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 52 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 restart 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 three 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 up to six months. If you stop working for more than six months phase A will restart.
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 day 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 when the condition is met that the holiday consists of at least 7 consecutive calendar 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
When the employee is working in Phase B or Phase A the first day of illness is unpaid. In the event of incapacity for work, the temporary worker with an agency work employment contract (with and without agency clause) will, for the remainder of the term of the agency work employment contract, be entitled to:

90% of the time-based wage for the first 52 weeks of incapacity for work and at least the applicable statutory minimum wage.

80% of the time-based wage for the period from the 53rd week through the 104th week.

Pension and educational budget

All temporary employees aged 21 and older are entitled to participation in a pension scheme. 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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Collective Labour Agreement (CAO)

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