Vitality leave a. In addition to the holiday entitlements in accordance with paragraph 1 of this article, the Employee is entitled to the vitality leave with retention of salary specified below each calendar year: • If he has not yet reached the age of 35: 7.6 hours; • If he reached the age of 35: 15.2 hours; • If he reached the age of 40: 22.8 hours; • If he reached the age of 45: 30.4 hours; • If he reached the age of 50: 38 hours; • If he reached the age of 55: 45.6 hours; • If he reached the age of 60: 53.2 hours; • If he reached the age of 65: 60.8 hours.
Vitality leave. To remain employable in the long term, it is possible to take vitality leave. Vitality leave helps the employee to temporarily take a step back, so they can get back to work with renewed energy or still be fit when they take up retirement. Vitality leave can help maintain or restore the work/life balance. And vitality leave can help to take a breather when the work pressure threatens to become too much. For sustainable employability, see Chapter 6. Content of the arrangement Vitality leave lasts two consecutive months. During the first month, the employee receives 70% of the monthly salary and during the second month 40%. For part-time employees, this is 70% and 40% of their part-time salary, respectively. In consultation with the employer, the employee may use holidays to supplement the salary during the period of vitality leave and/or to extend the period of leave to a maximum of three months. The supplement may be up to a maximum of the employee's current salary. For the calculation, the following applies: one hour's leave = one hour's salary. Employment conditions Vitality leave has no consequences for pension accrual as it continues during vitality leave. During vitality leave, no holiday hours are built up over the hours over which the employee receives 70% or 40%, respectively, of their salary. Any reimbursement of commuting expenses and any reimbursement of expenses will be discontinued on or after the second full month's leave and resumed after the employee's return. Applying for and granting vitality leave The aim of the arrangement is to promote the vitality and as a result the sustainable employability of the employee. When employees want to make use of the arrangement, they must explain in a conversation with their manager the reasons for the vitality leave and how it would contribute to their sustainable employability. This meeting takes place at least four months before the commencement date of the leave. The manager agrees to the leave if it contributes to the employee’s sustainable employability, unless compelling business circumstances dictate otherwise. In that case, the employer will consult with the employee about an appropriate solution. After the end of the vitality leave, the employee and the manager evaluate to what extent this leave has contributed to the sustainable employability of the employee. Additional procedural agreements can be made in consultation with the Works Council or PVT. Conditions Employees can make use of this a...
