fair Recruitment Care Germany" seal of approval
  13. The DKF information brochure must be presented to the international nursing staff at the latest with the employment contract.
  14. All costs (e.g. language costs) incurred by the employee (the international nursing professional) in relation to the employer's declaration of intent to recruit will be reimbursed by the future employer. The costs can be reimbursed retroactively for up to one year from the date of signing the employment contract. Proof of payment must be provided. Reimbursement takes place from the start of the employment relationship in Germany.

§ 6 Complaints procedure

  1. Definition: Complaint management is the totality of all systematic measures that a company takes in response to complaints and claims from customers relating to the services provided by the company or its vicarious agents. Feedback refers to all criticism, complaints, suggestions, requests, praise and other statements by employees, internal partners, customers, clients or other external parties. Statements about the service processes and information influencing the quality of the services are of particular importance. All points serve Alfa Personnel Care as suggestions for improvement. These are also seen and processed as such by the employee(s).
  2. Goal: Customer satisfaction
    • Turn a dissatisfied customer into a satisfied customer
    • Recommendation by the customer
    • Strengthening customer loyalty and reducing costs by acquiring new customers
    • Referral marketing: satisfied customers pass on their positive experiences to friends and acquaintances
  3. Process optimisation
    • Performance and process improvement
    • Recognising and eliminating product and process defects
    • Innovation management
  4. Service optimisation
    • Image as a customer-friendly and service-orientated company
    • Positive service
  5. Responsibilities
    1. Process:
      • Central Complaints Management Service, Head of Department and Management Board
    2. Realisation:
      • All employees and department heads act as coordinators and supporters
  6. Escalation levels
 

    7. process flow

8. procedure of the employees:
Every employee who accepts personal feedback in the initial contact becomes the owner of this expression of opinion. The employee assumes responsibility for forwarding and processing the feedback.
In particular, accumulations of complaints in one area or subject area should entail extensive documentation.
Caution If an employee receives comments by e-mail, these should be filed and saved in a 'Feedback' folder. This is used for tracking and processing. They must also be forwarded immediately to the complaints management department.
The complaints management employee processes the feedback that

    • Was requested by the employee,
    • The feedback includes,
    • occur frequently in a critical area/topic, or
    • Received as a letter/e-mail.

9. feedback acceptance and deadlines

    1. For personal contact or telephone calls
      • Acceptance of the opinion of the feedback giver
      • Assure the customer that the personal request will be forwarded
      • Direct written report to the complaints management employee
      • Personal feedback to the customer after 48 hours from complaints management
    2. For feedback via e-mail correspondence
      • Complaints are received at Feedback@alfa-care.de
      • Immediate response after 48 hours at the latest
      • Direct response to the customer with a processing time of 5 working days→ Interim notification or result
      • Enable personal consultation with customers
    3. Personal conversation
      • This includes dialogues on site as well as on the phone
      • Active communication of the opinion leader
      • All employees record these and pass them on to the complaints management team
    4. Service concept
      • Employee acts on behalf of the company
      • Inform feedback provider about further procedure → until no further need is expressed/ completion of processing
      • The professional reaction of the employees is a decisive factor in the satisfaction of those involved.
      • The professional response of employees is a key factor in determining the satisfaction of those involved
    5. Online
      • Opinions by e-mail
      • Submission via opinion link
    6. Social media
      • Refer customers to positive feedback
      • Complaints from social media are not subject to any deadlines, but a reference to complaints management is provided in the respective contact boxes
      • If feedback is nevertheless received under the comment function, the employee will send a direct message to the customer with a reference to complaints management
      • Firmly damaging content is then deleted
      • Social media must therefore be checked once a week
    7. Letter
      • Timely processing depends on the mailbox emptying cycle
      • Check immediate processing of complaints in particular

10. processing, response and documentation: The customer is informed about the procedure and the complaint management processes are explained. In general, the response depends on the type of feedback. The feedback is recorded in the Excel spreadsheet "Feedback - Complaint Management". A brief forwarding should be made in writing from the relevant department to the complaints management staff. If necessary and possible, corrective and preventive measures are initiated. Especially if there is an opportunity for improvement and a need for change. As already mentioned under feedback deadlines, the feedback provider will receive feedback within the specified period, provided that the voluntary contact details provided are available. In the case of anonymous feedback, no further research into contact details is carried out for data protection reasons and to ensure anonymity. The professional response of employees is a key factor in determining the satisfaction of those involved. Positive opinions are passed on by the recipient to motivate employees. After 3 months, the feedback provider may be asked again if the opinion given has resulted in a change to the process.

11 Evaluation: All data is collected for at least 6 months and then analysed by the complaints management team. Collected results are presented to the team and management on a fixed date. Costs and benefits are compared, processes are optimised in the long term and tasks can be redistributed.

§ 7 Remuneration

  1. Agreed remunerations are exclusive of the applicable statutory value added tax, unless explicitly agreed otherwise. The remuneration consists of a placement fee per caregiver placed.
  2. The salary or training allowance of the respective caregiver as well as the costs for any necessary professional or accreditation courses and official fees in Germany are not covered by the remuneration. These are to be borne separately by the client.
  3. Even after a recruitment contract has been terminated, the client shall owe the recruitment agency the agreed remuneration upon conclusion of an employment contract between a caregiver proposed by the recruitment agency and the client or a third party.

§ 8 Liability, warranty

  1. Should a caregiver who has been placed not commence his/her activity, the recruiter shall be entitled to offer up to three equivalent caregivers within a period of eight weeks from the actually scheduled commencement of the activity. In this case, the obligation to pay remuneration shall remain in force.
  2. The recruitment agency is not a party to the employment contract between the client and the respective caregiver. The carer is neither a vicarious agent nor an assistant of the recruitment agency. Liability of the recruiter for damages and other obligations of the caregiver arising from his/her activity and breaches of duty by the caregiver towards the client and the facility is therefore excluded.
  3. The exclusion of liability also applies to cases in which the caregiver does not take up his/her activity for reasons for which the recruiter is not responsible. In particular, there is also no liability for delays in starting the activity resulting from the fact that the granting of visas or work permits takes a longer period of time.
  4. The recruiter will check the identity, the professional licence and the professional qualifications of the carer to the best of his/her knowledge and belief. However, the client shall also verify the identity, the professional licence and the professional qualifications of the carer himself/herself before the start of the carer's work.
  5. For damages caused by a grossly negligent breach of duty on the part of the recruiter, his legal representatives or vicarious agents, the recruiter shall be liable in accordance with the statutory provisions only with the proviso that liability shall be limited to the foreseeable damages typical of the contract.
  6. Liability for damages caused by a breach of duty due to simple negligence on the part of the recruiter, his legal representatives or vicarious agents is excluded, unless the breach relates to a material contractual obligation, the fulfilment of which is essential for the proper performance of the contract and on the observance of which the contractual partner relies and may rely (cardinal obligation), in which latter cases liability is limited to typical and foreseeable damages.
  7. The recruiter is not liable for damages resulting from changes in legal or official requirements occurring after the conclusion of the contract.
  8. The above exclusions and limitations of liability also extend to any non-contractual claims and claims for reimbursement of expenses.
  9. In the event of intent and in the event of damage resulting from injury to life, body or health due to an intentional or negligent breach of duty by the recruiter, his legal representatives or vicarious agents, the recruiter shall be liable in accordance with the statutory provisions. This regulation takes precedence over the previous limitations of liability numbers 5 to 8.

§ 9 Payment, due date, offsetting

  1. The remuneration shall be due in full at the time of receipt of the invoice by the client. The client shall be in default without further declaration by the recruiter 14 days after the due date if he has not paid. Cheques shall only be considered as payment when cashed. Bills of exchange shall only be accepted on account of performance and only by agreement and subject to their discountability. Discount charges shall be calculated from the due date of the invoice amount.
  2. The client may only offset undisputed and legally established claims against the recruiter's claims for payment. This restriction on offsetting shall not apply to those claims of the client that are based on his claim for the provision of a defect-free service that is reciprocal to the respective payment claim of the recruiter.

§ 10 Place of fulfilment and jurisdiction

  1. If the client is a merchant, a legal entity under public law, a special fund under public law or is a person who has no general place of jurisdiction in the Federal Republic of Germany, the place of jurisdiction for all disputes arising from the business relationship between the recruiter and the client shall be Hamburg. The recruiter may also sue at the general place of jurisdiction of the client. Mandatory statutory provisions on exclusive places of jurisdiction, e.g. for judicial dunning proceedings, shall remain unaffected by this provision.
  2. The legal relationship between the client and the recruiter shall be governed exclusively by the law of the Federal Republic of Germany.

Office hours:
Mon – Fri: 9:00 a.m. – 5:30 p.m.

Phone: +49 40 450 143 700
Email: contact@alfa-care.de

Alfa Personnel Care
Stresemannstr. 29
22769 Hamburg

Legal | Data Protection | GTCs

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Integration: our key to success!

Choose the services that suit you best from the following modules.
First Integration:
Personal support in the first days of the PK after arrival in Germany by Personnel Care Manager*in:

  • Arrangements with the client regarding the furnishing of the flat
  • If applicable, organisation of the first purchases and the welcome gift
  • Organisation of the transfer to the place of residence or place of work
  • Pick up from the airport
  • Residence registration
  • Opening an account
  • Conclusion of private liability insurance
  • SIM card purchase / mobile phone contract

Personnel Care Management on site (includes initial integration):
The Personnel Care Management (PCM) supports the nursing staff personally on site for up to 12 months and is the contact person in all life situations, e.g.:

  • Establishing contact already in the home country to build the bond
  • Viewing of the flat before arrival (if necessary, internet - choice of provider)
  • Contact person for the integration officer of the client
  • On-site support and organisation of all official issues, medical measures, further training and recognition issues (employer subsidies are the responsibility of the client)
  • Socially relevant issues & social / cultural inclusion (e.g. introducing the region, "country and people", leisure activities)
  • Employer support (including intercultural sensitisation)
  • Orientation at the workplace (incl. contacting the HR department)
  • Orientation in the flat (questions relevant to the flat: e.g. introduction to household appliances, furnishings, cleaning schedule)
  • Mobility (e.g. introduction to public transport, StVO, buying a bicycle)
  • Support for family reunification

Personnel Care Management from the head office:
The Personnel Care Management (PCM) supports the nursing staff in the first 6 - 12 months from the head office and is the contact person in all life situations e.g.:

  • Establishing contact already in the home country to build the bond
  • Contact person for the integration officer of the client
  • Personal welcome on arrival in Germany
  • Support for caregivers via video call, messenger, email and telephone
  • Support and organisation for all official issues
  • Assistance with filling out documents
  • Socially relevant issues
  • Support for family reunification

As of: 1st November 2021
Next revision: 1 November 2023

General Terms and Conditions (GTC) Status: November 2021

the Alfa Personnel Care GmbHRegistered office: Cadenberge, AG Tostedt, HRB 110758
(hereinafter: Recruiter)
Hallerstraße 40, 20146 Hamburg
Managing Directors: Thorsten Meier & Steffen Nitscher

§ 1 General

  1. Orders from customers (hereinafter: clients) to the recruitment agency for the
    provision of recruitment services shall be executed in accordance with these General Terms and Conditions. The General Terms and Conditions shall apply for the entire duration of the business relationship, even if payment is made by third parties.
  2. These General Terms and Conditions shall apply exclusively. General terms and conditions of the client shall only apply insofar as the recruiter has expressly agreed to them in writing.
  3. The General Terms and Conditions shall remain binding in the event that individual provisions are otherwise invalid.

§ 2 Services

  1. The client commissions the recruitment agency with the placement of trainees in the nursing profession as well as foreign nursing staff who can be deployed in Germany on a short-term basis as nursing assistants and, after their qualifications have been recognised, as registered nursing professionals (hereinafter: nursing staff).
  2. The client, as the employer, will conclude an employment contract or training contract directly with the respective carer as an employee. The recruiter is not a party to the employment contract and is not an employer or trainer of the respective caregiver.
  3. The recruiter has notified the competent authority of the professional recruitment pursuant to section 14 sub-section 1 sentence 1 GewO. He/she is also in possession of a certificate from the authority on receipt of the notification pursuant to section 15 sub-section 1 GewO.

§ 3 Remuneration

  1. Agreed remunerations are exclusive of the applicable statutory value added tax, unless explicitly agreed otherwise. The remuneration consists of a placement fee per caregiver placed.
  2. The salary or training allowance of the respective caregiver as well as the costs for any necessary professional or accreditation courses and official fees in Germany are not covered by the remuneration. These are to be borne separately by the client.
  3. Even after a recruitment contract has been terminated, the client shall owe the recruitment agency the agreed remuneration upon conclusion of an employment contract between a caregiver proposed by the recruitment agency and the client or a third party.

§ 4 Liability, Warranty

  1. Should a caregiver who has been placed not commence his/her activity, the recruiter shall be entitled to offer up to three equivalent caregivers within a period of eight weeks from the actually scheduled commencement of the activity. In this case, the obligation to pay remuneration shall remain in force.
  2. The recruitment agency is not a party to the employment contract between the client and the respective caregiver. The carer is neither a vicarious agent nor an assistant of the recruitment agency. Liability of the recruiter for damages and other obligations of the caregiver arising from his/her activity and breaches of duty by the caregiver towards the client and the facility is therefore excluded.
  3. The exclusion of liability also applies to cases in which the caregiver does not take up his/her activity for reasons for which the recruiter is not responsible. In particular, there is also no liability for delays in starting the activity resulting from the fact that the granting of visas or work permits takes a longer period of time.
  4. The recruiter will check the identity, the professional licence and the professional qualifications of the carer to the best of his/her knowledge and belief. However, the client shall also verify the identity, the professional licence and the professional qualifications of the carer himself/herself before the start of the carer's work.
  5. For damages caused by a grossly negligent breach of duty on the part of the recruiter, his legal representatives or vicarious agents, the recruiter shall be liable in accordance with the statutory provisions only with the proviso that liability shall be limited to the foreseeable damages typical of the contract.
  6. Liability for damages caused by a breach of duty due to simple negligence on the part of the recruiter, his legal representatives or vicarious agents is excluded, unless the breach relates to a material contractual obligation, the fulfilment of which is essential for the proper performance of the contract and on the observance of which the contractual partner relies and may rely (cardinal obligation), in which latter cases liability is limited to typical and foreseeable damages.
  7. The recruiter is not liable for damages resulting from changes in legal or official requirements occurring after the conclusion of the contract.
  8. The above exclusions and limitations of liability also extend to any non-contractual claims and claims for reimbursement of expenses.
  9. In the event of intent and in the event of damage resulting from injury to life, body or health due to an intentional or negligent breach of duty by the recruiter, his legal representatives or vicarious agents, the recruiter shall be liable in accordance with the statutory provisions. This regulation takes precedence over the previous limitations of liability numbers 5 to 8.

§ 5 Payment, due date, set-off

  1. The remuneration shall be due in full at the time of receipt of the invoice by the client. The client shall be in default without further declaration by the recruiter 14 days after the due date if he has not paid. Cheques shall only be considered as payment when cashed. Bills of exchange shall only be accepted on account of performance and only by agreement and subject to their discountability. Discount charges shall be calculated from the due date of the invoice amount.
  2. The client may only offset undisputed and legally established claims against the recruiter's claims for payment. This restriction on offsetting shall not apply to those claims of the client that are based on his claim for the provision of a defect-free service that is reciprocal to the respective payment claim of the recruiter.

§ 6 Place of performance and jurisdiction

  1. If the client is a merchant, a legal entity under public law, a special fund under public law or is a person who has no general place of jurisdiction in the Federal Republic of Germany, the place of jurisdiction for all disputes arising from the business relationship between the recruiter and the client shall be Hamburg. The recruiter may also sue at the general place of jurisdiction of the client. Mandatory statutory provisions on exclusive places of jurisdiction, e.g. for judicial dunning proceedings, shall remain unaffected by this provision.
  2. The legal relationship between the client and the recruiter shall be governed exclusively by the law of the Federal Republic of Germany.

The mission statement of our company

The main activities of our company are

  • Placement of foreign nurses with organisations in the German-speaking health sector
  • Integration care for foreign carers

Alfa Personnel Care stands for a demand- and customer-oriented, high-quality and sustainable placement and integration service of foreign care workers for organisations in the German-speaking health sector. Our customers, i.e. both the foreign care workers and the organisations in the German-speaking health sector, are at the centre of our efforts to continuously improve our service. We have set ourselves the task of meeting their needs in the best possible way. In the foreground is our commitment to fair and ethically justifiable recruitment and placement practices, the principles of which should also apply to the deployment of foreign care workers with organisations in the German-speaking health sector. Furthermore, we are committed to basing our actions on the Global Code of Conduct of the WHO (English - German) for the international recruitment of health workers and refer to the International Human Rights Conventions (English - German), the Core Labour Standards developed by the ILO (International Labor Organization) (English - German), in particular regarding the elimination of forced labour, the abolition of child labour and the prohibition of discrimination in respect of employment and occupation. In addition, we explicitly refer to the Guidelines for Fair Recruitment of the ILO from 2016 (English - German) as well as the IRIS Standards (English) from 2019. We are also committed to the Employer Pays Principle (English). We only work with organisations that recognise and comply with the above-mentioned WHO guidelines, ILO, IRIS standards and the Employer Pays Principle.

In our personal contact with our customers, our top priority is to communicate in a friendly, respectful, calm and courteous manner. Our employees represent our company positively in public through their personal appearance and in their behaviour towards our customers and other contact partners. We are cost-conscious and success-oriented in our work. An important aim for our company is the permanent improvement of our services through the use of quality management and through further and advanced training. We actively contribute our competence and expertise by providing advice and information.
We work constructively with our partners and adapt flexibly to the requirements of residence law and individual needs. Our employees work independently with their team in their respective areas of work and responsibility. Transparency, collegiality, openness and humanity are our guiding principles. Each of our employees makes an important contribution to the overall result of our company with their work. We maintain an internal customer philosophy, which means that everyone also considers every colleague as a customer within the company. Only in this way can we fully realise a positive external customer orientation – with the inside working outwards.

Our general goals are satisfied customers and employees as well as social recognition.
In addition, as a signatory of the Charter of Diversity (English - German), we commit ourselves in particular to...

  1. Cultivate an organisational culture characterised by mutual respect and appreciation of each and every individual. We create the conditions to enable superiors and employees alike to recognise, share and live these values. Managers and supervisors have a special obligation in this regard.
  2. Review our HR processes and ensure that they reflect the diverse skills and talents of all staff and our performance aspirations.
  3. Recognise the diversity of society within and outside the organisation, value the potential it contains and use it profitably for the company or institution.
  4. Report publicly on our activities and progress in promoting diversity and valuing annually.
  5. Inform our employees about diversity and involve them in the implementation of the Diversity Charter.

The management team
As of: 1st November 2021
Next review: 01 November 2023

Privacy policy

1. data protection at a glance

General notes

The following information provides a simple overview of what happens to your personal data when you visit our website. Personal data is any data by which you can be personally identified. For detailed information on the subject of data protection, please refer to our privacy policy listed below this text.

Data collection on our website

Who is responsible for the data collection on this website?
Data processing on this website is carried out by the website operator. You can find his contact details in the imprint of this website.

How do we collect your data?
On the one hand, your data is collected when you provide it to us. This can be, for example, data that you enter in a contact form.

Other data is automatically collected by our IT systems when you visit the website. This is mainly technical data (e.g. internet browser, operating system or time of page view). This data is collected automatically as soon as you enter our website.

What do we use your data for?
Part of the data is collected to ensure error-free provision of the website. Other data may be used to analyse your user behaviour.

What rights do you have regarding your data?
You have the right to receive information about the origin, recipient and purpose of your stored personal data free of charge at any time. You also have the right to request the correction, blocking or deletion of this data. You can contact us at any time at the address given in the imprint for this purpose and for further questions on the subject of data protection. Furthermore, you have the right to lodge a complaint with the competent supervisory authority.

2 General notes and mandatory information

Data Protection

The operators of these pages take the protection of your personal data very seriously. We treat your personal data confidentially and in accordance with the statutory data protection regulations and this data protection declaration.

When you use this website, various personal data are collected. Personal data is data that can be used to identify you personally. This privacy policy explains what data we collect and what we use it for. It also explains how and for what purpose this is done.

We would like to point out that data transmission on the Internet (e.g. communication by e-mail) can have security gaps. Complete protection of data against access by third parties is not possible.

Note on the responsible body

The data controller for this website is:

Alfa Personnel Care GmbH
Represented by the CEOs Thorsten Meier & Steffen Nitscher
Hallerstrasse 40
20146 Hamburg
Germany

Phone: +49(0)40 450 14 37 00
Email: contact@alfa-care.de

The controller is the natural or legal person who alone or jointly with others determines the purposes and means of the processing of personal data (e.g. names, e-mail addresses, etc.).

Revocation of your consent to data processing

Many data processing operations are only possible with your express consent. You can revoke consent you have already given at any time. For this purpose, an informal communication by e-mail to us is sufficient. The legality of the data processing carried out until the revocation remains unaffected by the revocation.

Right of appeal to the competent supervisory authority

In the event of violations of data protection law, the person concerned has the right to lodge a complaint with the competent supervisory authority. The competent supervisory authority for data protection issues is the state data protection commissioner of the federal state in which our company is based. A list of data protection officers and their contact details can be found at the following link: https://www.bfdi.bund.de/DE/Infothek/Anschriften_Links/anschriften_links-node.html.

Right to data portability

You have the right to have data that we process automatically on the basis of your consent or in fulfilment of a contract handed over to you or to a third party in a common, machine-readable format. If you request the direct transfer of the data to another controller, this will only be done insofar as it is technically feasible.

SSL or TLS encryption

For security reasons and to protect the transmission of confidential content, such as orders or enquiries that you send to us as the site operator, this site uses SSL or TLS encryption. You can recognise an encrypted connection by the fact that the address line of the browser changes from "http://" to "https://" and by the lock symbol in your browser line.

If SSL or TLS encryption is activated, the data you transmit to us cannot be read by third parties.

Information, blocking, deletion

Within the framework of the applicable legal provisions, you have the right at any time to free information about your stored personal data, its origin and recipient and the purpose of the data processing and, if applicable, a right to correction, blocking or deletion of this data. For this purpose as well as for further questions on the subject of personal data, you can contact us at any time at the address given in the imprint.

Objection to advertising e-mails

The use of contact data published within the scope of the imprint obligation to send advertising and information material that has not been expressly requested is hereby prohibited. The operators of the pages expressly reserve the right to take legal action in the event of the unsolicited sending of advertising information, for example through spam e-mails.

3. data collection on our website

Server log files

The provider of the pages automatically collects and stores information in so-called server log files, which your browser automatically transmits to us. These are:
browser type and browser version
operating system used
referrer URL
host name of the accessing computer
time of the server request
IP address
This data is not merged with other data sources.

The basis for data processing is Art. 6 para. 1 lit. f DSGVO, which permits the processing of data for the fulfilment of a contract or pre-contractual measures.

4. plugins and tools

Google Web Fonts

This site uses so-called web fonts provided by Google for the uniform display of fonts. When you call up a page, your browser loads the required web fonts into its browser cache in order to display texts and fonts correctly.

For this purpose, the browser you use must connect to Google's servers. This enables Google to know that our website has been accessed via your IP address. Google Web Fonts are used in the interest of a uniform and appealing presentation of our online offers. This represents a legitimate interest within the meaning of Art. 6 Para. 1 lit. f DSGVO.

If your browser does not support web fonts, a standard font is used by your computer.

Further information on Google Web Fonts can be found at https://developers.google.com/fonts/faq and in Google's privacy policy: https://www.google.com/policies/privacy/.

Legal

Information in accordance with § 5 TMG:

Alfa Personnel Care GmbH
Hallerstrasse 40
20146 Hamburg
Germany

Represented by:
CEOs Thorsten Meier & Steffen Nitscher

Contact:
Phone: +49(0)40 450 14 37 00
Fax: +49(0)40 450 14 37 79
E-mail: contact@alfa-care.de

Register entry:
Register Court: Commercial Register of the Local Court of Tostedt
Registration number: HRB 110758

VAT:
VAT identification number in accordance with §27a of the Value Added Tax Act:
DE 815 524 776

Responsible party for this content in accordance with § 55 para. 2 RStV is:
Alfa Personnel Care GmbH
Represented by the CEOs Thorsten Meier & Steffen Nitscher
Hallerstrasse 40
20146 Hamburg
Germany

Dispute settlement
The European Commission provides a platform for online dispute resolution (ODR): https://ec.europa.eu/consumers/odr. You can find our email address in the imprint above.

We are not willing or obliged to participate in dispute resolution proceedings before a consumer arbitration board.

Liability for content
As a service provider, we are responsible for our own content on these pages in accordance with general legislation pursuant to Section 7 (1) of the German Telemedia Act (TMG). However, according to §§ 8 to 10 TMG, we are not obliged as a service provider to monitor transmitted or stored third-party information or to investigate circumstances that indicate illegal activity.

Obligations to remove or block the use of information in accordance with general laws remain unaffected by this. However, liability in this regard is only possible from the time of knowledge of a concrete infringement. If we become aware of corresponding infringements, we will remove this content immediately.

Liability for links
Our offer contains links to external websites of third parties, on whose contents we have no influence. Therefore, we cannot assume any liability for these external contents. The respective provider or operator of the pages is always responsible for the content of the linked pages. The linked pages were checked for possible legal violations at the time of linking. Illegal contents were not recognisable at the time of linking.

However, a permanent control of the contents of the linked pages is not reasonable without concrete evidence of a violation of the law. If we become aware of any infringements of the law, we will remove such links immediately.

Copyright
The content and works created by the site operators on these pages are subject to German copyright law. Duplication, processing, distribution and any kind of exploitation outside the limits of copyright law require the written consent of the respective author or creator. Downloads and copies of this site are only permitted for private, non-commercial use.

Insofar as the content on this page was not created by the operator, the copyrights of third parties are respected. In particular, third-party content is identified as such. Should you nevertheless become aware of a copyright infringement, please inform us accordingly. If we become aware of any infringements, we will remove such content immediately.

Image and text rights are held by Alfa Personnel Care GmbH.

Reproduction is only allowed with the written permission of Alfa Personnel Care GmbH.