Common use of With regard to the successive Clause in Contracts

With regard to the successive. employership referred to in this article, only the number of weeks/the period is counted in which the work performed may reasonably be deemed to have been the same or practically the same. Therefore, the duration of the preceding contract is not actually relevant. Successive employership applies if an employee first performs work for a regular employer and then performs the same or practically the same work pursuant to an agency work employment contract with a private employment agency whereby the previous employer now hires this employee. Except in the case of failing to provide employment history details to the private employment agency (see article 7 of this CLA), the temporary agency worker’s period of work with the previous employer (now the user company) shall be counted and continued in the system of phases with the new employer (the private employment agency). The period already worked shall be incorporated in the system of phases (see article 13 of this CLA). In the event of for example, having performed practically the same work for two years for the previous employer, the temporary agency worker will be in phase B at the time of going to work for the private employment agency. In principle, five contracts will still remain in phase B for a maximum period of three and a half years. Successive employership also applies if an employee first performs work for a private employment agency and works for a particular hiring company, and then performs the same or practically the same work for the same user company but through a different private employment agency. Except in the case of failing to provide employment history details to the private employment agency (see article 7 of this CLA), the temporary agency worker’s period of work for this user company through the previous private employment agency shall be counted and continued with the new private employment agency. In the event of, for example, having performed practically the same work for five weeks for this user company, the temporary agency worker will be in phase A at the time of continuing to work through the other private employment agency regardless of the phase the temporary agency worker was in with the previous private employment agency. The type of work performed is the essential issue in successive employership and not the legal status that has been accumulated with the previous private employment agency. 73 Weeks still remain of phase A. *2 Examples for temporary agency workers who have reached the age of entitlement to the state pension (AOW):

With regard to the successive. employership referred to in this article, only the number of weeks/the period is counted in which the work performed may reasonably be deemed to have been the same or practically the same. Therefore, the duration of the preceding contract is not actually relevant. Successive employership applies if an employee first performs work for a regular employer and then performs the same or practically the same work pursuant to an agency work employment contract with a private employment agency whereby the previous employer now hires this employee. Except in the case of failing to provide employment history details to the private employment agency (see article 7 of this CLA), the temporary agency worker’s period of work with the previous employer (now the user company) shall be counted and continued in the system of phases with the new employer (the private employment agency). The period already worked shall be incorporated in the system of phases (see article 13 of this CLA). In the event of for example, having performed practically the same work for two years for the previous employer, the temporary agency worker will be in phase B at the time of going to work for the private employment agency. In principle, five contracts will still remain in phase B for a maximum period of three and a half years. years.‌‌ Successive employership also applies if an employee first performs work for a private employment agency and works for a particular hiring company, and then performs the same or practically the same work for the same user company but through a different private employment agency. Except in the case of failing to provide employment history details to the private employment agency (see article 7 of this CLA), the temporary agency worker’s period of work for this user company through the previous private employment agency shall be counted and continued with the new private employment agency. In the event of, for example, having performed practically the same work for five weeks for this user company, the temporary agency worker will be in phase A at the time of continuing to work through the other private employment agency regardless of the phase the temporary agency worker was in with the previous private employment agency. The type of work performed is the essential issue in successive employership and not the legal status that has been accumulated with the previous private employment agency. 73 Weeks still remain of phase A. *2 Examples for temporary agency workers who have reached the age of entitlement to the state pension (AOW):

With regard to the successive. employership referred to in this article, only the number of weeks/the period is counted in which the work performed may reasonably be deemed to have been the same or practically the same. Therefore, the duration of the preceding contract is not actually relevant. Successive employership applies if an employee first performs work for a regular employer and then performs the same or practically the same work pursuant to an agency work employment contract with a private employment agency whereby the previous employer now hires this employee. Except in the case of failing to provide employment history details to the private employment agency (see article 7 of this CLA), the temporary agency worker’s period of work with the previous employer (now the user company) shall be counted and continued in the system of phases with the new employer (the private employment agency). The period already worked shall be incorporated in the system of phases (see article 13 of this CLA). In the event of for example, having performed practically the same work for two years for the previous previ- ous employer, the temporary agency worker will be in phase B at the time of going to work for the private employment agency. In principle, seven (five from 1 July 2015) contracts will still remain in phase B for a maximum period of 1.5 years (three and a half yearsyears from 1 July 2015). Successive employership also applies if an employee first performs work for a private employment agency and works for a particular hiring company, and then performs the same or practically the same work for the same user company but through a different private employment agency. Except in the case of failing to provide employment history details to the private employment agency (see article ar- ticle 7 of this CLA), the temporary agency worker’s period of work for this user company through the previous private employment agency shall be counted and continued with the new private employment employ- ment agency. In the event of, for example, having performed practically the same work for five weeks for this user company, the temporary agency worker will be in phase A at the time of continuing to work through the other private employment agency regardless of the phase the temporary agency worker was in with the previous private employment agency. The type of work performed is the essential es- sential issue in successive employership and not the legal status that has been accumulated with the previous private employment agency. 73 Weeks still remain of phase A. *2 Examples until 1 July 2016 for temporary agency workers who have reached the age of entitlement to the state pension (AOW):): There are two types of situations to be distinguished for temporary agency workers who have reached the age of entitlement to the state pension (AOW) and successive employership: