USER COMPANY REMUNERATION. 1. The agency worker is entitled to the user company remuneration, unless Article 33 is applied. The user company remuneration consists of the following nine elements, each of which is at least equal to the remuneration of an employee working in an equal or equivalent position at the client*, where the agency worker performs his duties under the direction and supervision of that client:
a. only the applicable periodic pay in the scale;
b. the applicable reduction of working hours (ADV). This can be compensated in time and/or money, at the discretion of the employment agency;
c. all allowances for unsocial hours and/or working under (physically) straining circumstances related to the nature of the work. This includes, but is not limited to: overtime, working in the evening, at the weekend and on public holidays, shifted hours, shift work, low and/or high temperatures, hazardous substances, dirty work;
d. initial wage increase from the same time and with the same amount as at the client**;
e. expense allowances (to the extent the employment agency can pay these free from wage tax and national insurance contributions);
f. increments (level and time as determined at the client);
g. allowance for work-related travel hours and/or travel time (unless the travel hours or travel time are already regarded as hours worked);
h. one-off payments, regardless of the purpose or reason for the payment. One- off payments are not periodically recurring payments;
i. homeworking allowances, whereby the part of the allowance that is not exempted by law is paid gross.
j. fixed end-of-year bonuses (amount, time and conditions as determined by the client). • Fixed end-of-year bonuses are understood to mean all income components that are paid annually or periodically in a recurring manner, such as a 13th month, end-of-year bonus and Christmas bonus. • These are allocated in accordance with the agreements applicable at the client, such as the moment of payment (determined date and/or at the end of employment) and the conditions that apply to the allocation. • If agreements have been made with the client to include the fixed year- end bonus in a system of exchanging employment conditions such as an individual choice budget (IKB) and that (part of the) exchange scheme is not already paid to the agency worker, the fixed year-end bonus will be traceable in the exchange scheme at the client granted to the agency worker under the same conditions as applicable at the client. If the agency ...
USER COMPANY REMUNERATION. 1. The agency worker is entitled to the user company remuneration, unless Article 33 is applied. The user company remuneration consists of the following six elements, each of which is at least equal to the remuneration of an employee working in an equal or equivalent position at the client*, where the agency worker performs his duties under the direction and supervision of that client:
a. only the applicable periodic pay in the scale;
b. the applicable reduction in working hours; This can be compensated in time and/or money, at the discretion of the employment agency;
c. overtime allowance, unsocial hours allowance (including public holidays), shifted hour allowance, shift allowance and an allowance for working in physically straining circumstances in combination with the nature of the work (including working in high or low temperatures, working with hazardous substances, or dirty work);
d. initial wage increase (level and time as determined at the client);
e. expense allowances (to the extent the employment agency can pay these free from wage tax and national insurance contributions: travel expenses, board and lodging costs and other expenses required for the performance of the job);
f. increments (level and time as determined at the client). If the agency worker made available to the client is subsequently made available to another company, the user company remuneration is equal to the remuneration of an employee working in an equal or equivalent position at that client, where the agency worker performs his duties under its direction and supervision.
2. If the client applies a regulation that provides for compensation of travel hours or travel time in relation to the work, the employment agency also applies this regulation for compensation of travel hours or travel time to the agency worker. If the travel hours or travel time of the agency worker are already regarded as hours worked, the regulations at the client for travel hours or travel time do not apply.
USER COMPANY REMUNERATION. 1. The agency worker is entitled to the user company remuneration, unless Article 33 is applied. The user company remuneration consists of the following elements, each of which is at least equal to the remuneration of an employee working in an equal or equivalent position at the client*, where the agency worker performs his duties under the direction and supervision of that client:
a. the applicable periodic wage in the scale belonging to the job category into which the agency worker is classified. For the scale, reference is made to paragraph 2;
b. the applicable reduction of working hours (ADV). This can be compensated in time and/or money, at the discretion of the employment agency;
c. all allowances;
d. initial wage increase from the same time and with the same amount as at the client**;
e. all expense allowances;
f. increments (level and time as determined at the client). For the application thereof, reference is made to paragraph 3;
g. allowance for work-related travel hours and/or travel time (unless the travel hours or travel time are already regarded as hours worked);
h. one-off payments, regardless of the purpose or reason for the payment. One- off payments are not periodically recurring payments;
i. homeworking allowances;
j. fixed end-of-year bonuses (amount, time and conditions as determined by the client). • Fixed end-of-year bonuses are understood to mean all income components that are paid annually or periodically in a recurring manner, such as a 13th month, end-of-year bonus and Christmas bonus. • These are allocated in accordance with the agreements applicable at the client, such as the moment of payment (determined date and/or at the end of employment) and the conditions that apply to the allocation. • If agreements have been made with the client to include the fixed year- end bonus in a system of exchanging employment conditions such as an individual choice budget (IKB) and that (part of the) exchange scheme is not already paid to the agency worker, the fixed year-end bonus will be traceable in the exchange scheme at the client granted to the agency worker under the same conditions as applicable at the client. If the agency worker made available to the client is subsequently made available to another company, the user company remuneration is equal to the remuneration of an employee working in an equal or equivalent position at that client, where the agency worker performs his duties under its direction and supervision.
USER COMPANY REMUNERATION. 1. The agency worker is entitled to the user company remuneration, unless Article 33 is applied. The user company remuneration consists of the following six elements, each of which is at least equal to the remuneration of an employee working in an equal or equivalent position at the client*, where the agency worker performs his duties under the direction and supervision of that client:
a. only the applicable periodic pay in the scale;
b. the applicable reduction of working hours (ADV). This can be compensated in time and/or money, at the discretion of the employment agency;
c. all allowances for unsocial hours and/or working under (physically) straining circumstances related to the nature of the work. This includes, but is not limited to: overtime, working in the evening, at the weekend and on public holidays, shifted hours, shiftwork, low and/or high temperatures, hazardous substances, dirty work;
d. initial wage increase (level and time as determined at the client);
e. expense allowances (to the extent the employment agency can pay these free from wage tax and national insurance contributions: travel expenses, board and lodging costs and other expenses required for the performance of the job);
f. increments (level and time as determined at the client). If the agency worker made available to the client is subsequently made available to another company, the user company remuneration is equal to the remuneration of an employee working in an equal or equivalent position at that client, where the agency worker performs his duties under its direction and supervision.
2. If the client applies a regulation that provides for compensation of travel hours or travel time in relation to the work, the employment agency also applies this regulation for compensation of travel hours or travel time to the agency worker. If the travel hours or travel time of the agency worker are already regarded as hours worked, the regulations at the client for travel hours or travel time do not apply.
