Everything about the collective labor agreement for primary education

Activities that are included in the annual roster are part of the annual task and have therefore become regular working hours. For example, study days are part of your task hours. It may therefore be that you are 'class-free' but still have to come back for training, a meeting or another school activity. You are exempt from all activities on the bapo day. Do you still have to come back? Then the school must compensate for this. After all, you pay for this bapo day yourself.

In the CLA for primary education 2018-2019, a work division plan has been chosen. This replaces the old basic and consultation model. On the basis of signals from practice and an evaluation study, it had to be established that working with the two previous models led to a lot of uncertainty in the workplace. The consultation was insufficiently established.

Team to move
With the new division of labor policy, the position of the school team has been more firmly established and a board / school leader cannot determine the division of labor policy without consultation with the team.

The team, the individual teacher and education and teacher support team are given a say in their own work and all activities at the school with the work division plan.

Assumptions
The basic principle is that the employee with a full-time appointment can be deployed 1659 hours per school year. The starting point is also the 940 teaching hours that students receive on average per school. In addition, a school team can choose to teach 930 hours per full-time teacher (the funding is based on this), but also more.

Teachers do not have to teach exactly 940 hours. It depends on what the team decides. If you wish, you can choose to give more lessons. You have to give your consent for this. This is called 'mutual consent'. Less lessons can of course always be done. One teacher likes to give as many lessons as possible, another chooses to be able to do other tasks at the school. So you divide the work at the school as a team.

This depends on several factors. In the first place, it is important to know whether you are working on the basis of a deed of appointment or on the basis of a deed of appointment. In addition, the CLA for primary education has different types of contracts with different rules and outcomes. For example, with contracts for replacement, an employer may enter into a maximum of six temporary contracts in a period of three years. To find out what you are entitled to, it is wise to contact the employees of the Information and Advice Center (IAC).

The rule is that in case of replacement, other than due to illness, a maximum of six temporary contracts can be entered into in three years.

A temporary contract can end at any time. This does not necessarily have to be on August 1. However, the end date of a contract must in advance be agreed. For example, if your contract ends on July 1, this will also end your employer's wage payment obligation. In that case, the employer does not have to continue to pay you during the summer holidays.

To determine an end date, you only need to take into account the applicable notice period. Unless otherwise agreed, you must observe a notice period of one month with a contract of twelve months or less. For a contract of longer than twelve months, the notice period is two months. Cancellation always takes place towards the end of the month.

In general, it is customary to cancel a contract as of August 1, because then the new school year starts. However, you are not obliged to do so, you can determine the end date yourself, with due observance of the notice period.