Are you looking for a Digital Identity Validator, but are finding it difficult to recruit one? Have you been working with recruitment companies but have not had the expected results?

In this article we explain who he is, in what context he works and what he does, and the advantages of turning to Ricercamy as a partner in the search and selection of profiles in the services sector.

Vaccination requirements and the obligation to possess and display the Green Pass at work are the two instruments adopted by the Government to stem the spread of the Covid-19 pandemic and allow work and economic activities to be carried out safely until 31 December 2021, when the state of emergency ends. In light of the provisions issued, it is appropriate to highlight some cases and how they should be addressed by employers and workers, bearing in mind that the situation is in progress and that in the coming weeks there will be further news.

The Green Pass is coming into our lives in a big way. In my opinion, this will make it possible to rule out the closure of many production activities, as unfortunately happened last autumn, and this will lead to continuity and stability of employment relationships and salaries, the latter being subject to severe restrictions through the use of social shock absorbers.

Precisely in view of the introduction of the COVID-19 green certification, it is worth highlighting some cases and how they should be dealt with by employers and employees. Bearing in mind that the situation is in progress and that in the coming weeks there will be further legislative provisions that will further implement the rules on the mandatory green pass.

To this end, I have prepared some Faqs that highlight what could be the situations that we will face in the workplace.

I have a trainee in the company, should I ask him/her for a Green Pass too?

Yes, access to company premises is subject to possession of the Green Pass for work or training activities of any kind.

In my company there are also workers from a contracting company. What should I do?

The COVID-19 green certification must be checked for all persons entering the company premises. The check can be carried out either by a person appointed by the contracting company or by the employer of the contracted workers.

What are the sanctions for a private sector worker who enters the workplace without a Green Pass?

A worker who is not in possession of the Green Pass (or if it has expired) will be suspended from work. The suspension is active until the submission of the Green Pass and, in any case, no later than 31 December 2021. During the suspension period, neither wages nor any other compensation or emolument, however named, is due.

Non-compliance, however, will not affect the preservation of the employment relationship, which is ensured.

Finally, access to workplaces, in violation of the obligation to possess the Green Pass, will also result in an administrative fine ranging from 600 to 1,500 euros. This does not exclude possible disciplinary consequences, according to the sector’s contractual provisions.

What are the penalties for employers who do not carry out the necessary checks on workers’ possession of the Green Pass?

Failure to carry out the checks or take the organisational measures required by 15 October 2021 will result in an administrative sanction of between €400 and €1,000 for the employer, which will be doubled in the event of a repeated breach.

I would remind you that the sanctions will be imposed by the Prefect, who will make use of the Police Force, the inspection staff of the local health authority and the Labour Inspectorate.

Will civil servants also have their work stopped if they do not have a Green Pass?

Yes, but the penalties change, in particular those relating to suspension from work.

In particular, a worker who is not in possession of the Green Pass (or if it has expired) will be considered to be unjustifiably absent. From the fifth day of absence, the employment relationship will be suspended until the presentation of the aforementioned certification and, in any case, no later than 31 December 2021.

During the period of absence and suspension, the employee will not be paid.

However, there may be no disciplinary consequences, nor may the employee be dismissed.

How will the employer verify the Green Pass?

The COVID-19 Green Pass, whether paper or digital, has a two-dimensional barcode (QR code) that identifies the unique alphanumeric code.

Verification must take place via the VerificationC19 app. The App can also carry out the verification offline (however, the database must be accessed at least once a day).

The interested party, at the request of the verifier, must show a valid identity document, in order to verify the correspondence of the personal data in the document with those displayed by the App.

The verification activity must not involve, in any case, the collection of the data of the holder, as the control does not constitute data processing for privacy purposes (paragraph 5, of Article 13, of the Prime Ministerial Decree of 17 June 2021).

Who should verify the presence of the Green Pass to workers?

The verification should be carried out by the employer or his formally appointed representative. The appointment must be complete with the necessary instructions for carrying out the verification activity. In the case of access to company premises by other workers for contracted activities, the check may be carried out by the client company or directly by the contractor.

In this context, the Green Pass or digital identity validator operates, whose main objectives are:

Request the Certification from the interested party, who will have to show the relevant QR Code (in digital or paper format);
Verify with the VerifyC19 App the QR Code that the certification is valid (the VerifyC19 App will graphically show the verifier the actual validity of the Certification as well as the name, surname and date of birth of the holder of the Certification).
Ensure that the interested party, at the request of the verifier, shows a valid identity document for the purpose of verifying the correspondence of personal data in the document with those displayed by the App.
The verification of Green Passes, according to the provisions of art. 13 of the Prime Ministerial Decree of 17 June 2021, is carried out by reading the two-dimensional bar code, through an app, such as Verification 19, which allows you to check only the authenticity, validity and integrity of the certification, and to know the identity of the holder, without making visible the information that led to its issuance.

Verification is authorised

public officials in the exercise of their functions;
personnel in charge of controlling entertainment and show business activities in places open to the public or in public establishments;
the owners of accommodation facilities and public establishments for access to which COVID-19 green certification is required, as well as their delegates;
the owner or legitimate holder of places or premises where events and activities are held for participation in which COVID-19 green certification is required, as well as their delegates;
air, sea and land carriers and their delegates;
managers of facilities that provide health, social and health care services for access to which, as visitors, COVID-19 green certification is required, and their delegates.
In order to carry out these activities, the persons must have among their competences

Accuracy and reliability
Knowledge of basic applications and QRCodes
Ability to manage their own work independently
Important soft skills complete the profile, such as: aptitude for working independently, accuracy, good organisational skills and responsibility, excellent empathy and communication skills, and leadership.

In the services sector there is strong competition on the market and speed in contacting them and a study of salaries are the bases for optimising a selection process.

Ricercamy, a revolutionary and dynamic head hunter, born in March 2012, has, since its inception, been committed to introducing innovative elements into the world of Search and Selection that would improve the redemption of Recruiting activities.

According to a study by Linkedin, 75% of talents are passive and already working, not proactively looking for new professional opportunities. Only 25% of them are more consistently interested in actively searching for new job offers. Therefore, investing the company’s budget in subscriptions and/or offers from job posting platforms cannot be the only effective solution.

It is necessary to adopt a methodology that allows us to reach the best candidates: headhunting calls!

This is how our specialised headhunters find qualified staff for our clients.

Our consultants’ anonymous calls are able to intercept any profile with different seniorities.

Through a very thorough and technical telephone pre-screening, in addition to the personal data, we collect all the specifications on the candidate’s experience necessary to assess its validity and thus allow the candidate to access the next step.

All of the above is carried out and shared in real time via a cloud file in which it is possible to work hand in hand with the client company’s human resources representative, who does not have to wait 2-3 weeks to receive the first shortlist of valid profiles, but just a few hours!

Transparency and immediate sharing is a distinctive trait of Ricercamy, which has specialised over the years in the search and selection of technical figures in the services sector and thanks to the development of specific skills and knowledge of the profiles sought and the reference market.

By searching for personnel on a daily basis, our headhunters have acquired know-how and specialisation in their sectors, which allows us to be leaders in this market crowded with recruiters.

On the strength of our tools, since its inception, Ricercamy has helped from the smallest Start-Ups, to the big Giants in the selection of qualified personnel difficult to find and to place. Thanks to the SMART commercial offer, our clients ask us to carry out selections that they have always tended to do internally, but since we have certain costs and do not provide completion fees or exclusivity, they feel free to delegate the management of their vacancies, or those more difficult or repetitive activities, thus easing their workload.

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Manuele Epifanio

HR Consultant

Ricercamy