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 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: 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 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. 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. 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. 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. 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 present collective agreement, Xxxxxx starts a second, long-term investigation. Parties to the...
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. 1 Employers and employees endeavour to keep their knowledge and development up to
2 This effort is characterised by a certain allocation of responsibilities. Employees are and remain primarily responsible for their own development, and should take initiatives in this respect, whilst the employer will make all reasonable efforts to facilitate these initiatives by making time and/or resources available. 3 Financing this knowledge development for the architectural firm to keep up to date is mainly the responsibility of the employer. This topic is further elaborated in Appendix 2. 4 Employees are primarily responsible for keeping their own knowledge up to date and further developing their skills. As an incentive, a time budget or - with the employer’s consent - a financial budget is made available for development. This is further elaborated in Article 32.
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. Each employee will have the opportunity to get a scan once per year to gain more insight with regard to their personal employability. The scan consists of a digital questionnaire, a report and a counselling interview with an expert coach/advisor. At any time in the year, the employee can make a choice between getting a job market/career scan (including the APQ), financial scan or a vitality scan. The results and progress as well as the costs of these tools will be discussed in the regular meetings with the unions.
1. Study on career change A project group with members of Philips Lighting, the trade unions and the Central Works Council will continue exploring the subject of career change in all of its aspects within a period of six months after signing the collective employment agreement.
2. Study on shift work In Drachten, a study has been launched on improving the situation of shift workers. The achieved results and still unanswered questions will be discussed in a meeting with trade unions. After this meeting, it will be decided whether further research is needed and how trade unions will be included in the follow-up.
Sustainable employability. The parties to the Collective Agreement will promote the sustainable employment of persons with permanent employment contracts for a short and longer time by working out a set of initiatives to improve employability, training and development and labour mobility of employees. The current occupational health and safety catalogue and sector-specific HIRAs will be updated on the instructions of the parties to the Collective Agreement. The updated HIRA will be introduced to the employees by a publicity campaign. At the same time the campaign will be aimed at intensifying the attention paid by both employers and employees to good working conditions. The decision-making on this will take place within Raltex.
Sustainable employability. Psychosocial investigation Amplify Your Career
