CAO | Undutchables

Collective Labour Agreement (CAO)

As a member of the ABU (Federation of Temporary Employment Agencies), we observe the rules of the collective labour agreement (CAO) applicable to temporary workers. This CAO contains essential elements such as minimum salary, overtime pay, notice periods, holiday allowance, etc. Before your first assignment with Undutchables starts, you will receive a copy of this CAO. Below is a list of the most important topics. You can download the CAO in English here or use the CAO Uitzendkrachten app (on Google -play and App store)

Rights and duties of the temporary employee:

  • The employee will receive all information on his or her position, salary and other remunerations before starting work
  • The employee is obliged to provide his or her work history to the agency.
  • The employee must provide the following information: address, bank account, legitimate and original ID (which the agency will check and make a copy of).

Depending on your work history, you will be placed in phase A, B or C:

Phase A: During the first 78 weeks of working for a temporary employment agency, you will have a temporary contract. The temporary employee can end this contract with only one day's notice. The company can end the contract with immediate effect (for contracts up to 26 weeks). After 26 weeks the company has to give 10 (calendar days) notice. Please note that phase A will resume should you stop working for more than 26 weeks. The contracts in Phase A with and without Agency Clause both classify as an ‘On Call contract’ in the new WAB regulations (2020). This means that after having worked more than 12 months a fixed amount of hours has to be offered to be able to continue working for us. Undutchables will deliberate this with the client.
Phase B: Phase B follows Phase A and covers a period of four years. During this time, you are entitled to a maximum of six contracts for a fixed period. Please note that phase B will resume should you stop working for more than three months.
Phase C: In Phase C, you will receive a contract for an indefinite period.


Allowances (Reservations)

The employee will build up allowances to cover the days the employee is absent from work due to holidays, public/bank holidays, short absences and the first two days of illness. The agency is obliged to pay the remaining allowances at the end of the contract.
As a temporary employee, you will also build up a holiday entitlement equal to 8.33 percent of your basic annual salary. This allowance will only be paid on request and under the condition that the holiday consists of at least five consecutive working days. Any remaining holiday allowance will be paid when the temporary contract ends, and/or in week 26 (together with the allowances for bank holidays and short absences).

Illness
After the first two sick leave days in Phase A with Agency Clause, the Dutch government covers 90% of the temporary employee’s salary during the rest of this employee’s sick leave. When the employee becomes ill in Phase A with temporary Agency Clause the contract automatically ends and will be renewed once the employee returns to work. When the employee is working in Phase A without Agency Clause or Phase B, the first day of illness is unpaid. In this case the contract will not end automatically.

Pension and educational budget

If you are over 21 years and after 26 weeks of working for the same recruitment company, the temporary employee is entitled to a pension. The educational budget can be used as of Phase A.

Remuneration

All remuneration (that is, salary, overtime, shift work, ATV days, expenses and pay rises) will be paid in accordance with the conditions of the company’s remuneration policy.


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