Common use of CLA Clause in Contracts

CLA. In the annual interview cycle (Article 2 paragraphs h and i and Appendix 1 CLA) employer and employee also enter into agreements about training and education and discuss the utilisation of the personal time budget (PTB). This may result in a combination of targets and means. In the performance review, an inventory is made of the wishes and needs of employee and employer. Agreements on targets and utilisation are recorded in writing. Those agreements relate to gaining knowledge and/or skills and take into account the employee’s personal development. This may be important, for example, in relation to training and education, to obtain a diploma or qualification for the current position or for another position aspired to within the firm. The minimum financial contribution made by the employer in accordance with this CLA (it may always be more, it is a minimum pro- vision after all), will increase if a course of study is more clearly aimed at the employee’s current performance and keeping up to date in the professional area of expertise. Employees can use the development budget for vocational training or development; 8 hours of it can be spent on social targets. There are two categories of study costs and reimbursement: Category I Studies aimed at the employee’s current position and performance and on keeping up to date in the professional area of expertise. The employer reimburses 100% of the costs involved. If the lessons or lectures take place during working hours, the hours will be regarded as working hours. Category II Studies within the context of career development, particularly to the benefit of employees in terms of their sustainable development. The employer reimburses 25-50% of the costs involved.