Long-term employability. The parties highlight the importance of continued attention to the long-term employability of employees. This entails that employees should be able to take their foot off the accelerator at moments they need to – for example during the ‘rush-hour years’ when employees have young children, or the years leading up to retirement. The parties are expanding the possibilities for employees to reduce their working hours temporarily. The individual terms of employment scheme now makes it possible to save up holiday hours for three to five years, and to use these for long-term leave. The parties agree that from 1 January 2018 every employee will be able to use these saved holiday hours for reduction of the working hours per week in a period in which he or she needs this. The parties recommend taking this into account in the context of staff planning, so that this does not increase work pressure. Measures which could be considered include reallocation and/or prioritisation.
Long-term employability of the employee Article 7.2
Long-term employability. Article 44 Night shifts
Long-term employability. 1. Promoting a long-term career policy and long-term employability is a responsibility of both the employer and the employee. The employee takes initiative and invests in his development.
Long-term employability. During the term of the current CAO, SoFoKleS carried out a sector analysis for WO at the request of the CAO parties. Based on the results, the social partners would discuss whether additional agreements should be made with regard to the vitality pact and a possible temporary early retirement scheme. Based on the pension agreement, such a scheme is still possible until 2025. The sector analysis once again makes it clear that many academic and other employees experience the pressure of work as high to very high. Among academic staff, this leads to a lot of overtime in the evenings and weekends. The sector analysis also shows that absenteeism, including WIA, is increasing. On the basis of the key figures presented, it is plausible to assume that the pressure of work will not automatically decrease if the policy remains unchanged. Certainly not now that experiences with hybrid working show that the line between work and private life is becoming increasingly blurred. That is why trade unions want to make further agreements that promote or increase long term employability and reduce work pressure: • Further improvement of the vitality pact by adjusting the percentages of continued payment to, respectively, 80% for the 0.4 variant and 90% for the 0.2 variant.] • Reintroduction of ½ hour shorter working day for employees 60 years and older • Introduction of D.I. (long-term employability) hours for all employees of at least 40 hours on an annual basis, including development days, to be used for training1, development and recuperation. • Improvement of the multi-year savings model for younger employees to adapt their own working week. • An Accelerated Retirement Arrangement for heavy occupations (such as in the continuous service in the plants and in animal care). In addition, RVU must be possible as a customised measure. • Making real job agreements as an obligatory part of the annual interviews: right for the employee. • Adjustment of the expiry period of the statutory holiday days that are carried over to the next holiday year. • Right to be unreachable by email and telephone after working hours, at weekends and in holiday periods (except, of course, for jobs with periods/schedule for on-call and standby shifts). • Abolition of the function contract and abolition of the scale limit for overtime. • Introduction of partially paid long-term carer's leave of six times the weekly working hours (building on the UvA pilot).
Long-term employability. Realistic set of duties a topic during appraisal interview Parties have agreed to include a ‘realistic set of duties’ as a topic during annual appraisal interviews from 2024, as part of the section on the well-being of the employee. Vitality pact Parties have decided that, with effect from 1 August 2023, the percentages for the continued wage payment in the Vitality pact up to and including scale 7 will be increased to 80% for the 0.4 variant and 90% for the 0.2 variant. Catch-all provision regarding the early retirement scheme Parties have agreed that from 1 August 2023 to 31 December 2025 inclusive, local customised agreements may be made in connection with the early retirement scheme (Regeling voor Vervroegde Uittreding, RVU) within the statutory and fiscal requirements stemming from the Customised Arrangement on Long-term Employability and Early Retirement. Agreements on night-shift work for employees aged 57 and up Parties have decided to include a phase-out arrangement for night-shift work in the CAO, effective 1 August 2023. Institutions which opt to implement this arrangement must effectuate the phase-out no later than 1 January 2025. This agreement also applies to employees aged 60 years and over. Amendment to pay-scale guarantee Parties have decided that from 1 August 2023, Article 6.11 (support and management staff mobility) of the CAO-NU will be amended to allow for the possibility, with the consent of the employee in question, of transferring an employee to a position in a lower pay scale and having that pay scale apply. In order to properly establish the corresponding terms and guarantee, an associated article with phase- out arrangements will be added to the CAO. Restriction of function-based contracts Parties have decided, as of 1 January 2024, to restrict participation in function-based contracts to employee in scale 11 or higher. Reassignment in the event of occupational disability Parties have agreed that, as from 1 August 2023, an employee whose remaining earning capacity is over 65% may – with the consent of the employee and while retaining their terms of employment – be reassigned to a position outside their own institution on a secondment basis. Continued payment of wages in the event of illness Parties agree that, effective 1 January 2024, the percentages of an employee’s wages that will continue to be paid in the event of illness will be adjusted so that, in the first year of illness, the employee will continue to receive 100% of t...
