Illness and incapacity for work Sample Clauses

Illness and incapacity for work. 1. To employees and former employees who are partially or completely unable to perform work due to illness or incapacity for work, the ZAOI and the Pension Scheme of the National Civil Pension Fund ABP apply. 2. The employers have a collective best-effort obligation with respect to reinstating partially incapacitated employees with the employers affiliated with WVOI.

Illness and incapacity for work. In the framework of the new Sickness Benefits Act, parties will investigate in a joint workgroup the effects of the new Sickness Benefits Act benefits system on income for temporary agency workers (amount and duration depending on employment history), as well as the possibilities of insuring this. This workgroup shall also be asked to provide insight into the costs of the current Supplement to the Sickness Benefits Act insurance in relation to the contribution of the temporary agency worker pursuant to article 53(5). The CLA parties desire to come to a database of information regarding CLA hourly wages before week 1 of 2015. This database must contribute to correct information for the application of the hirer’s remuneration. The CLA parties aim at facilitating the hirer’s remuneration from day one as of week 1 of 2015 in this investigation. Private employment agencies play a role in the mediation of young disabled persons. Employees’ organisations attach great importance to the improvement of the position of young disabled persons in a job that is preferably structural. The CLA parties will monitor whether there is structural work and improvement in the position of young disabled persons and if necessary, make further agree- ments by no later than 31 December 2014. A bill is pending in the Dutch House of Representatives concerning the amendment of a number of rules under employment law with respect to employees who have old-age pension. The CLA parties agree to introduce these rules correspondingly in this CLA after the law has been enacted. The Collective Labour Agreement for Temporary Agency Workers includes a WAGA provision in article 68 and Appendix IV. This provision relates to temporary agency workers with a foreign employment contract who are made available by a foreign private employment agency to a user company in the Netherlands. The employment conditions from Appendix IV of the Collective Labour Agreement for Temporary Agency Workers apply to these temporary agency workers. The CLA parties observe that this is lacking some other important employment conditions. In that context, the CLA parties desire to investigate the possibility of applying (if possible) the entire CLA to these temporary agency workers, all this within the scope of (the amendment of) Directive 96/71/EC or (an amendment of) the WAGA. The parties will conduct talks on the outcomes of the fact-finding survey into the creation of a CLA database, with the aim of realising a CLA dat...

Illness and incapacity for work. 1. If the Employee is ill or unable to perform work for any other reason, he shall be obliged to inform the Company thereof before 8:30 a.m. on the first day of absence. 2. The first six (6) weeks of illness the Company shall pay the Employee 100% of the agreed upon gross monthly salary. After the first six weeks of illness, and if the Employee receives a sickness benefit under the Sickness Benefits Act or the Disablement Insurance Act, the Company shall supplement such benefit for a period of twelve (12) months to the agreed upon gross monthly base salary.

Illness and incapacity for work. In the framework of the new Sickness Benefits Act, parties will investigate in a joint workgroup the effects of the new Sickness Benefits Act benefits system on income for temporary agency workers (amount and duration depending on employment history), as well as the possibilities of insuring this. This workgroup shall also be asked to provide insight into the costs of the current Supplement to the Sickness Benefits Act insurance in relation to the contribution of the temporary agency worker pursuant to article 33, paragraph 5.

Illness and incapacity for work. 10.1 If the Employee is unable to perform the agreed work due to illness, he will be obliged to inform the Employer thereof before 9 a.m. on the first day of illness, stating the reasons, the expected period of illness and the correct address at which he can be reached during that period. As soon as the Employee knows on what day he will be able to resume work, he will inform the Employer thereof immediately. 10.2 If the Employee is unable to perform the agreed work due to illness, he will remain entitled to continued payment of wages for a maximum period of 104 weeks commencing on the third day of illness or up to the date of termination of this employment agreement if that date is earlier, on the basis of the following conditions: (i) during the first fifty two weeks of illness the Employee remains entitled to 100% of the most recent gross base salary as stipulated in Article 2; (ii) as of the 53rd week up to and including the 104th week of illness the Employee remains entitled to 70% of the most recent gross base salary to a maximum of 70% of the maximum daily wage within the meaning of Article 9(1) of the Dutch Social Security Coordination Act (Coördinatiewet Sociale Verzekeringen). (iii) Periods in which the Employee is unable to perform the agreed work due to illness, pregnancy or childbirth will be aggregated if they follow one another at intervals of less than four weeks (Article 7:629(10), of the Dutch Civil Code). 10.3 The Employee will have no right to continued payment of wages during the aforementioned period if he caused the illness intentionally, if the illness ensued from an infirmity about which he gave the Employer false information when he entered into the employment agreement, if he causes an obstruction of or delay in the recovery process, or if the Employee refuses to perform other suitable work for his Employer or for another (possibly affiliated) Employer – despite being able to perform that work. 10.4 The Employer will be entitled to postpone continued wage payments pursuant to paragraph 2 above if the Employee does not comply with the Employer’s reasonable instructions, issued in writing, concerning the provision of information which the Employer requires in order to establish the Employee’s right to payment of wages. 10.5 The salary will be reduced by: (i) the amount of any financial benefit which the Employee receives under any statutorily prescribed insurance or under any insurance or from any fund that was agreed in or results...

Illness and incapacity for work. 1. If the Employee is ill or unable to perform work for any reason, the Employee shall be obliged to inform the Employer thereof before 9:00 a.m. on the first day of absence. 2. In the event of the Employee's incapacity to work on account of illness or disablement the Employer shall for a maximum period of twelve months, but until no later than the date when the Employee's employment hereunder ends (if that date is the earlier), continue payment only to that extent provided for herein. For the first three (3) months of the Employee's incapacity to work on account of illness, the Employer shall pay the lesser of (a) 100% of salary set forth in Section 3.1 or (b) the minimum amount the Employer is obligated to pay for by law. For the subsequent nine (9) months of the Employee's incapacity to work on account of illness, the Employer shall pay the lesser of (a) 70% of salary set forth in Section 3.1 or (b) the minimum amount the Employer is obligated to pay for by law. 3. On pain of forfeiture of entitlement to continued payment of salary pursuant to this Article 8, the Employee must strictly comply with the guidelines and instructions given by or on behalf of the Employer regarding sick leave (of which the Employee declares to be familiar with) and if so requested must co-operate in any medical examination with regard thereto. Forfeiture of the right on continued payment as provided above shall not prejudice the application of other sanctions in this respect. 4. For the purpose of this Employment Agreement, periods of incapacity to work following each other at intervals of less than four weeks shall be regarded as one consecutive period of incapacity to work.

Illness and incapacity for work. 1. If Xx Xxxxxxx is unable to perform the agreed work due to illness, Xx Xxxxxxx will remain entitled to 100% of his last-earned gross salary for a period of 24 months commencing on the first day of illness. Crucell Holland will take out and maintain a proper insurance in this respect. 2. Crucell Holland will furthermore maintain, at its own account, the Disability Insurance ("Arbeidsongeschiktheidsverzekering") for Xx Xxxxxxx, which provides for a monthly allowance/pension in case of disablement, a percentage to be agreed upon of the last earned salary until the pensionable age. The last earned salary means the monthly gross basic salary. Crucell Holland covenants in addition to the Disability Insurance to take out and maintain, at its own account, a proper "WAO-hiaat" insurance.

Illness and incapacity for work. 1. If the Employee is incapacitated to work on account of illness/disablement or accident or unable to perform work for any reason, the Employee shall be obliged to inform the Employer and HR thereof before 9:30 a.m. on the first day of absence. 2. a) In the event of the Employee’s incapacity to work on account of illness/disablement or accident the Employer shall for a maximum period of three months, but until no later than the date when the Employee’s employment hereunder ends (if that date is the earlier), continue to pay 100 per cent of the Annual Base Salary as specified in article 3 of this Agreement, subject to deduction of any benefits to be received by the Employee under the social security laws and/or benefits under any other relevant insurances taken out by the Employer.

Illness and incapacity for work. 1. If the Employee is unable to perform the agreed work due to illness, he is obliged to inform the Employer thereof before 9.30 a.m. on the first day of illness, stating the expected period of illness and the correct address at which he can be reached during that period. As soon as the Employee knows on what day he will be able to resume work, he must inform the Employer thereof immediately. 2. If the Employee is unable to perform the agreed work due to illness, he will remain entitled to continued payment of wages for a maximum period of 104 weeks or up to the date of termination of the employment contract if that date is earlier, on the basis of the following conditions: • during the first 52 weeks of illness the Employee remains entitled to 100% of the last-earned gross Base Salary • as of the 53rd week up and until the 104th week of illness the Employee remains entitled to 70% of the last-earned gross Base Salary. 3. If the Employee’s incapacity for work ensues from an event for which another is liable, the Employee must provide the Employer with all of the relevant information and do everything in his power to enable the Employer to exercise its right of recourse within the meaning of Article 6:107a of the Dutch Civil Code (Burgerlijk Wetboek).

Illness and incapacity for work. 1. If the Employee is ill or unable to perform work for any reason, he shall be obliged to inform the Employer thereof before 9:00 a.m. on the first day of absence. 2. In case of sickness, the employer will only continue payment to that extent at any time obliged to do so by law.