More security for flexible workers in the collective labor agreement for higher professional education
Flexible workers in higher professional education gain more insight into a permanent job. That is one of the most important agreements in the new collective labor agreement for higher professional education, about which the AOb and employers reached an agreement on March 21.
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The collective labor agreement has been agreed for two years. During this period, employees receive a salary increase of 4,9 percent in total and each employee receives a 'summer bonus' of 400 euros twice. The lowest salary scales for the support staff are shortened so that employees reach the maximum more quickly in the future.
The pay rise will be paid in two steps: in September this year, salaries will rise by 2,5 percent, and in April 2019 by another 2,4 percent. The one-off payments of 400 euros will be paid in June 2018 and June 2019. The CLA runs from April 1, 2018 to March 31, 2020.
Less flex
The most important agreements in the collective labor agreement are, what the AOb concerns, however, about the reduction of flexible contracts. For regular work, a permanent contract, or a contract with the prospect of permanent employment, is the starting point. “Temporary work is limited to peak or sick,” says AObnegotiator Douwe van der Zweep. "And every university college sets an upper limit for the number of flexible jobs with the consent of the participation council." Furthermore, temporary workers such as substitutes will from now on receive just as much money for salary and pension as permanent employees, and as much preparation time for their lessons.
“Temporary work is limited to peak or sick,” says AObnegotiator Douwe van der Zweep.
In order to reduce external hiring for projects, for example in the field of ICT, employees can be appointed temporarily for the duration of the project. This takes place after the consent of the participation council.
The duration of temporary contracts with the prospect of permanent is linked to the induction process. This emphasizes the importance of a good induction program. These contracts are converted into a permanent job, unless compelling business interests dictate otherwise or the employee receives an unsatisfactory assessment.
Van der Zweep dares to present the result with confidence to his supporters. “This is a very significant increase in wages, especially in view of the sharply rising pension premium. That premium took a big bite out of the budget. This collective labor agreement also cracked down on hard notes about flexible work. I expect that the number of flexible contracts with these agreements will really decrease in higher professional education in the coming years. ”
Other agreements in the new CLA include:
- Former employees are only assisted in their reintegration by certified agencies.
- Each university of applied sciences, together with the participation council, draws up an action plan for reducing workload.
- Local 'generation pacts' can be concluded.
Finally, the parties have established that every university of applied sciences offers employees the opportunity to insure themselves with tax benefits against the ANW gap.
The parties will use the coming month of April to consult their supporters. The current collective labor agreement for higher professional education will continue during this period.
Read the entire negotiation agreement? That can be done via this link.
