A temporary extension of hours is often used in education: an employee then temporarily works extra hours on top of the fixed hours. This agreement is usually laid down in an addendum - an addition to the employment contract. This temporary extension of hours ends automatically when the agreed period has ended.
But there are situations in which you can take action against the expiration of the temporary extension of hours. And in some cases you are entitled to a (extra-statutory) unemployment benefit after a temporary increase in hours. We explain how this works and what you should pay attention to.
Do you think you are entitled to more hours because of an earlier increase in hours? Contact the AObThen we'll figure this out together.
What are your rights with a temporary increase in hours?
There is an extension of hours if you start working extra hours for an agreed period. For example, you have a permanent appointment for a working time factor of 0,6 FTE. You agree with your employer to temporarily work 0,8 FTE for the coming school year. You then have a temporary increase in hours of 0,2 FTE.
The difference with a temporary contract
Such a temporary extension of hours resembles a temporary contract, but you cannot derive the same rights from it. The difference is in the chain arrangement. According to the chain scheme, you are entitled to a permanent contract after 3 years or after 3 temporary contracts. This does not apply to a temporary extension of hours. Your employer can therefore offer you an increase in hours every year, without you automatically being entitled to a fixed increase in hours.
Voluntary, but not entirely without obligation
You enter into a temporary extension of hours voluntarily. An employer cannot be obliged to offer an extension. And you cannot be forced to accept an extension. But this freedom is not unlimited.
Note the end date
Sometimes you can take action against the termination of the extension of hours. For example, if the end date of a temporary contract changes due to the temporary extension of hours. For example, if your temporary contract ends in July, but your temporary extension of hours has not yet.
You may be entitled to unemployment benefits after termination
Has your temporary extension of hours ended and is no new extension being offered? You may then be entitled to an (extra-statutory) unemployment benefit. The time loss is then considered. Will you lose five or more working hours or at least half of your total working hours? Then the right to a (extra-statutory) unemployment benefit arises.
A request for more hours is often granted
Instead of unemployment benefits, you can also ask your employer to extend your fixed hours. Every employee may make a request to extend the working hours. Your employer is also obliged to discuss this with you. Your employer can only reject a request if there are compelling business or service interests. That is, the school will be in serious trouble if your request is accepted.
MBO is the only education sector where employees are entitled to fixed hours under certain conditions after a temporary increase in hours. This is because the CAO MBO is the only education sector that follows the Civil Code. There are two options for converting temporary hours into fixed hours in MBO:
1 - after more than three temporary contracts 2 - after a number of temporary contracts within a period of two years
Do you think you are entitled to more hours because of an earlier increase in hours? Take contact on with the AObThen we'll figure this out together.
Everything you want to know about the temporary extension of hours
There is an extension of hours when you start working extra hours on top of the fixed hours for an agreed period. For example, you have a permanent appointment for a working time factor of 0,6. On top of that, you have made an agreement with your employer to temporarily work 0,2 FTE extra for the coming school year. You then have a temporary increase in hours of 0,2 FTE.
No, a temporary extension of hours is not the same. A temporary extension of hours does not constitute a separate employment contract.
No, the starting point is that there is no limit for a temporary increase in hours. Your employer can therefore offer you an extra hour extension every year, without entitling you to an extension of your fixed working time factor.
Do you lose 5 working hours or more than half of your total working hours? Then you are entitled to a (extra-statutory) unemployment benefit.
You should first discuss this with your employer. If your request is refused, you can submit a formal request for an extension of your working hours. An employer is obliged to discuss such a request. If the request is nevertheless rejected, the employer must substantiate this rejection properly. Can't figure it out or would you like advice? Contact the AOb, we are happy to help you!
No, MBO is the only education sector where employees are entitled to fixed hours after a temporary increase in hours (under certain conditions).
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