Cevaplàstics was born as a Special Employment Centre in 1998 with the main objective of facilitating the employment of people with disabilities.
Cevaplàstics manages its activity in two ways: on one hand, it has its own industrial activity dedicated to the machining and handling of plastic products and whose staff is made up of 95% of employees with disabilities; on the other hand, Cevaplàstics offers its services to collaborating companies through the recruitment of disabled employees in their staff, advising them and selecting and training the most appropriate workers depending on the type of activity they will perform.
What is an enclave?
According to the Royal Decree 290/2004 of 20 February, a labour enclave is the contract between a company in the ordinary job market, called collaborating company, and a Special Employment Centre (SEC) to perform jobs or services that are directly related to the normal activity of the company. To do so, a group of workers with disabilities from the Special Employment Centre is temporarily transferred to the work centre of the collaborating company.
This is a formula of commercial relationship between an ordinary company and an SEC that encourages the development of a productive activity by a professional team of a SEC in the premises of another company.
What are the objectives of the enclave?
First, it will provide the workers with disabilities in a SEC the access to a standardized labour market. Secondly, the contracting company will get to know the skills of the disabled workers, and if it has more than 50 employees, it will be facilitated the fulfilment of its obligation to reserve 2% of its workers with disabilities (according to Royal Decree 364/2005).
Cevaplàstics offers the possibility to carry out those tasks that are not related to the main activity of your company. We provide you with a team of specialized professionals that manage completely the outsourced activity, using at all times our clients’ organizing strategy.
The savings in costs and the organizing advantages that come with outsourcing are the great advantages of this formula.
“The article 38.1 of the Law 13/82, on the social integration of disabled persons, establishes that it is compulsory for both public and private companies with 50 or more employees to establish a 2% reserve quota for the total number of employees in favour of this group.”
The difficulty of some companies to comply with this obligation results in the promulgation of Royal Decree 364/2005, of 8 April, which establishes the following alternative measures:
a) The execution of a commercial or civil contract with a special employment centre, or with a self-employed worker with a disability, for the supply of raw materials, machinery, capital goods or any other type of goods that are necessary for the development of the company’s activity that opts for this measure.
b) The execution of a commercial or civil contract through a special employment centre with a self-employed worker with a disability, for the provision of external services and secondary to the normal activity of the company.
c) Donations and sponsorship actions, always monetary in nature, to develop the activity of integrating persons with disabilities into the labour market and creating employment for them, when the entity benefiting from these collaborating actions is a foundation or an association of public interest whose social purpose is, among others, the professional training, the labour insertion or the employment creation in favour of the persons with disabilities, which allows the creation of job vacancies for those persons and, finally, their integration in the labour market.
d) The establishment of a labour enclave prior to signing the corresponding contract with a special employment centre, in accordance with the established Royal Decree 290/2004, of 20 February, in which labour enclaves are regulated as a measure to promote the employment of persons with disabilities.