The negotiators of the AOb, the other unions and the employers reached an agreement in June 2022 for a new collective labor agreement. You will find the agreements back in this news item. A slim majority voted into the agreement.
The current collective labor agreement runs from 1 April 2022 to 31 March 2023. The agreements apply to around 55 university employees.
Commitment to the Collective Labor Agreement Dutch Universities 2023
On January 10, the unions, AOb, FNV, CNV and FBZ handed over their joint commitment to a new collective labor agreement 2023 to the employers' delegation. This marks the start of the collective labor agreement negotiations. This official act was also attended by the action groups, 0.7, the Casual Academies, WOinActie and the interest groups PNN and PostdocNL. With the presence of these organisations, the cry for more permanent jobs, especially for teachers and researchers, was further underlined. Reference was also made to the petition of FNV #MeerVasteBanenNU.
The unions and employers then discussed each other's efforts. Among other things, the employers want to make agreements in the field of the recruitment power of the universities and the retention of employees, agreements for the creation of more permanent jobs and sustainable employability. The first consultation offers prospects for reaching good collective agreements. However, we are not there yet.
Check out the full text of the joint commitment of the unions for a new collective labor agreement.
Main points of the collective labor agreement Universities 2022-2023
- As of July 1, 2022, all employees will see a structural wage increase of 4 percent appearing on their pay slips
- All employees also receive a one-off payment of 400 euros for a full-time job. Part-timers receive this benefit pro rata. Institutions will pay this bonus in July 2022. For employees with the minimum hourly wage of 14 euros per hour, this one-off payment is 750 euros gross, in proportion to the employment contract
- An investigation into the legal position of lecturers at universities will start after the summer, with the aim of improving it. Nationally, the possibilities for more permanent jobs, such as the AOb wil
- Acknowledge and Appreciate becomes part of the collective agreement. This project explores how scientists can be valued differently for their scientific work. With this agreement, trade unions are involved in this project
- As of August 1, during the parental leave 70% of the salary will continue to be paid if the leave is taken during the child's first year of life. The partial continued payment of salary applies for a maximum of thirteen weeks. Even if the salary is higher than the statutory maximum daily wage, you will receive 70 percent of that salary. Under the collective labor agreement, anyone who takes parental leave in a later year of his child's life will be paid 62,5 percent of the salary.
- The Transparent and Predictable Employment Conditions Act is elaborated in this collective labor agreement. This means, for example, that the training that employers are obligated to impose on employees should be compensated. Employees must be given time for that training within the employment contract or be compensated. Employers are also no longer allowed to include a stipulation for compulsory training that employees must reimburse the costs if, for example, they do not complete the training within a certain time or change employer.
- Read the news item about this CLA with explanatory notes from AObnegotiator Donald Pechler via this link† You can download the collective labor agreement below.
The more members, the stronger we stand in the negotiations for your collective labor agreement. And, when you are a member, you have a say and you can influence this. We also organize meetings for members around the (new) collective labor agreements, so that you can make optimal use of them. In addition, as a member you have many other benefits, such as the right to legal aid for your work and income and the Education magazine on your doormat every month.
Become a member
Employees have the right to training. If so requested, the employer can provide the employee with facilities for following a study or training course. If attending a study or training course is necessary for the proper fulfillment of the current or future position, the employer will provide the employee with the necessary facilities. The employer sets further rules for facilitating education and training.
Collective Labor Agreement for research institutes
Since July 2022, there has been a negotiator's agreement for a new collective labor agreement for research institutes. This collective labor agreement has a term from January 1, 2022 to June 30, 2023. The supporters are currently being consulted.
Highlights of the Collective Labor Agreement for Research Institutions 2022-2023
- From August 1, 2022, all employees will see a structural wage increase of 4 percent on their pay slip. In addition, they will receive a one-off payment of EUR 1050 gross in this month for a full-time job. Part-timers receive the benefit pro rata
- As of January 1, 2023, employees will receive a structural salary increase of 2 percent
- The agreements regarding parental leave have been adapted to new legislation. In total, employees have 26 weeks of parental leave, of which 13 weeks are paid against 55 percent of the salary in the first four years of the child's life. As a result of the amendment to the law, employees at research institutions now receive a higher percentage of 70 percent of their salary when they take leave in the first year of life. If hours of the paid 13 weeks are still left after the child is one year old, employees can take this until the child has turned four.
- The employers and the unions are considering making the collective labor agreement more inclusive and more diverse, with, for example, holidays for religious holidays, other than Christian holidays.
- Download the entire agreement via this link† Read also the newsitem with the response of AObnegotiator Donald Pechler.
CLA agreements for training
Employees in academic education are given at least two development days a year to work on sustainable employability. These days may also be saved if a written agreement is made about this before the end of the year. Unused days without an appointment will expire at the end of the calendar year. The use of the days can be recorded in a portfolio.
The collective labor agreement of the Dutch universities states for the support and management staff (obp staff) that a 'number of appropriate development initiatives' must take place every year. A plan for this is drawn up in consultation with the employer. The employer facilitates the development process and makes sufficient money available. Working on one's own development is part of the performance and is reflected during an annual appraisal.