The new raids
The collective labor agreement for primary education contains two new temporary contracts for substitutes: the min-max contract and the binding contract. The min-max contract seems to be here to stay, the binding contract is being evaluated.
Image: Angeliek de Jonge
For years, invaders often worked with loose, temporary contracts. Until the Work and Security Act (WWZ) limited the number of contracts for special education to six in three years. That is why there are two new contracts in the collective labor agreement: the binding contract and the min-max contract. “These contract forms have been introduced to give employers more flexibility in deploying substitutes. Employers also use these contracts, for example, to deal with substitute problems during a flu wave, ”says Anton Bodegraven. AObsector manager primary education.
Slowly
A min-max contract is a temporary contract of at least eight hours per week, which may be extended a maximum of two and a half times for replacement. “That ratio was chosen so that you can conclude two contracts with a small minus,” explains Bodegraven. The binding contract is a temporary contract of at least one hour per week that can be temporarily extended in the event of 'unforeseen and unplanned' absenteeism. Bodegraven notices that binding contracts are used sparingly. “Employers find the construction unclear and are afraid that obligations will arise from it. Few employees are interested in a loyalty contract because they can get a temporary or permanent contract. ”
Employers find the binding contract unclear and are afraid that obligations will arise from it
The Fluenta Foundation in Nieuwegein has one teacher with a bonding contract. “It concerns a substitute who only wants to fill in at one school and has been doing so with great pleasure for some time. To prevent her from quickly reaching the maximum of six contracts (and entitled to permanent employment), we opted for a binding contract, ”explains personnel officer Jannita Witten. Due to the shortage of replacements, Fluenta wants to use more binding contracts in the future, provided the contract is included in the collective labor agreement again.
Maaike Maresch (39) from Hengelo thinks the min-max contract is an absolute improvement compared to the separate, temporary contracts she received for it.
Peak moments
Min-max contracts are more concluded according to Bodegraven. “They are mostly substitutes who do not want to work full-time. The advantage is that an employee is no longer dependent on separate contracts and receives at least eight hours of salary, even if he does not stand in. ”
The SKPO board in Eindhoven has a substitute pool of 45 FTEs, including substitutes with a permanent contract, an annual contract and six people with a min-max contract and six with a bonding contract. “We opt for this to create flexibility, so that we can deploy employees a little more during unexpected peak times,” explains personnel advisor Elles van de Vorst.
The bonding contracts are for substitutes who would like to work flexibly themselves. “We use them for unplanned replacements. For example, there is a retired teacher who steps in at his old school in an emergency. And a number of parents with a teaching license have a binding contract. People don't have to respond to a call, but our experience is that they respond to most requests. ”
Binding contracts are for substitutes who would like to work flexibly themselves
Van de Vorst thinks the binding contract is comparable to separate contracts. She thinks the min-max contract is a supplement. “Since the unemployment benefit, the labor market has been turned upside down, and soon the applicants will be in control due to the shortages. It is then difficult to obtain a flexible shell for peak times. ” She therefore argues for more room for flexibility. “Make sure that min-max contracts can also be concluded for permanent employment contracts. And make an exception where you can still conclude unlimited flexible contracts for a certain percentage of substitutes. ”
Catharina Giesberts (52) from Arnhem has agreed on a minimum of two days and a maximum of five days. Although she prefers not to work more than four days a week.
Next CLA
De AOb believes that the contract types are an addition to permanent and temporary contracts. Bodegraven: “We see it as a whole of possibilities for replacement and a solution for the substitute problem caused by the unemployment benefit. I think we want to keep min-max contracts in the next collective labor agreement. We will discuss loyalty contracts at the negotiating table, which will also depend on the experiences of employers. ”
On the Facebook page of AOb Kirsten van den Berg explains why she opted for a binding contract and why she regrets that the raids are often seen as an emergency solution.
