SOAP
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CSV
Integration of the HR system with the portal via CSV for manual or automated file upload.
Alternatives
Integration of the HR system with the portal via an alternative solution.
Automated CSV upload via Sync Tool
The HR system exports a CSV file for each company to be managed. This file is transferred to the portal via a synchronisation programme provided by CareFlex, using multiple layers of encryption. No manual intervention is required during the transfer process. However, the transfer takes place asynchronously, meaning that any technical errors that may occur are reported back to the company at a later stage.
Automated REST or SOAP interfaces (recommended)
The HR system sends fully automated messages to the portal via a “live interface” and also receives real-time feedback on issues such as technical errors, missing data, etc. Once these automated interfaces are fully integrated, HR staff can manage everything within the HR system and do not need to use the company portal.
Register first
To use the interfaces, you must first successfully register on the CareFlex Chemie company portal. To register, you will need a CareFlex ID for each system and for each company to be managed; you received this ID when this interface description was sent to you.
Three different interfaces are available for connecting customers to the CareFlex project’s HR interface: CSV, REST and SOAP.
A CareFlex ID is assigned to each legal entity. Each HR event must be reported using the corresponding CareFlex ID. Only one CareFlex ID may be used within a single report.
However, multiple packages can be reported per CareFlex ID, e.g. in blocks of 100 HR events. For performance reasons, it is recommended not to send more than 100 HR events in a single report.
Enrolment of an eligible employee in the group insurance scheme.
Eligible employees are new staff members whose employment has lasted for more than six months and who are entitled to remuneration or continued pay. Enrolment in the group insurance scheme is always possible on the first day of the following month. This also applies to trainees following their permanent appointment (in which case the six-month period does not apply). The employer may also enrol the employee earlier on a voluntary basis.
After a maximum of 12 months of parental or carer’s leave. The 12-month period begins upon enrolment in the group insurance policy.
After 78 weeks of incapacity for work due to illness (6 weeks’ continued pay and 72 weeks’ sick pay). The 72 weeks commence upon enrolment in the group insurance policy.
After a maximum of 12 months of unpaid leave (e.g. sabbatical). The 12 months begin upon enrolment in the group insurance policy.
As an alternative to suspension, the employee may continue the policy privately at the individual contribution rate applicable at that time.
The employee will be removed from the group insurance policy. The employee may continue the supplementary care insurance privately at the applicable individual premium rate without having to undergo a new medical assessment.
If the employee moves to another employer within the chemical industry who is also bound by the regional collective agreement for the chemical industry, the 6-month waiting period applies again.
If an employee on a collective agreement moves to "AT/LA" status within a company that does not register this group (AT/LA) under the group insurance policy, the employee will be removed from the group insurance policy. The employee has the option of continuing the policy privately at the individual premium rate applicable at that time.
Example 2
Change of employer within the associated companies (this also applies to a change within a company if the divisions have different CareflexIDs):
Two notifications must be submitted for this (by the respective company).
- EVW: for deregistration with the original company using its Careflex ID.
- NEW: to register the employee with the new company using its Careflex ID
