Guide \u00b7 Framework<\/p>\n\n\n\n
In brief<\/span>In top-sharing, employment- and organisational-law points must be cleanly regulated: employment contracts and hours split, deputising and signing authority, liability and responsibility. The concrete arrangements depend on the case and should be checked legally.<\/p>\n\n<\/div>\n\n\n\n Contents<\/strong><\/p>\n\n\n Top-sharing rarely fails on the collaboration and more often on unresolved formal questions: who may sign what? Who deputises for whom? How is availability regulated? These points belong clarified before the start \u2013 not because they’re complicated, but because their ambiguity gets expensive later.<\/p>\n\n\n\n Important:<\/strong> this article contextualises the relevant topics but is not legal advice. The concrete employment-, company- or civil-service-law arrangements depend on your situation, legal form and \u2013 in the public sector \u2013 on region and career track. Have the design checked legally in the individual case.<\/p>\n\n<\/div>\n\n\n\n Aus meiner Praxis<\/p>\n\n In my experience, the collaboration in top-sharing is usually the smaller issue. The real work lies in cleanly clarifying responsibility, deputising and signing authority \u2013 that’s what later decides how friction-free it is.<\/p>\n<\/div>\n\n\n\n\n\n
What matters organisationally<\/h2>\n\n\n\n
Typical points to regulate<\/h2>\n\n\n\n
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Practical notes<\/h2>\n\n\n\n
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