Everything about the collective labor agreement for primary education

The CLA for primary education 2019-2020 was officially signed by the AOb, the other unions and the employers' organization PO-council. With the arrival of this new collective labor agreement, all teaching staff will receive a pay rise, a bonus and the job descriptions of educational support staff and school directors have been updated.

Duration

The collective labor agreement for primary education runs from 1 March 2019 to 1 January 2022 at the latest. In the autumn of 2020 it was announced that teaching staff extra end-of-year bonus will receive in 2020. The collective labor agreement is effective 1 January 2021 tacitly renewed. In February 2021, the unions and employers' organization will have a PO council their CLA commitment exchanged.

Main points of the collective labor agreement for primary education 2019-2020

  • Teachers, educational supporters and school leaders will receive a salary increase of 1 percent from January 2020, 4,5
  • In February 2020, all teaching staff will receive a bonus of 875 euros gross for a full-time job. The rest will receive the bonus pro rata
  • A one-off supplementary payment in February 2020 that equates to one third of the monthly salary in January 2020 for a full-time job
  • New job descriptions for the most common positions for oopers, such as teaching assistant, teacher support worker, speech therapist and janitor. It makes it easier for oopers to progress to higher salary scales, because two new positions with salary scales 5 and 6 are added. Currently, oops are often stuck in salary scale 4.
  • New job descriptions for Directors and Deputy Directors that do justice to the more complex tasks
  • An individual training budget of 600 euros per year in 2020 and 2021 for all teaching staff
  • All school boards have a 'from-work-to-work policy' to maintain as much employment as possible. The transition allowance expires
  • Read whole news item about the collective labor agreement for primary education.
  • In May 2020 it was announced that school boards will be given more time to review the job descriptions of educational support staff. They have until November 1 due to the corona crisis. Read the message about it Through this link. Download the flyer with tips for a higher salary here. 

Have a say in the collective labor agreement

AObmembers participate in discussing the collective labor agreement. This can be done through the primary education sector council. Together with the sector council, the AObnegotiators are committed to collective bargaining. As soon as a negotiator agreement has been reached, it will be presented to the Dutch via regional meetings and a digital poll AObmembers. This poll is an advice to the sector council. The council assesses this and then takes a final decision.

Do you want to participate actively? Register for the sector council via AObdirector Ellen Scholten. Mail: escholten @aob. Nl

Frequently asked Questions

  • Do I have to come back on a day off?

    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.

  • What model is there for the task policy?

    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 teach more hours. You must give your consent for this. This is called 'mutual consent'. Less teaching hours is of course always possible. One teacher likes to teach as many hours as possible, another chooses to be able to do other tasks at the school. So you will divide the work at the school as a team.

    Do you want to know what role the school leader has in drawing up the division of labor plan and what should be included in the plan? Then check it out the frequently asked questions about the CLA for primary education 2018-2019.

  • Am I entitled to a permanent contract?

    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).

  • I am replacing someone who is on maternity leave, when am I entitled to a permanent contract?

    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.

  • Can a temporary contract end before August 1?

    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.

  • Can I determine the end date myself when canceling my contract?

    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.