1 Scope

1.1 These General Terms and Conditions (GTC) apply to all legal transactions between the supplier (globe personal services GmbH, FN 285883 t, hereinafter referred to as “globe”) and the employer, including, in particular, all future follow-up and additional assignments. The GTC and other provisions of the contract shall continue to apply even if globe provides workers beyond the originally agreed or planned assignment period or if the request for workers is made verbally.

1.2 globe declares that it intends to enter into contracts solely on the basis of these General Terms and Conditions. Any conflicting (general) terms and conditions of the employer are hereby expressly rejected. If, in exceptional cases, the validity of other (general) terms and conditions is agreed upon in writing, their provisions shall apply only to the extent that they do not conflict with the provisions of these General Terms and Conditions. Provisions in the General Terms and Conditions that do not conflict shall remain in effect alongside one another.

1.3 Provisions set forth in framework or individual agreements shall take precedence over these General Terms and Conditions to the extent that they conflict with the provisions of these General Terms and Conditions; in all other respects, these General Terms and Conditions shall supplement the framework or individual agreements.

1.4 The version of the General Terms and Conditions in effect at the time the contract is concluded shall apply. Any amendments or additions to these General Terms and Conditions and to the individual contract must be made in writing to be legally valid. Declarations sent and signed via email, such as in PDF format, satisfy the written form requirement; however, this does not apply to communications that are merely received via email. This written form requirement may only be waived in writing.

1.5 Temporary workers are not authorized to make binding statements or collect payments. 

2. Conclusion and Termination of the Contract

2.1 Offers made by globe are subject to change. In addition to framework or individual agreements, the contract is concluded upon signing the offer or the order confirmation. If the employer does not sign these contractual documents, the contract is concluded when the assigned workers begin their work or are deployed by the employer after the offer or order confirmation has been sent.

2.2 Unless otherwise agreed in writing, a contract based on these Terms and Conditions (e.g., a framework agreement for the provision of services) may be terminated by either party in writing at the end of a quarter, subject to a three-month notice period. 

3 Scope of Services

3.1 globe declares that it holds a valid license to operate a temporary staffing business.

3.2 The subject matter of the service is the provision of personnel. globe is not obligated to provide specific services or to ensure a specific outcome.

3.3 globe is entitled to replace any named workers with other workers of equivalent qualifications at any time.

3.4 Recruitment and headhunting services are not automatically included in the temporary staffing arrangement, but only if expressly agreed upon, for example in the offer.

3.5 To the extent that globe provides services under a so-called payroll model, such services are provided exclusively in accordance with the German Temporary Employment Act (AÜG). In this case as well, globe remains the employer of the temporary workers under labor law. No employment relationship is established between the user company and the temporary worker.

3.6 The integration of the temporary workers into the employer’s operations and the employer’s authority to issue work instructions do not affect globe’s status as the employer under labor law.

4 Fees

4.1 The amount of the fee is set forth in the signed contract documents or in globe’s quotation or order confirmation. The amount of the fee was determined based on the information to be provided by the employer in accordance with § 12a of the German Temporary Employment Act (AÜG). If workers are requested or deployed without a prior quotation from globe, a reasonable fee shall be deemed agreed upon.

4.2 If, after the conclusion of the contract, the remuneration bases or the statutory contribution or tax obligations for the assigned workers change due to adjustments under statutory law or collective agreements or other generally binding provisions applicable at the employer’s premises, globe is entitled to adjust the agreed fee by the same percentage as the change in the remuneration bases. Any one-time payments to which the assigned workers are entitled by law or under a collective agreement shall be invoiced by globe to the employer using the agreed factor. Unless a separate factor has been agreed upon for such one-time payments, these payments will be invoiced plus the applicable payroll-related costs and an agency fee of 7.5%. If temporary workers are employed beyond an agreed-upon or anticipated end date of the assignment, the fee agreement shall continue to apply unchanged for this period as well.

4.3 The fee is payable plus the applicable statutory value-added tax at the current statutory rate, without any deductions and free of charges. globe is entitled to issue weekly invoices.

4.4 The invoice is due upon receipt. If no written objection to the invoice is raised within ten business days of receipt, specifying the specific points of objection, the hours billed and the fee shall be deemed approved and accepted. 

4.5 In the event of late payment, statutory default interest pursuant to § 456 of the Austrian Commercial Code (UGB) and compensation for collection costs pursuant to § 458 of the Austrian Commercial Code (UGB) will be charged.

4.6 The Employer is not entitled to set off any claims or demands against globe against the placement fee or to withhold such fee, unless the Employer’s claims have been established by a court of law or acknowledged in writing by globe.

4.7 The basis for billing shall be the timesheets, which must be signed by the employer or its representatives on-site at least once a week, or the data extracted from the employer’s electronic time-tracking systems. Time records must be kept to the nearest minute. If the timesheets are not signed by either the employer or its representatives, globe—provided the assignment is at a client of the employer—is entitled, but not obligated, to have the timesheets signed by the employer’s client. If the timesheets are not signed by the employer, globe’s records shall serve as the basis for billing. The burden of proof that the hours listed in these records were not actually worked rests with the employer. The time records must be submitted by the employer to globe once a week without being requested. The employer is liable for the accuracy of the time records. Should globe suffer any disadvantages due to incorrect or incomplete records, the employer shall indemnify globe in this regard. This applies in particular within the framework of payroll models.

4.8 If the temporary workers are not deployed for reasons not attributable to globe, the employer remains obligated to pay the full remuneration. This also applies if the employer does not deploy the temporary workers—for whatever reason—to perform work.

4.9 In the event that insolvency proceedings are initiated against the Employer’s assets, or if the Employer’s creditworthiness deteriorates significantly after the conclusion of the contract—in particular if a credit insurer refuses coverage, restricts coverage, or significantly downgrades the Employer’s credit rating—globe is entitled to unilaterally adjust the agreed-upon payment terms.
In this case, globe is specifically entitled to demand advance payments, switch to payment in advance, or require other appropriate security.

4.10 Unless otherwise agreed in individual cases, a minimum assignment period of six (6) months applies to each assignment. If the assignment is terminated before the end of this minimum assignment period or if the worker is not utilized to the agreed extent, globe is entitled to invoice the fee agreed upon for the minimum assignment period regardless of the actual duration of employment. This also applies mutatis mutandis if the employer enters into an employment relationship with a worker provided by globe or introduced as part of a recruitment process within six (6) months of the termination of the assignment.

4.11 If the employer fails to provide the information required under Section 4.10 of this Agreement, globe shall be entitled to an increased placement fee equal to eight months’ salary, including special payments, upon becoming aware of the employee’s transfer or direct hire.

4.12 globe is entitled to charge a separate recruitment consulting fee for services provided in connection with recruitment, selection, or pre-selection (including, in particular, sourcing, job postings, pre-screening, interviews, shortlisting, project reporting, and—upon agreement—tests and assessment centers) provided in connection with recruitment, selection, or pre-selection, provided that this is specified in the offer or in the order confirmation. In this case, the recruitment consulting fee is due regardless of whether an actual assignment or the placement of the employee subsequently takes place.

4.13 Unless otherwise specified in the proposal or order confirmation, globe is also entitled to charge a one-time commitment fee (project initiation fee). This fee serves to confirm the binding project engagement and to cover initial expenses, and is due upon engagement. 

4.14 Any different payment terms specified in the relevant offer or order confirmation shall take precedence over these General Terms and Conditions.

5 Rights and Obligations of the Employer

5.1 The Employer is obligated to comply with all applicable legal provisions, such as the Austrian Temporary Employment Act (AÜG), the Austrian Occupational Safety Act (ASchG), the Austrian Employment Protection Act (GlBG), and the Austrian Working Hours Act (AZG). If globe is held liable by employees or third parties for a violation of legal provisions, the Employer shall indemnify globe if the claims asserted are attributable to violations within the Employer’s sphere of responsibility. This also applies if globe or its managing directors or responsible agents are required to pay judicial or administrative penalties or fines. The indemnification also covers the costs of appropriately defending against claims, penalties, or fines, in particular court and attorney’s fees.

5.2 The employer must provide globe with the information essential to the assignment prior to its commencement. This includes, in particular, the start date, expected duration, and location of the assignment, the required qualifications of the workers to be assigned, the corresponding classification under the collective bargaining agreement applicable to comparable employees performing comparable tasks at the user company, as well as the essential terms and conditions of employment applicable at the user company that are set forth in binding provisions of a general nature and relate to working hours and vacation. In the case of the last sentence of Section 10(1) of the AÜG, this also applies to binding provisions of a general nature concerning remuneration. If the wage rate is regulated in works agreements or written agreements with the employer’s works council, the employer must notify globe of this in writing prior to the conclusion of the contract. This also applies to piecework or bonus-based work. In particular, the employer is obligated to provide globe with all information necessary for proper payroll accounting, social security assessment, and classification under collective bargaining agreements in a complete and timely manner.

5.3 Prior to the start of the assignment, the employer must inform globe of any night work classified as “heavy work” under Article VII of the Night Work Act (NSchG) and of any work classified as “heavy work” under Sections 1 through 3 of the Heavy Work Regulation (SchwerarbeitsVO).

5.4 The temporary workers shall work in accordance with the employer’s instructions and under the employer’s guidance and supervision. During the term of the assignment, the employer shall also be responsible for fulfilling the agency’s duties of care as an employer.

5.5 The Employer shall train and instruct the assigned workers in the operation of equipment and machinery, and shall implement the necessary training, information, and hazard prevention measures. Written evidence of required training or instruction, as well as occupational safety and health documents, must be provided to globe upon request. The Employer shall provide the temporary workers with work equipment and personal protective equipment that complies with legal regulations at its own expense. The Employer shall bear the costs of any medical examinations required by law or for operational reasons. The same applies to the costs of all documents requested by the Employer, such as criminal record checks.

5.6 The Employer shall deploy the assigned workers only in accordance with the agreed assignment and the contractually agreed qualifications. The Employer shall not instruct the assigned workers to perform tasks for which they have not been assigned. Should the Employer, however, deploy the assigned workers for other activities that result in higher costs for globe (in particular due to a higher classification under the collective bargaining agreement or additional per diems), the Employer shall indemnify globe for all costs incurred as a result. The indemnification also includes the costs of appropriately defending against claims or penalties, in particular court and attorney’s fees.

5.7 The employer shall bear the full cost of any continuing education measures it mandates, including all working hours incurred in connection therewith. Should the employer implement continuing education measures that could lead to higher qualifications for the assigned workers, the employer shall inform globe of this immediately. If further training results in a different classification under the collective bargaining agreement of the employer or the supplier (globe), globe is entitled to increase the fee in accordance with the qualification obtained, plus a reasonable surcharge of 5 percent of the agreed fee, effective from the date of the higher qualification—including retroactively. The same applies if the employer assigns the temporary worker to a higher employment group than agreed.

5.8 During the assignment, the user company must grant the assigned workers access to the company’s welfare facilities and benefits under the same conditions as its own employees, and must inform them of job openings within the company through general announcements.

5.9 The employer must comply with the provisions on equal treatment and the prohibitions against discrimination, particularly when selecting workers, during the assignment, and upon termination of the assignment. 

5.10 The Client must notify globe in writing of its intention to terminate a staffing assignment, giving reasonable notice (“Notice Period”). The Notice Period shall be at least equal to the notice period applicable to the assigned employee under the underlying employment relationship with globe personal services GmbH, plus 5 business days. However, the notice period shall be at least four (4) weeks.

5.11 If the employer fails to comply with the applicable retention period, the employer is obligated to pay the agreed-upon fee for the assignment for the duration of the period during which the retention period was not observed, based on the agreed-upon standard weekly working hours.

5.12 If the Employer fails to fulfill a statutory or contractual (disclosure) obligation, the Employer shall fully compensate globe for any resulting losses and costs. 

5.13 The user acknowledges that, upon the expiration of the fourth (4th) year of a temporary assignment, it becomes the employer within the meaning of the Occupational Pension Act for the remainder of the assignment and must therefore include the temporary workers in any existing occupational pension plans. 

5.14 The Employer shall process the personal data transmitted by globe only to the extent strictly necessary to fulfill its legal obligations. Personal data of applicants transmitted by globe may be processed by the Employer exclusively for the agreed purpose and for the resulting period of time. Once the purpose has been fulfilled, the data must be deleted immediately. The Employer further warrants that its company complies with the legal, technical, and organizational requirements of data protection law (in particular the DSG and GDPR) and shall indemnify globe in any case in the event of violations.

6 Rights and Obligations of the Assignor

6.1 globe is authorized to enter the workplace to verify the employer’s compliance with its obligations and to obtain any necessary information.

6.2 If a worker fails to appear at the agreed assignment location or workplace for any reason, the employer must notify globe immediately. 

6.3 globe may transfer rights and obligations arising from contracts with the employer to third parties without the employer’s consent, or engage third parties to perform services.

7 Early Termination of the Contract

7.1 The contracting parties are entitled to terminate the contract prematurely without notice or prior notice if there is good cause. Good cause for either contracting party exists, in particular, if the employer is more than seven days in arrears with a payment owed to globe despite a reminder, and if one of the contracting parties continues to violate essential statutory or contractual provisions despite a written request from the other party to desist, as well as if the employer fails to fulfill its employee protection or welfare obligations toward the assigned workers despite a request to do so.

7.2 Furthermore, globe shall be released from any obligation to perform in the event of good cause and shall be entitled to immediately recall the assigned workers. If the employer is responsible for this, the employer must fully compensate globe for all resulting damages, costs, or disadvantages of any kind, and in particular must pay the fee up to the originally intended or agreed-upon end of the assignment.

7.3 If the contract is terminated prematurely for reasons attributable to the Employer, or if the assigned workers are recalled by globe for good cause as defined in Section 7, the Employer may not assert any claims against globe.

8 Warranty 

8.1 globe assesses the professional and personal suitability of each worker to be provided, to the extent possible (based on resumes, interviews, and references). globe will take into account, to the extent possible, any requests made by the employer that are not contractually agreed upon when selecting workers; however, this does not entitle the employer to demand the provision of specific workers.

8.2 globe warrants that the workers provided possess the qualifications specified in the contract; specific qualifications for the workers are required only if such qualifications have been expressly agreed upon in the contract documents; otherwise, average qualifications are deemed to have been agreed upon.

8.3 Immediately upon the commencement of the assignment, the Employer is obligated to verify the professional and personal qualifications of the assigned workers, and the final decision regarding any assigned worker remains with the Employer in all cases. If a temporary worker does not meet the agreed qualifications, any deficiencies—which must be specified in detail—must be reported to globe in writing immediately, and in any case within 36 hours of the worker’s start of work; otherwise, claims, in particular for warranty and damages, are excluded. 

8.4 If a defect for which globe is responsible exists and the Employer requests timely rectification, such rectification shall be provided by supplying a replacement worker within a reasonable period of time.
8.5 The Employer must assert any warranty or damage claims in court within six months, failing which such claims shall be forfeited.

9 Liability

9.1 globe shall not be liable for any damage caused by temporary workers. globe shall not be liable for the loss, theft, or damage of any tools, drawings, samples, or other items provided.

9.2 Before putting into service any vehicles or equipment for which a permit or authorization is required, the employer must verify that the temporary workers have the appropriate authorizations. If the employer fails to perform this verification, any claims against globe are excluded.

9.3 globe shall not be liable for damages resulting from force majeure, failure to report to work, illness, or accident involving the temporary workers provided. globe shall not be liable for consequential damages, financial losses, loss of production, or penalty obligations that the employer is required to bear.

9.4 globe shall not be liable for the Customer’s compliance with information security, IT security, or cybersecurity regulations, in particular with regard to obligations under the NISG 2026 or comparable national or EU regulations. The Customer is solely responsible for maintaining a secure IT infrastructure, protecting its systems, and handling transmitted data within its sphere of influence.

9.5 globe is entitled to use the compensation information provided by the customer without verification, provided that no obvious legal violations are apparent. The Customer is solely responsible for the accuracy, completeness, and legal compliance of the information provided by the Customer in job postings and throughout the entire application process, particularly regarding compensation, salary ranges, classifications, and other components of remuneration, and shall fully indemnify and hold globe harmless from any claims by third parties (such as administrative penalty authorities) arising from the Customer’s actions. Should this not be possible under statutory provisions, the contracting parties agree in such a case to a right of recourse by globe against the respective customer. The indemnification also covers the costs of appropriately defending against claims or penalties, in particular court and attorney’s fees.

9.6 Except in cases of personal injury, globe’s liability is limited to gross negligence and willful misconduct and is capped at EUR 5,000.00.

10 General Information

10.1 The competent court in Vienna shall have jurisdiction over any disputes between globe and the employer. globe is also entitled to bring an action in the employer’s general place of jurisdiction.

10.2 The place of performance for the provision of temporary workers and the employer’s payment is the registered office of globe.

10.3 The Employer and globe agree that Austrian law shall apply, excluding the conflict-of-laws rules of private international law and the UN Convention on Contracts for the International Sale of Goods.

10.4 If any provision of these General Terms and Conditions, a framework agreement, or an individual agreement is or becomes invalid or unenforceable, the validity of the remaining provisions shall remain unaffected. In lieu of the invalid or unenforceable provision, the parties agree to substitute a valid provision that comes as close as possible to the economic purpose of the original provision.

10.5 The Employer shall notify globe in writing of any changes to its name or business name, as well as any changes to its address, bank details, VAT number, legal form, or commercial register number, immediately, but no later than one month after the change occurs. If the Employer fails to notify globe of such changes and, as a result, does not receive legally significant communications from globe—including, in particular, invoices, reminders, notices of termination, or contract amendments—sent to the last address provided by the Employer, such communications shall nevertheless be deemed to have been received. globe is entitled to send all communications via email to the Employer’s most recently provided email address.

As of May 2026