Common use of PHASES SYSTEM AND PERIOD AND CHAIN SYSTEM Clause in Contracts

PHASES SYSTEM AND PERIOD AND CHAIN SYSTEM. 1. The phases system consists of four phases as set out in Articles 13 to 15. The legal status of a temporary worker depends on the phase in which he finds himself. 2. If activities have not yet been performed for more than 26 weeks, a temporary employment contract is deemed to have been entered into on the basis of phase 1. If the activities are continued after 26 weeks, this is deemed to have been done on the basis of phase 2. 3. The period and chain system as defined in Section 668a in Book 7 of the Netherlands Civil Code (see Schedule 9 to this collective agreement) may also be expressly chosen until the start of phase 2 at the latest. The counting in respect of the period and chain system will start when the first temporary employment contract is entered into under the period and chain system. As long as there is a chain of temporary employment contracts within the meaning of the period and chain system, the parties may not decide to switch to application of the phases system. 4. A temporary employment agency and a temporary worker may enter into fixed-term or open-ended temporary employment contracts at an earlier stage than provided for by the phases system. For this purpose, a fixed-term temporary employment contract is under- stood to mean: a phase 1 or 2 temporary employment contract in which the temporary employment clause referred to in Article 13, Paragraph 2 (b) is expressly excluded*. Notwithstanding Section 628(5) in Book 7 of the Netherlands Civil Code, the obligation to continue to pay wages to the temporary worker during phases 1 and 2 of this fixed-term temporary employment contract is excluded, unless expressly otherwise agreed*. Exclusion of the obligation to continue to pay wages to the temporary worker means that no salary is owed if the work has ceased to exist and no activities have been performed as a result. If the temporary employment agency invokes this provision, the temporary worker may terminate the temporary employment contract forthwith. During his/her temporary agree- ment, after 26 weeks worked, the temporary worker is entitled to compensation of at least three times the actual hourly rate per temporary agreement, even if the work under the temporary agreement has lapsed and consequently no work is carried out. However, if the temporary worker is incapacitated for work, the temporary employment agency is under an obligation to continue to pay his or her wages. * Within the legal parameters of Section 7:691 of the Netherlands Civil Code and by way of derogation from the Section 7:691 of the Netherlands Civil Code during a period of 78 worked weeks. ARTICLE 13 1 PHASES 1 AND 2 1. The counting of phases 1 and 2 a. During the first period of weeks worked, i.e. week 1 up to and including week 26 (26 weeks), the temporary worker is in phase 1. b. During the second period of weeks worked, i.e. week 27 up to and including week 78 (52 weeks), the temporary worker is in phase 2. c. All weeks in which the temporary worker has actually performed activities are counted as a week worked, irrespective of how many hours have been worked in that week. d. If there is an interval of 26 weeks or longer between two temporary employment contracts, the counting of the weeks worked will start anew. Phase 1 starts anew in such circumstances. 2. The following provisions apply when a phase 1 or 2 temporary employment contract with a temporary employment clause is entered into: a. A phase 1 or 2 temporary employment contract is entered into for the term of the posting. b. The temporary employment clause will apply during phases 1 and 2. The effect of the temporary employment clause is that the temporary employment contract between the temporary employment agency and the temporary worker ends by operation of law if the posting is ended at the request of the hirer (Section 691(2) in Book 7 of the Netherlands Civil Code). c. The temporary employment agency will owe pay only for the period in which the temporary worker actually performed temporary work. Section 628(1) in Book 7 of the Netherlands Civil Code does not apply. d. Notwithstanding Section 691(1) and (3) in Book 7 of the Netherlands Civil Code, the temporary employment clause will also apply during phase 2. 3. The following provisions apply at the end of a phase 1 or 2 temporary employment contract with a temporary employment clause: a. A temporary employment contract will end if the hirer is no longer willing or able, for any reason whatever, to hire the temporary worker or if the temporary worker is no longer willing or able, for any reason whatever (including incapacity for work), to perform the agreed work. In the event of sickness of or accident to the temporary worker, the posting in phases 1 and 2 will be deemed to have ended with immediate effect at the request of the hirer immediately after the notification referred to in Article 25, Paragraph 2. b. No notice of termination of the temporary employment contract is necessary, but the temporary employment agency and the temporary worker will notify each other as quickly as is reasonably possible of the termination or imminent termination of the temporary employment contract. 1 See Schedule 4

PHASES SYSTEM AND PERIOD AND CHAIN SYSTEM. 1. The phases system consists of four phases as set out in Articles 13 to 15. The legal status of a temporary worker depends on the phase in which he finds himself. 2. If activities have not yet been performed for more than 26 weeks, a temporary employment contract is deemed to have been entered into on the basis of phase 1. If the activities are continued after 26 weeks, this is deemed to have been done on the basis of phase 2. 3. The period and chain system as defined in Section 668a in Book 7 of the Netherlands Civil Code (see Schedule 9 to this collective agreement) may also be expressly chosen until the start of phase 2 at the latest. The counting in respect of the period and chain system will start when the first temporary employment contract is entered into under the period and chain system. As long as there is a chain of temporary employment contracts within the meaning of the period and chain system, the parties may not decide to switch to application of the phases system. 4. A temporary employment agency and a temporary worker may enter into fixed-term or open-ended temporary employment contracts at an earlier stage than provided for by the phases system. For this purpose, a fixed-term temporary employment contract is under- stood understood to mean: a phase 1 or 2 temporary employment contract in which the temporary employment clause referred re-ferred to in Article 13, Paragraph 2 (b) is expressly excluded*. Notwithstanding Section 628(5) in Book 7 of the Netherlands Civil Code, the obligation to continue to pay wages to the temporary worker during phases 1 and 2 of this fixed-term temporary employment contract is excluded, unless expressly otherwise agreed*. Exclusion of the obligation to continue to pay wages to the temporary worker means that no salary is owed if the work has ceased to exist and no activities have been performed as a result. If the temporary employment agency invokes this provision, the temporary worker may terminate the temporary employment contract forthwith. During his/her temporary agree- mentagreement, after 26 weeks worked, the temporary worker is entitled to compensation of at least three times the actual hourly rate per temporary agreement, even if the work under the temporary agreement has lapsed and consequently no work is carried out. This applies unless non performance of work is caused by the employee, for instance because the temporary worker is not available or prepared to perform work. However, if the temporary worker is incapacitated for work, the temporary employment agency is under an obligation to continue to pay his or her wages. * Within the legal parameters of Section 7:691 of the Netherlands Civil Code and by way of derogation from the Section 7:691 of the Netherlands Civil Code during a period of 78 worked weeks. ARTICLE 13 1 PHASES 1 AND 2 1. The counting of phases 1 and 2 a. During the first period of weeks worked, i.e. week 1 up to and including week 26 (26 weeks), the temporary worker is in phase 1. b. During the second period of weeks worked, i.e. week 27 up to and including week 78 (52 weeks), the temporary worker is in phase 2. c. All weeks in which the temporary worker has actually performed activities are counted as a week worked, irrespective of how many hours have been worked in that week. d. If there is an interval of 26 weeks or longer between two temporary employment contracts, the counting of the weeks worked will start anew. Phase 1 starts anew in such circumstances. 2. The following provisions apply when a phase 1 or 2 temporary employment contract with a temporary employment clause is entered into: a. A phase 1 or 2 temporary employment contract is entered into for the term of the posting. b. The temporary employment clause will apply during phases 1 and 2. The effect of the temporary employment clause is that the temporary employment contract between the temporary employment agency and the temporary worker ends by operation of law if the posting is ended at the request of the hirer (Section 691(2) 691 in Book 7 of the Netherlands Civil Code). c. The temporary employment agency will owe pay only for the period in which the temporary worker actually performed temporary work. Section 628(1) in Book 7 of the Netherlands Civil Code does not apply. d. Notwithstanding Section 691(1) and (3) in Book 7 of the Netherlands Civil Code, the temporary employment clause will also apply during phase 2. 3. The following provisions apply at the end of a phase 1 or 2 temporary employment contract with a temporary employment clause: a. A temporary employment contract will end if the hirer is no longer willing or able, for any reason whatever, to hire the temporary worker or if the temporary worker is no longer willing or able, for any reason whatever (including incapacity for work), to perform the agreed work. In the event of sickness of or accident to the temporary worker, the posting in phases 1 and 2 will be deemed to have ended with immediate effect at the request of the hirer immediately after the notification referred to in Article 25, Paragraph 2. b. No notice of termination of the temporary employment contract is necessary, but the temporary employment agency and the temporary worker will notify each other as quickly as is reasonably possible of the termination or imminent termination of the temporary employment contract. 1 See Schedule 4

PHASES SYSTEM AND PERIOD AND CHAIN SYSTEM. 1. The phases system consists of four phases as set out in Articles 13 to 15. The legal status of a temporary worker depends on the phase in which he finds himself. 2. If activities have not yet been performed for more than 26 weeks, a temporary employment contract is deemed to have been entered into on the basis of phase 1. If the activities are continued after 26 weeks, this is deemed to have been done on the basis of phase 2. 3. The period and chain system as defined in Section 668a in Book 7 of the Netherlands Civil Code (see Schedule 9 8 to this collective agreement) may also be expressly chosen until the start of phase 2 at the latest. The counting in respect of the period and chain system will start when the first temporary employment contract is entered into under the period and chain system. As long as there is a chain of temporary employment contracts within the meaning of the period and chain system, the parties may not decide to switch to application of the phases system. Temporary workers with a temporary employment contract under the period and chain system are members of the Plus Pension Plan referred to in Article 31. 4. A temporary employment agency and a temporary worker may enter into fixed-term or open-ended temporary employment contracts at an earlier stage than provided for by the phases system. For this purpose, a fixed-term temporary employment contract is under- stood understood to mean: a phase 1 or 2 temporary employment contract in which the temporary employment clause referred to in Article 13, Paragraph 2 (b) is expressly excluded*. Notwithstanding Section 628(5) in Book 7 of the Netherlands Civil Code, the obligation to continue to pay wages to the temporary worker during phases 1 and 2 the term of this fixed-term temporary employment contract is excluded, unless expressly otherwise agreed*. Exclusion of the obligation to continue to pay wages to the temporary worker means that no salary is owed if the work has ceased to exist and no activities have been performed as a result. If the temporary employment agency invokes this provision, the temporary worker may terminate the temporary employment contract forthwith. During his/her temporary agree- ment, after 26 weeks worked, the temporary worker is entitled to compensation of at least three times the actual hourly rate per temporary agreement, even if the work under the temporary agreement has lapsed and consequently no work is carried out. However, if the temporary worker is incapacitated for worksick, the temporary employment agency is under an obligation to continue to pay his or her wages. * Within the legal parameters of Section 7:691 of the Netherlands Civil Code and by way of derogation from the Section 7:691 of the Netherlands Civil Code during a period of 78 worked weeks. ARTICLE 13 1 PHASES 1 AND 2 1. The counting of phases 1 and 2 a. During the first period of weeks worked, i.e. week 1 up to and including week 26 (26 weeks), the temporary worker is in phase 1. b. During the second period of weeks worked, i.e. week 27 up to and including week 78 (52 weeks), the temporary worker is in phase 2. c. All weeks in which the temporary worker has actually performed activities are counted as a week worked, irrespective of how many hours have been worked in that week. d. If there is an interval of 26 weeks or longer between two temporary employment contracts, the counting of the weeks worked will start anew. Phase 1 starts anew in such circumstances. 2. The following provisions apply when a phase 1 or 2 temporary employment contract with a temporary employment clause is entered into: a. A phase 1 or 2 temporary employment contract is entered into for the term of the posting. b. The temporary employment clause will apply during phases 1 and 2. The effect of the temporary employment clause is that the temporary employment contract between the temporary employment agency and the temporary worker ends by operation of law if the posting is ended at the request of the hirer (Section 691(2) in Book 7 of the Netherlands Civil Code). c. The temporary employment agency will owe pay only for the period in which the temporary worker actually performed temporary work. Section 628(1) in Book 7 of the Netherlands Civil Code does not apply. d. Notwithstanding Section 691(1) and (3) in Book 7 of the Netherlands Civil Code, the temporary employment clause will also apply during phase 2. 3. The following provisions apply at the end of a phase 1 or 2 temporary employment contract with a temporary employment clause: a. A temporary employment contract will end if the hirer is no longer willing or able, for any reason whatever, to hire the temporary worker or if the temporary worker is no longer willing or able, for any reason whatever (including incapacity for work), to perform the agreed work. In the event of sickness of or accident to the temporary worker, the posting in phases 1 and 2 will be deemed to have ended with immediate effect at the request of the hirer immediately after the notification referred to in Article 25, Paragraph 2. b. No notice of termination of the temporary employment contract is necessary, but the temporary employment agency and the temporary worker will notify each other as quickly as is reasonably possible of the termination or imminent termination of the temporary employment contract. 1 See Schedule 4

PHASES SYSTEM AND PERIOD AND CHAIN SYSTEM. 1. The phases system consists of four phases as set out in Articles 13 to 15. The legal status of a temporary worker depends on the phase in which he finds himself. 2. If activities have not yet been performed for more than 26 weeks, a temporary employment contract is deemed to have been entered into on the basis of phase 1. If the activities are continued after 26 weeks, this is deemed to have been done on the basis of phase 2. 3. The period and chain system as defined in Section 668a in Book 7 of the Netherlands Civil Code (see Schedule 9 to this collective agreement) may also be expressly chosen until the start of phase 2 at the latest. The counting in respect of the period and chain system will start when the first temporary employment contract is entered into under the period and chain system. As long as there is a chain of temporary employment contracts within the meaning of the period and chain system, the parties may not decide to switch to application of the phases system. 4. A temporary employment agency and a temporary worker may enter into fixed-term or open-ended temporary employment contracts at an earlier stage than provided for by the phases system. For this purpose, a fixed-term temporary employment contract is under- stood understood to mean: a phase 1 or 2 temporary employment contract in which the temporary employment clause referred to in Article 13, Paragraph 2 (b) is expressly excluded*. Notwithstanding Section 628(5) in Book 7 of the Netherlands Civil Code, the obligation to continue to pay wages to the temporary worker during phases 1 and 2 of this fixed-term temporary employment contract is excluded, unless expressly otherwise agreed*. Exclusion of the obligation to continue to pay wages to the temporary worker means that no salary is owed if the work has ceased to exist and no activities have been performed as a result. If the temporary employment agency invokes this provision, the temporary worker may terminate the temporary employment contract forthwith. During his/her temporary agree- ment, after 26 weeks worked, the temporary worker is entitled to compensation of at least three times the actual hourly rate per temporary agreement, even if the work under the temporary agreement has lapsed and consequently no work is carried out. However, if the temporary worker is incapacitated for work, the temporary employment agency is under an obligation to continue to pay his or her wages. * Within the legal parameters of Section 7:691 of the Netherlands Civil Code and by way of derogation from the Section 7:691 of the Netherlands Civil Code during a period of 78 worked weeks. ARTICLE 13 1 PHASES 1 AND 2 1. The counting of phases 1 and 2 a. During the first period of weeks worked, i.e. week 1 up to and including week 26 (26 weeks), the temporary worker is in phase 1. b. During the second period of weeks worked, i.e. week 27 up to and including week 78 (52 weeks), the temporary worker is in phase 2. c. All weeks in which the temporary worker has actually performed activities are counted as a week worked, irrespective of how many hours have been worked in that week. d. If there is an interval of 26 weeks or longer between two temporary employment contracts, the counting of the weeks worked will start anew. Phase 1 starts anew in such circumstances. 2. The following provisions apply when a phase 1 or 2 temporary employment contract with a temporary employment clause is entered into: a. A phase 1 or 2 temporary employment contract is entered into for the term of the posting. b. The temporary employment clause will apply during phases 1 and 2. The effect of the temporary employment clause is that the temporary employment contract between the temporary employment agency and the temporary worker ends by operation of law if the posting is ended at the request of the hirer (Section 691(2) 691 in Book 7 of the Netherlands Civil Code). c. The temporary employment agency will owe pay only for the period in which the temporary worker actually performed temporary work. Section 628(1) in Book 7 of the Netherlands Civil Code does not apply. d. Notwithstanding Section 691(1) and (3) in Book 7 of the Netherlands Civil Code, the temporary employment clause will also apply during phase 2. 3. The following provisions apply at the end of a phase 1 or 2 temporary employment contract with a temporary employment clause: a. A temporary employment contract will end if the hirer is no longer willing or able, for any reason whatever, to hire the temporary worker or if the temporary worker is no longer willing or able, for any reason whatever (including incapacity for work), to perform the agreed work. In the event of sickness of or accident to the temporary worker, the posting in phases 1 and 2 will be deemed to have ended with immediate effect at the request of the hirer immediately after the notification referred to in Article 25, Paragraph 2. b. No notice of termination of the temporary employment contract is necessary, but the temporary employment agency and the temporary worker will notify each other as quickly as is reasonably possible of the termination or imminent termination of the temporary employment contract. 1 See Schedule 4

PHASES SYSTEM AND PERIOD AND CHAIN SYSTEM. 1. The phases system consists of four phases as set out in Articles 13 to 15. The legal status of a temporary worker depends on the phase in which he finds himself. 2. If activities have not yet been performed for more than 26 weeks, a temporary employment contract is deemed to have been entered into on the basis of phase 1. If the activities are continued after 26 weeks, this is deemed to have been done on the basis of phase 2. 3. The period and chain system as defined in Section 668a in Book 7 of the Netherlands Civil Code (see Schedule 9 to this collective agreement) may also be expressly chosen until the start of phase 2 at the latest. The counting in respect of the period and chain system will start when the first temporary employment contract is entered into under the period and chain system. As long as there is a chain of temporary employment contracts within the meaning of the period and chain system, the parties may not decide to switch to application of the phases system. 4. A temporary employment agency and a temporary worker may enter into fixed-term or open-ended temporary employment contracts at an earlier stage than provided for by the phases system. For this purpose, a fixed-term temporary employment contract is under- stood understood to mean: a phase 1 or 2 temporary employment contract in which the temporary employment clause referred re-ferred to in Article 13, Paragraph 2 (b) is expressly excluded*. Notwithstanding Section 628(5) in Book 7 of the Netherlands Civil Code, the obligation to continue to pay wages to the temporary worker during phases 1 and 2 of this fixed-term temporary employment contract is excluded, unless expressly otherwise agreed*. Exclusion of the obligation to continue to pay wages to the temporary worker means that no salary is owed if the work has ceased to exist and no activities have been performed as a result. If the temporary employment agency invokes this provision, the temporary worker may terminate the temporary employment contract forthwith. During his/her temporary agree- mentagreement, after 26 weeks worked, the temporary worker is entitled to compensation of at least three times the actual hourly rate per temporary agreement, even if the work under the temporary agreement has lapsed and consequently no work is carried out. This applies unless non performance of work is caused by the employee, for instance because the temporary worker is not available or prepared to perform work. However, if the temporary worker is incapacitated for work, the temporary employment agency is under an obligation to continue to pay his or her wages. * Within the legal parameters of Section 7:691 691 in Book 7 of the Netherlands Civil Code and by way of derogation from the Section 7:691 of the Netherlands Civil Code during a period of 78 worked weeksCode. ARTICLE 13 13. 1 PHASES 1 AND 2 1. The counting of phases 1 and 2 a. During the first period of weeks worked, i.e. week 1 up to and including week 26 (26 weeks), the temporary worker is in phase 1. b. During the second period of weeks worked, i.e. week 27 up to and including week 78 (52 weeks), the temporary worker is in phase 2. c. All weeks in which the temporary worker has actually performed activities are counted as a week worked, irrespective of how many hours have been worked in that week. d. If there is an interval of 26 weeks or longer between two temporary employment contracts, the counting of the weeks worked will start anew. Phase 1 starts anew in such circumstances. 2. The following provisions apply when a phase 1 or 2 temporary employment contract with a temporary employment clause is entered into: a. A phase 1 or 2 temporary employment contract is entered into for the term of the posting. b. The temporary employment clause will apply during phases 1 and 2. The effect of the temporary employment clause is that the temporary employment contract between the temporary employment agency and the temporary worker ends by operation of law if the posting is ended at the request of the hirer (Section 691(2) in Book 7 of the Netherlands Civil Code). c. The temporary employment agency will owe pay only for the period in which the temporary worker actually performed temporary work. Section 628(1) in Book 7 of the Netherlands Civil Code does not apply. d. Notwithstanding Section 691(1) and (3) in Book 7 of the Netherlands Civil Code, the temporary employment clause will also apply during phase 2. 3. The following provisions apply at the end of a phase 1 or 2 temporary employment contract with a temporary employment clause: a. A temporary employment contract will end if the hirer is no longer willing or able, for any reason whatever, to hire the temporary worker or if the temporary worker is no longer willing or able, for any reason whatever (including incapacity for work), to perform the agreed work. In the event of sickness of or accident to the temporary worker, the posting in phases 1 and 2 will be deemed to have ended with immediate effect at the request of the hirer immediately after the notification referred to in Article 25, Paragraph 2. b. No notice of termination of the temporary employment contract is necessary, but the temporary employment agency and the temporary worker will notify each other as quickly as is reasonably possible of the termination or imminent termination of the temporary employment contract. 1 See Schedule 4

PHASES SYSTEM AND PERIOD AND CHAIN SYSTEM. 1. The phases system consists of four phases as set out in Articles 13 to 15. The legal status of a temporary worker depends on the phase in which he finds himself. 2. If activities have not yet been performed for more than 26 weeks, a temporary employment contract is deemed to have been entered into on the basis of phase 1. If the activities are continued after 26 weeks, this is deemed to have been done on the basis of phase 2. 3. The period and chain system as defined in Section 668a in Book 7 of the Netherlands Civil Code (see Schedule 9 8 to this collective agreement) may also be expressly chosen until the start of phase 2 at the latest. The counting in respect of the period and chain system will start when the first temporary employment contract is entered into under the period and chain system. As long as there is a chain of temporary employment contracts within the meaning of the period and chain system, the parties may not decide to switch to application of the phases system. 4. A temporary employment agency and a temporary worker may enter into fixed-term or open-ended temporary employment contracts at an earlier stage than provided for by the phases system. For this purpose, a fixed-term temporary employment contract is under- stood understood to mean: a phase 1 or 2 temporary employment contract in which the temporary employment clause referred to in Article 13, Paragraph 2 (b) is expressly excluded*. Notwithstanding Section 628(5) in Book 7 of the Netherlands Civil Code, the obligation to continue to pay wages to the temporary worker during phases 1 and 2 the term of this fixed-term temporary employment contract is excluded, unless expressly otherwise agreed*. Exclusion of the obligation to continue to pay wages to the temporary worker means that no salary is owed if the work has ceased to exist and no activities have been performed as a result. If the temporary employment agency invokes this provision, the temporary worker may terminate the temporary employment contract forthwith. During his/her temporary agree- ment, after 26 weeks worked, the temporary worker is entitled to compensation of at least three times the actual hourly rate per temporary agreement, even if the work under the temporary agreement has lapsed and consequently no work is carried out. However, if the temporary worker is incapacitated for work, the temporary employment agency is under an obligation to continue to pay his or her wages. * Within the legal parameters of Section 7:691 of the Netherlands Civil Code and by way of derogation from the Section 7:691 of the Netherlands Civil Code during a period of 78 worked weeks. ARTICLE 13 1 PHASES 1 AND 2 1. The counting of phases 1 and 2 a. During the first period of weeks worked, i.e. week 1 up to and including week 26 (26 weeks), the temporary worker is in phase 1. b. During the second period of weeks worked, i.e. week 27 up to and including week 78 (52 weeks), the temporary worker is in phase 2. c. All weeks in which the temporary worker has actually performed activities are counted as a week worked, irrespective of how many hours have been worked in that week. d. If there is an interval of 26 weeks or longer between two temporary employment contracts, the counting of the weeks worked will start anew. Phase 1 starts anew in such circumstances. 2. The following provisions apply when a phase 1 or 2 temporary employment contract with a temporary employment clause is entered into: a. A phase 1 or 2 temporary employment contract is entered into for the term of the posting. b. The temporary employment clause will apply during phases 1 and 2. The effect of the temporary employment clause is that the temporary employment contract between the temporary employment agency and the temporary worker ends by operation of law if the posting is ended at the request of the hirer (Section 691(2) 691 in Book 7 of the Netherlands Civil Code). c. The temporary employment agency will owe pay only for the period in which the temporary worker actually performed temporary work. Section 628(1) in Book 7 of the Netherlands Civil Code does not apply. d. Notwithstanding Section 691(1) and (3) in Book 7 of the Netherlands Civil Code, the temporary employment clause will also apply during phase 2. 3. The following provisions apply at the end of a phase 1 or 2 temporary employment contract with a temporary employment clause: a. A temporary employment contract will end if the hirer is no longer willing or able, for any reason whatever, to hire the temporary worker or if the temporary worker is no longer willing or able, for any reason whatever (including incapacity for work), to perform the agreed work. In the event of sickness of or accident to the temporary worker, the posting in phases 1 and 2 will be deemed to have ended with immediate effect at the request of the hirer immediately after the notification referred to in Article 25, Paragraph 2. b. No notice of termination of the temporary employment contract is necessary, but the temporary employment agency and the temporary worker will notify each other as quickly as is reasonably possible of the termination or imminent termination of the temporary employment contract. 1 See Schedule 4