Everything about the collective labor agreement for secondary vocational education

The standard annual workload is 1659 hours.

The employee who is directly involved in the primary process and who is appointed to a position with career pattern 9 or higher, has a working week of 40 hours in a standard position.

The employee can be deployed on 200 days per year to perform work. This may be deviated from in consultation between employer and employee. Activities in the first sentence do not include activities that the employee performs within the framework of the 59 hours for training and professionalization.

In accordance with article 3.3 paragraph 1, the deployment for a full-time job is as follows:
An employability framework applies to employees who are part of an education team (directly involved in the primary process and appointed to a position with career pattern 7 or higher). This employability framework means for a standard position that the standard annual task of 1659 hours is as follows:

1200 Hours for those activities related to the implementation of education and the activities directly resulting from it

459 Hours for those activities related to the organization and development of education, including professionalization, consultation, coordination and coordination.

What is under 1200 hours?
Scheduled group-related contact activities for the realization of the supervised teaching time (group lessons) and the associated preparation and aftercare, internship supervision (BPV), study career counseling, mentoring, taking tests and exams. This list is not exhaustive.

The 459 hours are spent within the annual task on: individual advancement of expertise (59 hours), team development (107 hours per FTE per academic year), development (innovation) of the educational program, work consultation, team consultation, coordination and coordination, peer review, company internship, open days. This list is not exhaustive.

The basic principle is that the employees in the education team divide the activities in a work meeting of the education team with the manager and with due observance of the general employability framework as indicated above. The 1200 hours and 459 hours can only be deviated from by unanimous decision of the education team. The general employability framework is an individually enforceable right. Objections can be lodged about this with the internal disputes committee.

If the education team does not agree to divide the work, the manager will use the allocation option. The starting point remains the general employability framework, as above. The supervisor applies a surcharge of at least 40 percent calculated on group lessons. The works council may have set a higher add-on factor.

You can do the AOb Ask by email to visit your team for more explanation and explanation about the task policy. We are happy to visit you. Call the Information and Advice Center via: 0900 - 463 62 62. 

Every year, MBO teams have to solve a puzzle: the division of labor. Who will carry out which lessons and tasks and how many hours are available for this. The AOb has developed a handy folder and tool with which you can calculate your bet and follow a step-by-step plan with the entire team. Download the folder via . You will find the bet meter, the tool with which you can see the number of hours Through this link. The explanatory video is below and can also be found in the tool itself when you click on 'explanation'.

In art. 2.3 paragraph 3 of the CLA-MBO states that for temporary expansions of the number of employees that do not lead to a working hours factor greater than 1, the provisions of Article 7: 668a BW applies.

That article states the following. From the day that between the same parties:

• Fixed-term employment contracts have succeeded each other at intervals of no more than six months and have exceeded a period of 24 months, including these intervals, the last employment contract shall be deemed to have been entered into for an indefinite period from that day.
• More than three fixed-term employment contracts have succeeded each other at intervals of no more than six months, the most recent employment contract is deemed to have been entered into for an indefinite period.

In the health and safety catalog for MBO you will find guidelines for, among other things, practice rooms. You can find the catalog via consult. Your institution's works council plays a role when it comes to enforcing health and safety legislation. We advise you to contact them if you do not meet the requirements locally. Your institution must also have a prevention officer who monitors the working conditions.

As an employee with a full-time job you are entitled to a thirty-day holiday per calendar year. These days consist of twenty legal holidays and ten non-statutory holidays. Public holidays are not included and are not included in the entitlement to holidays. You are also free on the days that you are not deployed. Do you work full time? Then your employer can devote you two hundred days to work. Under certain conditions, vacation days can be compensated in the event of illness. In such a case, the advice is to contact the Information and Advice Center of the AOb.

As an employee, you are entitled to a percentage of paid parental leave if your child for whom the leave is requested is zero, one or two years old on the start date of the leave and you have an employment contract that has lasted at least 12 months. With a full-time job, as an employee you are entitled to a maximum of 830 hours of paid leave per child. If the child is older than two years, you are entitled to unpaid leave.