Four tips: what to keep in mind with a temporary contract

De AOb wants teaching staff to have a permanent contract as much as possible. The Social and Economic Council also recommended this to the outgoing cabinet before the summer. Yet there are still many colleagues who have a temporary contract. So what should you pay attention to?

  1. Read in

    Make sure you are always aware of your legal position. Sometimes you are entitled to a permanent contract after two years, while there are also situations where this is only after four years. So grab it your collective agreement and read it through. Some schools or institutions have additional arrangements. Please inquire about this with the staff section of the participation council. Are you stuck? Then submit the question de AOb in front of.

  2. Compare with other school boards

    Do you work in primary or secondary education? Visit the site and view the relationship between permanent and temporary contracts. It is possible to compare the figures of your own school board with other boards. This can help you in the conversation about this. Particularly interesting for employee participation councils. Based on this, Mr members can denounce the subject of flexible working, substantiated with the right of initiative.

  3. Put commitments 'in writing'

    Check regularly with your manager which condition(s) you must meet in order to be eligible for a permanent contract. Put this in writing so that you can come back to it later.

  4. Don't be tempted by secondment agencies

    Have you been approached by a secondment agency with attractive incentives, such as a higher scaling, lease car or a travel expenses scheme? Know that you often fall under the collective labor agreement for temporary workers and receive a worse pension and no year-end bonus or paid parental leave. You are also not entitled to extra-statutory schemes in the event of illness and unemployment.