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. 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.
2. The employer talks to the employee regularly, but at least once a year, about the possibilities for the future, both within their organisation and outside it, and both within their branch and/or sector and outside them. In order to discuss the employee’s development, the employee may be required to demonstrate their playing or singing. The employer will then facilitate the plans resulting from the discussion.
3. By definition, the plans will differ per individual. This means that the investments or tools that could contribute to employability must also be determined individually. Examples are training, coaching and guidance, or physical aids, changes to the tasks (in whole or in part) and/or agreements about working hours and leave.
4. Attention is paid to various wishes and possibilities that suit employees’ different phases of life. Learning, however, remains necessary throughout the career, and it is obligatory to work on employability.
Long-term employability. Realistic set of duties a topic during appraisal interview Vitality pact Catch-all provision regarding the early retirement scheme Agreements on night-shift work for employees aged 57 and up Amendment to pay-scale guarantee Restriction of function-based contracts Reassignment in the event of occupational disability Continued payment of wages in the event of illness Facilities for trade unions
Long-term employability. Night shifts
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. The parties to the collective agreement emphasise the importance of the long-term employability of employees. Accordingly, the parties have agreed on the following matters: - A right to breaks; - Time that is strictly working time; - Right to disconnect; - Priority to be given to internal staff when drawing up rosters and shifts; - Social safety. The provisions of the collective labour agreement must be observed with care and respect. The parties to the collective labour agreement will be attentive to reports from professional practice and will discuss these each year, so that additional attention can be paid to them if necessary. This includes matters such as employer contributions towards the cost of registration and reregistration, membership fees of professional bodies or trade union dues and health insurance contributions. It also includes the drawing up of annual training plans and the training allowance, in addition to being able to take breaks and leave in order to ensure long-term employability. – The allowance to compensate for travel expenses related to commuting has been expanded. Employees who do not use public transport will receive a travel allowance per working day equal to the maximum tax-free travel-expense allowance up to a maximum of 50 kilometres per single trip. The lower limit of 5 kilometres does not apply for one-way trips of more than 5 kilometres. – For 2024, this amounts to €0.23 per kilometre. – The overtime allowance has been expanded to include employees in scale 8. – The homeworking allowance will be linked to the maximum tax-free allowance. – Reimbursement of expenses for business travel (including parking), telephone and accommodation is now included in the collective labour agreement. The right to special leave on the death of a parent, brother or sister will be equivalent to the right that applies on the death of a partner or child. In addition, the collective labour agreement includes more detailed provisions on bereavement leave and customised solutions regarding the length of this leave. From 1 January 2024, employees aged 60 or over cannot be required to work night shifts. The parties agree that the following jobs will be described and evaluated: programme manager, ICT adviser, policy officer/policy adviser, junior doctor. The ongoing process of describing and assigning a weighting to the job of GP assistant will continue. Structurally, the contribution payable to SSFH remains at 0.7%. For 2024, it will once again be...
