Temporary agency workers Section 10 Arbeitskräfteüberlassungsgesetz (AÜG; Act Governing Temporary Agency Work) including relevant collective bargaining regulations shall apply provided that: – the hiring out before 1 April 2003, – the hiring out as of 1 April 2003 (for blue-collar workers as of 1 July 2003), – the hiring out as of 1 July 2007 shall be considered equal to the commencement of an employment relationship as of the respective date.
Temporary agency. Workers engaged via this Agreement by the Supplier will be insured under the Supplier’s own Employer’s Liability and Public Liability insurance policies whilst under its direction and control.
Temporary agency workers who have reached pensionable age pursuant to the General Old Age Pen- sions Act (AOW)*2 In the event of successive employership for a temporary agency worker who has reached the pensionable age pursuant to the AOW, in deviation from paragraphs 3 and 4 of this article, the temporary agency worker starts in Phase A, whereby the relevant employment history is deducted from the total duration of Phase A, on the understanding that there are always at least 52 weeks remaining in Phase A. In determining the relevant employment history, only the employment contracts/agency work employment contracts entered into after reaching the pensionable age pursuant to the AOW are counted.
Temporary agency. Workers on Assignment to the Customer shall work under the supervision, direction and control of the Customer’s officers.
Temporary agency workers who have reached pensionable age pursuant to the General Old Age Pensions Act (AOW). In determining whether the four-year period referred to in this paragraph or the number of six secondment agreements has been exceeded, for the temporary agency worker who has reached the pensionable age pursuant to the AOW and continues to work beyond that age only the secondment agreements which were entered into after reaching the pensionable age pursuant to the AOW are counted.
Temporary agency workers with a foreign employment contract (Waga) In accordance with the provisions of article 2 of this Collective Labour Agreement and the Terms of Employment (Cross-border Work) Act (Waga), in the fields indicated below the provisions of this Collective Labour Agreement that have been decreed to be compulsorily applicable, also apply to temporary agency workers who are deployed from abroad by a foreign private employment agency to a user company in the Netherlands, and whose employment contract is governed by the law of a 50 c o l l e c t i v e l a b o u r a c r e e m e n t f o r t e m p o r a r y a c e n c y w o r k e r s 2 0 0 9 - 2 0 1 4 country other than the Netherlands. The fields concerned are: maximum working times and minimum rest periods; minimum number of holidays during which the private employment agency has an obligation to pay wage; minimum wages, including payments for overtime and not including additional company pension schemes; conditions for placing temporary agency workers, in particular for private employment agencies; health, safety and hygiene at work; protective measures with regard to employment conditions and circumstances for children, young persons and pregnant employees or employees who have recently given birth; equal treatment of men and women.
Temporary agency
