03 What's inside

Compliance

Probation, safety at work and pay transparency. Crewmark helps you prepare and keeps the record; what it says about the law is information, not legal advice.

Probation

Probation from the first day to a signed decision

Crewmark follows a probation from what was agreed at the start to the decision — the six-month cap of Slovenian law (ZDR-1, Art. 125), absences and the extension they cause, assessments and a reasoned outcome — and collects the signatures: each person signs as themselves, in the portal when they have an account and through their own personal link when they do not; nobody can sign for another person. It never suggests an outcome. Everything it prepares is a draft for the employer to check: information, not legal advice.

  • Six months at most: Crewmark shows the latest last day the law allows and does not save a longer one
  • An absence extends the probation, and the page shows how the new last day was calculated; the decision date and the reminders move with it
  • Assessments against your criteria at the mid-point and at the end — nothing is added up
  • A reasoned decision; after a negative one, a draft notice of termination with a record of personal service — printed and signed by hand, and never served by Crewmark
More details (4)
  • Signing through a personal link, with the right to add “I have read it, and I do not agree” and the reason
  • Templates with placeholders — names, dates and roles fill in automatically
  • Signed PDF with timestamps and SHA-256 fingerprints, and a sealed audit trail for every signature: who, when, from where, how it was signed and which version
  • Simple electronic signatures today; qualified e-signatures (eIDAS) are on the roadmap
Health and safety at work

Who needs what, valid until when — and the list for the inspector

Training, medical examinations, certificates, licences and protective equipment: Crewmark keeps what each person needs, when it was done, until when it is valid and where the document is. It reminds the right people before something expires and gives you a list to show an inspector. Crewmark is not a medical record: a medical examination stores the fitness outcome and any restrictions — never a diagnosis. The suggested intervals are starting values, not legal advice.

  • Rules say who needs what — everyone, a department or a job category — and a new joiner gets it automatically
  • Validity per requirement, with reminders to the responsible person and the manager before the end and on expiry
  • A compliance matrix: valid, expiring soon, expired or missing, for every person and requirement
  • An evidence list per requirement to print or export for an inspection — a medical outcome never appears on it
More details (3)
  • Training sessions with invitations, attendance and results; whoever passed gets the record
  • Acknowledgement through a personal link, for protective equipment or safety instructions — no account needed
  • A light incidents register with its own permission; reporting an injury to the authorities stays outside Crewmark
Pay history

Pay history that knows its dates

Every salary change is an entry with the date it takes effect and a reason, so a closed review cycle keeps the salary that applied at the time. Job categories and pay bands show where each person sits — the groundwork for the reporting the EU Pay Transparency Directive asks for. Crewmark does not run payroll.

  • Salary changes with an effective date, including future ones such as a raise agreed for January
  • A correction keeps the old value, the reason and who made it
  • Job categories scored on skills, effort, responsibility and working conditions
  • Pay bands per category, and each person's position against the midpoint
  • Salaries are visible only to those allowed to see them, and every view is logged
Pay-gap report

The seven pay-gap indicators, with the formula next to every number

Crewmark helps you prepare the report: it shows the seven indicators of the EU Pay Transparency Directive (2023/970, Art. 9) for a calendar year, from the pay history you already keep. It does not file the report with any authority and never decides whether a gap is justified. Crewmark holds basic salary, fixed allowances and bonuses from reviews only — overtime, a thirteenth salary, holiday allowance and benefits in kind enter the report only if you import their yearly amounts from payroll, and the report says whether they are included. Check the figures against payroll. This is information, not legal advice; the national law that transposes the directive may differ.

  • The seven indicators of Art. 9, from the gender pay gap to the gap by category of workers — each with “How this is calculated”
  • A data readiness list: who is missing what, and what that leaves out of the figures
  • A category gap of 5 % or more opens an item with a status, the reasons, an owner, a due date and a history of every change
  • Freezing a report keeps the figures as they were, with who froze it, when, and a hash of the content
More details (3)
  • A worker's pay-information statement (Art. 7) as a PDF, with the request date and the due date on record
  • Small groups are protected: a pay figure needs at least five women and five men, and a hidden figure is never shown as zero
  • No AI is used anywhere in this report
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