The most frequently asked questions about the collective labor agreement for primary education

Tekst Algemene Onderwijsbond - 28 juni 2018 - 10 Minuten om te lezen

Picture: Type tank

The new collective labor agreement for primary education has a short term and applies from 1 January 2018 to 1 March 2019. this CLA The main emphasis is on wages and the abolition of the LA pay scale. Below you will find an overview of the frequently asked questions per theme - wages, division of labor and contracts.

Loon

How much will I actually get ahead with the new collective labor agreement?
From 1 September 2018, all employees in primary education will receive a salary increase of 2,5 percent and a one-off gross payment of 750 euros for a full-time job as of 1 October. (The benefit is pro rata to size and length of employment). Teachers also receive a one-off payment of 42 percent of the new monthly salary for September in October.

I am a teacher and am now in LA8, how will I be assigned to the new positions?
Everyone who has now been appointed in an L scale will transfer to a new L scale and enter the same step. So from LA8 someone goes to L10, step 8, someone in LB4 goes to L11, step 4.

Will an internal supervisor (IB'ers) in an LA or an LB scale transfer to the L10 or L11 scale as of September 1, 2018?
IB'ers and comparable supervisors (including those who currently do not actually teach) who are currently in an L-scale (LA, LB or LC position), will be in accordance with the system described in the collective labor agreement as of 1 September 2018. classified according to the new L scale (L10, L11 or L12). In October they receive a one-off payment of 42 percent of the monthly salary for September.

I am a teacher and will stop working before September 1, 2018. Am I also entitled to the one-off payment of 750 euros, the one-off payment of 42 percent on the salary of September 2018 and the payment of 200 euros in October for the Teacher's Day?
In proportion to your appointment (the working time factor) and duration of appointment, you are entitled to part of the 750 euros gross, the 42 percent for teachers and the 200 euros. For teachers who are no longer employed by September 1, the 42 percent allowance is calculated based on the last salary amount earned.

Will the binding allowance of teachers still be paid in August 2018? Will the new salary scales come into effect in September 2018?
The binding allowance will still be paid in August 2018. As of September 1, 2018, the teachers' salaries include all allowances. Only the holiday pay, the end-of-year bonus and the Teacher's Day allowance are paid separately.

I am a school leader and I see from the increase in teacher salaries that, for example, the maximum salary for a DA director is equal to the salary in pay scale 11. Is that correct?
The new teacher salaries include monthly allowances, if applicable. With the new salaries for school leaders, this is excluding the school leader's allowance of 324,87 euros per month (not for deputies). The table below shows the comparison of the final amounts of the relevant scales, including the school leader's allowance.

Teachers receive a substantial salary increase in this CAO. Why do educational supporters and school leaders only receive the 2,5 percent wage increase and a one-off payment of 750 euros?
The coalition agreement states that 270 million euros is available for an increase of teachers' salaries alone. The 270 million euros have therefore only been added to the new teachers' salaries, with a one-off payment of 42 percent for teachers only.

Will there also be a new wage structure for support staff and school leaders?
The unions and employers strive for an unambiguous wage and job classification system. For this reason, in the next round of the collective labor agreement, we will investigate the remuneration and position of school leaders / supervisors in relation to the remuneration in other sectors and the associated job evaluation. It also applies to support staff that it is being investigated whether updating of the job descriptions and job evaluation is necessary.

Is the pay gap widening due to salary increases in secondary education?
After the collective labor agreement for primary and special education was announced, a negotiating agreement for secondary education was also concluded. This includes a 4,5 percent wage increase for all staff for two years, which led many colleagues to believe that the collective labor agreement has achieved a much better result. However, for that education sector it only concerns 2,35 percent in 2018 and 2,15 percent in 2019, together 4,5 percent. In primary education, this will be 2,5 percent for all staff in 2018. The duration is shorter. The salary increase for 2019 is still under negotiation.

Work division plan

When does the work division plan start?
The division of labor plan takes effect when the collective labor agreement is signed. On June 27, 2018, the AObsector council for primary education has approved the collective labor agreement and the collective labor agreement will be signed on Monday 2 July 2018. In practice, the work division plan will be able to take effect in the new school year 2019-2020.

Does the 40-hour working week still exist in the new collective labor agreement?
The 40-hour working week does not have to be taken into account for the division of work. The team decides on the attendance at school, the relationship between teaching and other tasks and which tasks the team does. The 40 hours per week will only be used to determine the working time factor, salary and leave.

Why has a new model been chosen for the task policy?
The division of labor plan replaces the basic and consultation model. Based on signals from practice and a collective labor agreement evaluation study, it had to be established that working with two models led to a lot of uncertainty on the work floor. The consultation was insufficiently established.

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.

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.

As a teacher, will I soon have to teach exactly 940 hours?
No, it depends on what the team decides together regarding the teaching hours. 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.

What is the role of the school leader in the division of labor model?
The school leader has an important role. Prior to the team discussions, he / she ensures that the team is aware of the activities for the next school year. This includes, for example, the number of groups, number of (care) students, planned activities and training. In doing so, the school leader ensures that the team takes note of the multi-year formation plan, the board formation plan, the scheme for starting employees and the frameworks of the replacement policy. Only then can the team discussions start. Ultimately, the school leader makes a draft work division plan based on the team discussions.

What should be in the division of labor plan?
The work division plan provides at least:

• The distribution of the lessons and groups to be given among the individual team members;
• The relationship between teaching tasks and other tasks;
• The time that teachers need for pre and post lessons;
• The time required for educational support staff to work inside and outside the classroom;
• Which tasks are performed and the time and distribution thereof;
• The moments when a break is taken at school;
• The times when the team feels that employees should be present at school;
• The use of the workload resources;
• The way in which the framework for replacement policy at the employer is implemented.

When is a work division plan established?
The school leader makes a written draft work division plan based on the team discussion. He or she takes into account competences, qualities, resilience, wishes and possibilities of individual employees and the necessary time for professionalization. This draft division of labor plan is presented to the team. This way it can be determined whether there is sufficient support from the team.

The employer then submits the draft division of labor plan to the personnel section of the employee participation council (PMR). The pmr has the right of consent to the work division plan at school. The pmr also assesses whether the procedure for establishing the plan has been completed properly and whether the plan is supported by the team members.

What is sufficient support from the team?
The team determines in advance how it is determined whether there is sufficient support for the implementation of the division of labor plan. This is recorded in the work distribution plan. The most important thing is to strive for consensus that everyone is behind the division of labor plan.

A team can also choose to have two-thirds, 80 percent, or 90 percent of people support the work division plan. Again, the most important thing is that the whole team can be behind the plan.

Will the team soon determine my commitment?
No, as a professional you are part of the team and you help determine. It is therefore important that you express your opinion in the team meeting. The school leader will discuss your personal commitment for the next school year with you before the summer holidays, just like now. The division of labor plan is the starting point for this. At least the following is discussed and agreed:

• Your activities and working days in the following school year will be determined
• If you work in a part-time position, you will, if you wish, be rostered consecutively in one day as much as possible. In doing so, the school leader takes into account the obligations you have entered into as much as possible, including obligations with another employer and obligations in the private sphere.
• Agreements will be made with you about professionalization and the use of hours for sustainable employability.
• By mutual agreement it can be agreed that you will teach more or less than 940 hours, taking into account the total 1659 hours.
• The consultation is aimed at agreement between you and the school leader. If you do not reach an agreement and an unworkable situation arises at school, only then will the school leader determine the commitment of the employee for the following school year.

Contracts

Does the min-max contract still exist in the new collective labor agreement?
The min-max contract is no longer included as a contract extension in the new collective labor agreement. Employers can still offer a min-max contract, as the rules of the Civil Code (special education) apply. If you are offered a min-max contract, we advise you to contact our employees of the Information and Advice Center of the AOb via: info @aob.nl so that you are exactly aware of your rights and obligations.

When am I entitled to a permanent contract for disease replacement?
Unions and employers have agreed that an indefinite number of temporary contracts may be given for disease replacement. After 36 months, the right to a permanent contract does arise.

Does the binding contract still exist in the new CLA?
The binding contract could no longer be entered into, nor will it be included in the new collective labor agreement.

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.

What has changed in the non-statutory unemployment benefit (WOPO)?
Unions and employers have adjusted this extra-statutory benefit (WOPO) in line with agreements in other education sectors and at the national government. The exact changes are in the agreement.

Would you like to know more about all agreements in the collective labor agreement for primary education? Then read this news item waarin AObdirector and negotiator Eugenie Stolk explains the collective labor agreement. Are you a member of the AOb and do you have a question? Then take contact our staff at the Information and Advice Center of the AOb.