A fixed-term contract ends automatically and legally on the agreed date. In the case of a fixed-term contract starting at six months, the employer must indicate in writing to the worker whether the fixed-term contract ends and under what conditions. The situation changes when a party wishes to terminate the contract before the agreed date. In this case, the option to terminate the contract must be part of the contract before the end date. If the employer wishes to terminate the contract before the agreed date, it must follow a legal procedure for termination. For more information, please contact UWV Werkbedrijf. Buitengewoon verlof (extraordinary leave) – not covered by labour law The amount of staff costs to be financed can be included in the pay tables of the Dutch Association of Universities (Dutch allowance: VSNU). The salary scales were agreed in the „Memorandum of Understanding for the Promotion of Scientific Research“ and are based on the collective agreement (Dutch abbreviated: CAD) of Dutch universities. A trial period is a regular part of a fixed-term contract with an employer. The trial period applies to both parties and must be the subject of a written agreement. If the term of the fixed-term contract is less than two years, the maximum trial period is one month. Exceptions can only be made if a collective employment contract is applicable.
The maximum legal trial period for an indeterminate contract or a fixed-term contract of two years or more is two months without the possibility of renewal. Fixed-term contracts of six months or less cannot have a trial period. In addition, a trial phase is not valid if the employee is doing work that he or she has previously done in another location of the company. They can be released during the trial phase. Your employer doesn`t need to give a reason. You also have the right to complete your work without notice or declaration during the trial phase, as the test phase goes both ways. Cao universitair medische centra 2018-2020 (NFU site) If there is no CAD, you need an individual agreement with your employer on working conditions, preferably in writing. The rules established by law form the basis of this agreement, that is, the employment contract. Wages will increase by 2% this year and 2.4% in 2019 and may temporarily reduce working time.
This is reflected in the final agreement on collective labour agreements (CAO-OI) 2018-2019. The final agreement can be downloaded in Dutch news (only in Dutch). The text of the OAC-OI is available on the WVOI website. The OAC will come into effect on January 1, 2018 and will last two years. The main agreements are listed below. The most important difference between a fixed-term contract and an indeterminate contract is that an indeterminate contract does not have a deadline. This means that there is no evidence of a desire to limit the duration of the contract, for example.B.“ „for the duration of the project.“ Therefore, unlike fixed-term contracts, no deadline is mentioned in an indeterminate contract. The „notice“ will also be different in the case of an indeterminate contract, since your legal status is different. The differences in the termination of an indeterminate contract are explained below: Most companies and organisations participate in a collective employment contract – CAD (collective employment contract). It is a written agreement between one or more employers and one or more unions on the working conditions of all workers, such as wages, remuneration for extra work, working time, probation, retirement, education and childcare.
