Working for third parties. 1. Work for third parties is understood to mean activities carried out by an employee during his term of employment with the employer for other parties than his own employer.
2. In the case of short-term activities equal to or less than one day, which do not interfere with the activities already planned for the employer, it is sufficient that the employee notifies the employer.
3. In the case of activities that take longer than one day, or which are spread over several days or periods, it is necessary to obtain prior permission from the employer. The employee requests permission from the employer as far in advance as possible and provides the employer with the necessary information about the activities.
4. The employer cooperates and gives permission for the employee to carry out activities for third parties, unless he makes a reasonable case for these activities not being compatible with the activities of the employer’s organisation.
5. The employer decides as quickly as possible, but within seven days at least, on the employee’s request. The employer can impose restrictions and/or attach conditions to his permission, such as not paying for hours that are not worked. If an employer has not responded to the request within seven days, he is presumed to have given permission.
6. The employer and employee can make (additional) agreements about working for third parties in the written individual contract of employment. It is not permitted to contractually completely exclude working for third parties, except when the employer can make a reasonable case for there being good reasons to do so.
7. Working for third parties without permission may lead to the employer imposing sanctions and at worst may form an urgent reason for the employer to terminate the contract of employment with immediate effect and/or to recover the damage incurred from the employee.
8. An employee who becomes incapacitated for work as a consequence of working for third parties without permission can therefore forfeit his entitlement to the non-statutory wage supplements referred to in this CAO.
Working for third parties. 1. Employees are permitted to carry out work for third parties, providing they take account of the schedule of the ensemble.
2. Employees who become incapacitated for work as a consequence of working for third parties can therefore forfeit their entitlement to the non-statutory wage supplements referred to in this CAO The following count as national public holidays: 25 and 26 December, 1 January, Easter Sunday and Easter Monday, Whit Sunday and Whit Monday, Ascension Day, the King’s Birthday and once every five years 5 May. If the employee has to work on one of these days, the public holiday in question is compensated with a day’s special leave on an agreed date. Employees can request the employer to exchange these days for festivals and anniversaries that correspond to their own beliefs. In principle, the employer will agree to this, providing it fits in with the ensemble’s work and performance schedule.
Working for third parties. 1. Work for third parties is understood to mean activities carried out by employees during their term of employment with the employer for other parties than their own employer.
2. The employee is obliged to inform the employer as soon as possible about working for third parties. If the work involves more than one day, whether the days are consecutive or not, the employee must request permission from the employer, and provide the employer with the necessary information about the activities at the same time.
3. In principle, the employer cooperates and gives permission for the employee to carry out activities for third parties. The employer may only refuse permission if there is objective justification to do so. Examples of objective justification are: the protection of the employee’s health and safety, the protection of the confidentiality of business information and the avoidance of conflict of interests. These examples are not exhaustive and may also include other interests of the employer.
4. The employer responds as quickly as possible, but within seven days at least, to the employee’s request. The employer can impose restrictions and/or attach conditions to the permission, such as not paying for hours that are not worked. If an employer has not responded to the request within seven days, the employer is presumed to have given permission.
5. Working for third parties without permission may lead to the employer imposing sanctions and at worst may form an urgent reason for the employer to terminate the contract of employment with immediate effect and/or to recover the damage incurred from the employee.
6. Employees who become incapacitated for work as a consequence of working for third parties without permission can therefore forfeit their entitlement to the non-statutory wage supplements referred to in this CAO.
