While the government presents Serbia as an "economic tiger", tens of thousands of citizens leave for seasonal work in Croatia and Montenegro every year. Waiters, cooks, receptionists and auxiliary workers in tourism are most in demand
To the President of Serbia, Aleksandar Vučić, accusations against Croatia and Montenegro that they are spying against Serbia, that they are leading against it "hybrid war", come to him like a saying. And why do they do that? That's why, explains Vučić, that Croatia, which is a member of NATO, the European Union, the Eurozone and Schengen, and Montenegro, which is a member of NATO and on the way to EU membership, are jealous of Serbia's fantastic achievements.
Nevertheless, every summer season, tens of thousands of Serbian citizens leave their jobs in their homeland, which the progressives declared an "economic tiger" and go to neighboring countries to work.
That's why Infostud researched what procedures are needed for temporary work in these countries.
Although there are no official data, unofficial estimates show that Croatia lacks between 50.000 and 70.000 workers during the summer season, while Montenegro lacks around 25.000 workers on the Adriatic coast. The greatest demand is for cooks, waiters, baristas, auxiliary workers, receptionists, maids and other seasonal workers in tourism and catering.
Years ago, the largest number of seasonals came precisely from Serbia, Bosnia and Herzegovina and North Macedonia. The season usually lasts from mid-May to the second half of September. According to the estimates of the Croatian Ministry of Internal Affairs, more than 25.000 work permits were issued to workers from Serbia last year.
David Antonijević, founder of the employment agency Friendly HR, says that workers from Serbia who want to work on the Adriatic during the summer season first need a valid passport and a certificate of impunity.
Friendly HR agency mediates between employers from Croatia and Montenegro and workers who are interested in seasonal work. Employers advertise through the agency for a certain profile of workers, and the agency searches for candidates and performs a preliminary selection instead.
"At the end of December, we receive requests from employers for the necessary profiles of workers for the upcoming season. The search for personnel begins already in January, when we advertise open positions, collect applications and carry out a preliminary selection of candidates. The final interview is then organized by the employer himself, either online or live. It is important to emphasize that we charge mediation services exclusively from employers, while candidates do not pay for our services," David points out.
Apart from through the agency, candidates can also apply directly on the websites of employers who are looking for workers from the region to work on the Adriatic.
For most seasonal positions, employers first of all look for previous work experience and practical knowledge needed to perform the job. When it comes to occupations such as chefs and waiters, an appropriate high school diploma, or formal education related to that job, is also important.
In addition to experience and professional qualifications, knowledge of foreign languages is desirable, bearing in mind that there are more and more foreign tourists among the guests on the Adriatic coast.
A work and residence permit for a seasonal worker is obtained by the employer from the competent authority in Croatia or Montenegro.
In order for a seasonal worker to exercise the rights arising from the employment relationship in the same way as citizens, i.e. employees in Croatia or Montenegro, it is necessary to sign an employment contract.
Foreign workers in both Croatia and Montenegro must be registered, that is, they must have an employment contract. Also, they must have a residence permit and a work permit, obtained by the employer.
The residence and work permit is generally valid as long as the seasonal engagement itself, that is, the duration of the period for which the employment contract was concluded. At the request of the employer, the permit can be extended.
In practice, it also happens that employers, if there is a need for labor and mutual satisfaction with the cooperation, retain workers even after the end of the tourist season.
David Antonijević points out that candidates who want to try seasonal work, especially if they are doing it for the first time, should carefully read the contract they sign with the employer.
It is very important to precisely define accommodation and food in advance, because in almost 90 percent of cases the employer provides these conditions.
"It is important that candidates know what type of accommodation is offered to them, how far it is from the workplace, as well as the number of meals provided to them during the working day. Also, it is necessary to clearly define the working hours, the number of working days in the week and the method of salary calculation," explains David.
In practice, seasonal work often means working six days a week, with the possibility of overtime engagement. That is why it is especially important that the method of calculating and paying overtime is precisely agreed in advance.
It is recommended that overtime hours be paid together with regular earnings on a monthly basis, so that both parties have clear and transparent expectations.
According to the interlocutors, there is a significant difference between working in large and renowned hotel chains and working for smaller businesses.
In large hotel chains, the salary may be slightly lower, but the contractual conditions are almost always met. At smaller employers, higher wages are often offered, but behind this can be seven-day work of 10 or more hours a day.
Such work is not allowed by law in Croatia or Montenegro, but in practice it happens that some employers knowingly break the rules. Therefore, candidates should pay special attention to working hours and overtime calculation.
When asked what are the rights of seasonal workers on the Adriatic and what are the mechanisms to protect them, David Antonijević points out that the contract is a key protection.
"If they did not thoroughly define the contract or took their word for it, almost none. That is why it is important that they carefully ask about all the details of the job itself, as well as accommodation and other benefits offered by the employer. Also, that they carefully read the contract they are signing and pay attention to what is guaranteed to them in those contracts. What are their obligations and what are their rights. Because the contract is the only protection in case of unforeseen situations," says the Infostud interlocutor.
He advises candidates to inform themselves about the employer before signing the contract. It is recommended that they read the reviews and experiences of other workers, which for most employers can be found on the Internet.
In this way, candidates can get a more realistic picture of working conditions, accommodation, salary payments and the employer's attitude towards employees.
It is no less important that candidates prepare an adequate and clear CV with which they will apply for a specific position. Experience that is relevant to the job for which they are applying should be specifically highlighted in the curriculum vitae.
"In practice, it often happens that a candidate applies, for example, for the position of a waiter, without highlighting relevant experience in the hospitality industry in his resume, but instead emphasizes work experience from completely different fields. It is most important for employers to recognize experience and skills that are directly related to the position for which the candidate is applying," explains David Antonijević.
Source: Infostud
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