Sustainable employability. Activities and costs of promoting sustainable employability 35 Spending obligation to promote the sustainable employability of the agency worker 36 CAO COLLECTIVE AGREEMENT FOR TEMPORARY WORKERS 3 Article 32 Article 33 Article 34 Article 35 Article 36 Article 37 Article 38 Article 39 Article 40 Article 41 Article 42 Article 43 II III IV V CHAPTER 6 PENSION Pension 37 CHAPTER 7 SPECIAL GROUPS Negotiated wage for allocation group 39 Holiday workers 40 Agency workers entitled to an old-age pension 40 Agency workers not permanently residing in the Netherlands. Accommodation, transport and medical expenses 41 Setoff of fines 44 Deductions from the wage 45 CHAPTER 8 OTHER Facilities for employees’ organisations 47 Handling of complaints and/or disputes 48 Merger Code 49 Compliance 49 Dispensation 49 APPENDICES Reservations, waiting day compensation and distribution of contributions for sickness top-up benefits 51 Payslip 52 Pension agreement 53 Job classification and job level 57 Housing standards 60 Protocols 61 Information on the relevant legal texts 63 THE UNDERSIGNED, NAMELY: EMPLOYEES’ PARTIES FNV Xxxxxxx 0000, 0000 XX XXXXXXX xxx.xxx.xx CNV Xxxxxxxxx.xx Postbus 2525, 3500 GM UTRECHT xxx.xxxxxxxxxxxx.xx De Xxxx Xxxxxxx 000, 0000 XX XXXXXXXXX xxx.xxxx.xx LBV, Landelijke Belangen Vereniging Xxxxxxxxxxx 000/000, 0000 XX Xxxxxxxxx xxx.xxx.xx AND EMPLOYERS’ PARTY De Nederlandse Bond van Bemiddelings- en Uitzendondernemingen (NBBU), Stadsring 171, 3817 BA Amersfoort xxx.xxxx.xx each as a party of the second part, declare that they have entered into the following collective agreement for agency workers, effective from 30 December 2019. Amersfoort, 2019 4 CAO COLLECTIVE AGREEMENT FOR TEMPORARY WORKERS CAO COLLECTIVE AGREEMENT FOR TEMPORARY WORKERS 5 CHAPTER 1 GENERAL
Sustainable employability. 1. A company may introduce a sustainable employability scheme for all employees, for employees from a particular department or division or for a group of employees, regardless of their age.
Sustainable employability. ARTICLE 30
Sustainable employability. 43.1 Employers and workers ' representatives continue to invest in sustainable industrial relations and long-term employability. The next few years social partners will work out together the made appointments in the protocol “sustainable employability” as set out in annex 8 of this agreement. CHAPTER 9 SAFETY AND HEALTH Article 44 Working Conditions
Sustainable employability. During the term of this Collective Agreement, sustainable employability in the technical wholesale sector will be further increased on the basis of the policy plan adopted by the parties to the Collective Agreement in 2012. This will be done in cooperation with SDITG (Stichting Duurzame Inzetbaarheid in de Technische Groothandel).
Sustainable employability. Sustainable employability hours and possibilities to save these The parties to the collective agreement agree that the possibility to save sustainable employability hours ceases to exist as from 1 September 2020. Accumulated hours that were saved before 1 September 2020 are spent, as much as possible, in a period of 3 years, on objectives related to sustainable employability hours. Sustainable employability hours will be processed in the annual assignment. The employee will remain in control. Maintaining vitality and capacity among all categories of employees In May 2021, Xxxxxx together with the CAOP conducted, on the instruction of the parties to the collective agreement, a sector analysis of the vitality and sustainable employability of employees in higher professional education. The parties to the collective agreement aim at taking measures that may result in the required staff formation and that promote the vitality of the various categories of employees. Starting teachers must be properly facilitated, supervised and trained both to enable them to properly familiarize themselves with the subject matter and to retain them for the education sector. For employees who are part of the middle group of the staff formation, several instruments will be used to decrease the workload. These instruments broadly affect all employees, but are especially important for this middle group. Older employees, who, now that the statutory retirement age is at a more advanced age, have not been able to prepare adequately, require arrangements to vitalize them in order for them to reach the statutory retirement age in good health or, possibly, to be able to retire gradually. The parties to the collective agreement make a temporary arrangement, until 2025 at the latest, to properly support the inflow of new employees and to diminish the work pressure. The arrangement intends to facilitate older employees so that their qualities can be retained for education and they can reach the statutory retirement in as vital a way as ever. The parties to the collective agreement will do their utmost best to finalize this arrangement before 1 April 2022. Starting teaching staff The parties to the collective agreement have instructed Xxxxxx, the higher professional education labour market fund (hbo-arbeidsmarktfonds), to conduct an investigation into the acquisition, selection and supervision of starting teachers. The results of the first investigation are available. During the term of the p...
Sustainable employability. Sustainable employability is defined as the ability and the will to perform current and future work in a productive, healthy and enjoyable way. Sustainable employability is therefore influenced by health and vitality, being and remaining qualified for the job, intrinsic motivation and adaptability.
Sustainable employability. Activities and costs of promoting sustainable employability 47 Spending obligation to promote the sustainable employability of the agency worker 48 CHAPTER 7 PENSION Pension 49 CHAPTER 8 SPECIAL GROUPS Negotiated wage for allocation group 50 Holiday workers 52 Agency workers entitled to an old-age pension 53 Agency workers not permanently residing in the Netherlands. Accommodation, transport and medical expenses 54 Setoff of fines 56 Deductions from the wage 57 Income guarantee 57 Monitoring income guarantee 58 CHAPTER 9 OTHER Facilities for employees’ organisations 59 Handling of complaints and/or disputes 60 Merger Code 61 Compliance 61 Dispensation 61 Private WW and WGA Supplement 62 APPENDICES Until 1 or 3 July 2023, the title of Appendix I reads as follows: Reservations, waiting day compensation and distribution of contributions for sickness top-up benefits 62 With effect from 1 or 3 July 2023, the title of Appendix I is changed to: Reservations and distribution of contributions for sickness top-up benefits 62 Payslip 64 Pension agreement 65 Job classification and job level 71 Housing standards 76 Protocols 77 Information on the relevant legal texts 78 THE UNDERSIGNED, NAMELY: EMPLOYEES’ PARTIES FNV Postbus 9208, 3506 GE Utrecht I xxx.xxx.xx CNV Xxxxxxxxx.xx Postbus 2525, 3500 GM Utrecht I xxx.xxxxxxxxxxxx.xx De Unie Xxxxxxxxxxxxx 00, 0000 XX Xxxxxxxxx I xxx.xxxx.xx AND EMPLOYERS’ PARTY De Nederlandse Bond van Bemiddelings- en Uitzendondernemingen (NBBU) De Brand 20, 3823 LJ Amersfoort xxx.xxxx.xx each as a party of the second part, declare that they have entered into the following collective agreement for agency workers, effective from 19 December 2022. Amersfoort, 2022
Sustainable employability. 1 Employers and employees endeavour to keep their knowledge and development up to date in order to be able to approach innovation and changes in work and market and other conditions with confidence.
Sustainable employability. The parties to the collective agreement agree that sustainable employability hours can only be saved if the employee makes clear, in advance, which concrete purpose he wants to save the hours for. Hours cannot be saved automatically. The intention is to stimulate employees to actively think about a suitable purpose for these hours. The employer and the employee are jointly responsible for making arrangements to spend or save these hours.
