As a member of the ABU (Federation of Temporary Employment Agencies), we respect the rules of the global employment contract applicable to temporary agency workers (CAO). This CAO contains essential elements such as minimum wage, overtime pay, notice periods, vacation pay, etc. Before you start your first order with Undutchables, you will receive a copy of this CAD. Below is a list of the most important topics. You can download the CAD here in English or use the Uitzendkrachten CAD app (google-play and App Store) If you run a company in the Netherlands, you may need to work with a collective agreement (CAO). CAOs are collective agreements between employers (or employers` organizations) and trade unions on wages and other terms and conditions of employment. It is first necessary to determine whether the beneficiary falls within the scope of a collective agreement. Some beneficiaries have not studied this issue and sometimes fall within the scope of a collective agreement. If the beneficiary does not actually have a collective labour agreement, the temporary employment company must use the beneficiary`s method of remuneration. The salaries of the company`s employees, who perform the same function and perform the same work, are examined. Moreover, only if these are more favourable than the ABU collective agreement or the NBBU collective agreement.
Beneficiary remuneration is a concept contained in the ABU collective agreement and the NBBU collective agreement for temporary agency workers. The beneficiary`s remuneration is intended to ensure that the temporary agency worker receives the same salary (wages and allowances) and actually receives it as the beneficiary`s other employees who perform the same work and are paid in accordance with the beneficiary`s collective agreement. This is a sectoral collective agreement which has been made compulsory by the Minister for Social Affairs and Employment. This ensures that a collective labour agreement applies to all workers and employers within the sector concerned. Some groups that are far from the labour market (such as school leavers or the long-term unemployed) still have their own wage structure. This also applies to persons placed under the Participation Act and to persons who supervise the employment agency from one profession to another. The NBBU collective agreement (Article 22) applies the beneficiary`s remuneration from the outset. The collective agreement also calls it the rule of salary equivalence The CCT 2017-2019 version is accessible via this link: www.labouragreementuniversities.nl/.
The correct application of the beneficiary`s remuneration presupposes knowledge of the beneficiary`s collective agreement. The following points of the overall employment contract applicable to the tenant apply: with regard to the remuneration of the beneficiary, the following errors are often made: erroneous hourly wages, false work or group of jobs, non-transposition of salary and periodic increases and incorrect application of overtime and bonus percentages. SNCU monitors compliance with collective agreements. SNCU examines the terms and conditions of employment applicable to collective agreements in relation to other legal provisions. The VSNU is consulting with the following unions: • FNV Overheid • AC/FBZ • CNV Overheid, onderdeel van CNV Connectief • AOb Universities and trade unions have jointly launched a “public-friendly” version of the collective agreement. This website offers a general overview of the overall employment contract and clearly contains the most important information on employment conditions….