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Aviation Fuel Tax in Austria

Aviation Fuel Tax in Austria

The Aviation Team of Weisenheimer Legal has recently secured a business jet operator’s right to tax-free use of aviation fuel in Austria.

According to Article 14 Energy Products Directive (2003/96/EC), energy products supplied for use as fuel for the purpose of commercial air navigation (“other than in private pleasure-flying”) are exempt from EU Energy Tax. In order to benefit from this tax exemption, an operator must obtain a refueling certificate. To obtain such a refueling certificate, an “exclusively commercial use of the aircraft by the operator” must be shown and supported by appropriate evidence.

For several years, it was unclear in Austria what constitutes an “exclusively commercial use of the aircraft” and what evidence the authorities may reasonably demand from the operator to prove it.

With the majority of business aviation flights booked with operators not by passengers but rather via charter brokers, the Austrian authorities insisting on the disclosure of “end-customer invoices” (i.e. invoices issued by brokers to passengers), many operators could not discharge the burden of proof and were thus denied refueling certificates necessary for tax-free use of aviation fuel in Austria. Furthermore, Austrian Customs (Zollamt Österreich) insisted that the sale of flights via charter brokers meant that it were the brokers and not the operator who exercised the effective control and enjoyed the use of the aircraft for the duration of the flight booked.

Following the intervention by Weisenheimer Legal and the support of Austrian Business Aviation Association (ABAA), the Federal Finance Court decided that the mere fact that flights are sold via charter brokers does not effect a transfer of control and use of the aircraft to third parties (brokers). Therefore, it was decided that invoices issued to brokers by an operator with a valid Air Operator Certificate (AOC) were sufficient evidence of “exclusively commercial use of the aircraft by the operator”.

The decision is available here (in German).

This decision is the next positive development in a chain of court decisions issued after the Austrian Supreme Administrative Court decided in September 2022 that flights operated by business jet operators for the aircraft owners satisfied the requirement of commercial operation and thus qualified for tax-free use of Aviation fuel as long as they were operated “for a fee”, which could also take the form of a (monthly) management fee (case number Ra 2019/16/0104).

The Hague Court of Arbitration for Aviation

The Hague Court of Arbitration for Aviation

In many cases, commercial disputes among members of the aviation sector are still resolved by litigation rather than arbitration, even though arbitration may offer several advantages for the parties involved in the dispute. The recently established Hague Court of Arbitration for Aviation (Hague CAA) could contribute to change this by offering specialized arbitration in aviation related matters.

Especially in the context of international commercial disputes within the aviation sector, arbitration offers several advantages compared to litigation. For instance, the possibility to appoint an arbitrator with special knowledge of the aviation sector, aviation law and the technology used instead of having the dispute decided by a judge with no link to the aviation sector, who is often heavily depending on the opinion of expert witnesses. Another practical advantage is that due to the widely ratified New York Convention, the international enforcement of arbitration awards is often much easier than enforcing rulings of national courts.

Further, by choosing arbitration in a country, in which none of the involved parties is based, a possible “homefield advantage” of one party is eliminated. The new Hague CAA is not affiliated with particular parts of the aviation industry and administered by the widely respected Netherlands Arbitration Institute (NAI), which further ensures the court´s neutrality.

Similar to other industry specific courts like the Court of Arbitration for Art (CAfA), the Chambre Arbitrage Maritime de Paris (CAMP) or the Court of Arbitration for Sport (CAS), the Hague CAA´s main selling point is its specialization. By choosing the Hague CAA, parties have access to the court´s pool of aviation law and technology specialists, who can act as arbitrators, mediators, or experts in the proceedings.

As a consequence of its aviation specialization, the Hague CAA´s procedural rules were designed to meet the particular needs of the aviation sector, especially for speed and flexibility. For instance, the parties have the possibility to appoint an emergency arbitrator to decide urgent measures within a maximum of 15 days after his or her appointment. The Hague CAA is also offering more flexibility regarding the location of hearings and the possibility of their virtual attendance compared to litigation in most countries. Additionally, the procedural rules set forth expedited proceedings for amounts in dispute of less than € 10 million or when the parties consent thereto.

Another important way of dispute resolution and valid alternative to litigation is mediation. By choosing this way and finding an amicable solution, parties are often able to avoid high procedural costs and to continue their business relationship relatively unharmed. Mediation is also offered by the Hague CAA.

Overall, many parties are well advised to seriously consider resolving their disputes by mediation or arbitration rather than litigation. For members of the aviation sector, the newly established Hague Court of Arbitration for Aviation is a promising new venue for this purpose. Don´t hesitate to contact our Aviation Team to learn more about different ways of dispute resolution.

Lexology GTDT Air Transport Austria

Lexology GTDT: Air Transport in Austria

We are happy to share that our Aviation Team was chosen to author the chapter on Air Transport in Austria in the latest edition of Lexology´s Getting the Deal Through (GTDT).

The GTDT´s aim is to give readers quick access to country specific insights to a variety of topics. Thus, it is crucial for contributors to have a wide range of expertise while also being able to deliver relevant information in a compact, but still comprehensive way.

Luckily, our aviation team was perfectly prepared for this challenge. With our partner, Martina Flitsch, leading the way with her over 25 years of experience in the aviation field assisted by our two associates, Dominik Weiß and Aleksander Makal, who were, despite their young age, already able to gather several years of experience in advising many players on a variety of aviation related topics.

We invite you to check out the GTDT on Air Transport in Austria by clicking here (pdf) and to reach out to us for further information.

Reproduced with permission from Law Business Research Ltd. This article was first published in Lexology GTDT – Air Transport 2023. For further information, please visit: https://www.lexology.com/gtdt

Kollektivvertrag, Handel, Handelsangestellte

KV Handel: Umstieg in das neue Gehaltssystem bis 1.1.2022

Der Umstieg in das neue Gehaltssystem des Kollektivvertrages für Handelsangestellte muss zwar an sich „erst“ spätestens am 1.1.2022 durchgeführt werden, dieses Thema sollte aber jedenfalls (spätestens) in den nächsten Wochen angepackt werden. Grund dafür ist zum einen der nicht zu unterschätzende administrative Aufwand, zum anderen müssen aber auch gewisse Fristen beachtet werden. Sollte man die Umstellung „verschlafen“, kann das zu Forderungen der Angestellten und auch zu Problemen mit den Behörden (Stichwort: Unterentlohnung) führen.

Aber der Reihe nach. Was ist genau zu tun?

Zunächst ist ein Umstiegsstichtag festzulegen, also zu bestimmen, ab wann das neue Gehaltssystem zur Anwendung kommen soll. Und zwar grundsätzlich durch eine Betriebsvereinbarung. In Betrieben ohne Betriebsrat ist der Umstiegsstichtag vom Arbeitgeber festzulegen. Er muss allerdings seine Arbeitnehmer spätestens 3 Monate im Vorhinein schriftlich über den geplanten Umstiegsstichtag informieren. Wird kein Umstiegsstichtag vereinbart bzw. gewählt, ist das neue Gehaltssystem ab 1.1.2022 automatisch anwendbar. Übrigens, auch die Kollektivvertragsparteien, also WKO und ÖGB, würden gerne spätestens 3 Monate vor dem Umstieg über den gewählten Stichtag informiert werden.

Als nächsten Schritt empfiehlt es sich, die bestehenden Einstufungen der Arbeitnehmer nach dem alten Gehaltssystem zu überprüfen. Während nach dem Umstiegsstichtag neu eintretende Angestellte nämlich „einfach“ in das neue Gehaltssystem einzustufen sind, ist für bestehende Mitarbeiter eine besondere Umstufungsmethode vorgesehen, die sich von der bisherigen Einstufung ableitet.

Damit kommen wir auch schon zum Höhepunkt des gesamten Unterfangens: die Einstufung der Mitarbeiter im neuen Gehaltssystem. Hier fällt wohl der größte administrative Aufwand an und treten die meisten Unsicherheiten ob dieses ungewohnten Systems auf. Gegebenenfalls sind natürlich auch Gehälter zu erhöhen, um zu verhindern, dass Mitarbeiter unterkollektivvertraglich entlohnt werden.

Schlussendlich sind den Angestellten bis spätestens 4 Wochen vor dem Umstiegsstichtag eigene Umstiegsdienstzettel auszustellen, in denen insbesondere die Beschäftigungsgruppe (inkl. Mindestgehalt), in die die Mitarbeiter nun eingestuft werden, anzugeben ist.

Noch Fragen? Oder hätten Sie einfach gerne jemanden, der Ihnen hier über die Schulter schaut?

Wir Weisenheimer arbeiten eng mit Experten aus dem Bereich der Lohnverrechnung zusammen und bieten gerne für jeden Mandanten maßgeschneiderte Packages an, um den Umstieg möglichst effizient und reibungslos durchzuführen. Auch Spätentschlossene sind bei uns natürlich herzlich willkommen.

Und zum Schluss noch ein Praxistipp: Da der Umstieg voraussichtlich mit einem ziemlichen administrativen Aufwand verbunden ist, sollte er nicht zu einer Zeit erfolgen, in der die HR Abteilung ohnehin viel zu tun hat. Ein Abwarten mit der Umstellung bis zum Jahreswechsel ist deshalb nicht ideal.