re-employment investigation

1. Task of the committee

The committee’s task is to perform a re-employment investigation in order to find a fitting job within the UT for employees who have been designated as a re-employment candidate. A fitting job is involved if the activities are in line with the training, experience and capacities of the employee. As much as possible the personal circumstances of the employee are taken into account. Decisive is whether in substance the job can be qualified as being fitting. Should several employees be suitable for the same job, they will be placed in the reverse order of attrition.

2. Power of the committee

The committee is entitled to employ employees designated as a re-employment candidate in a fitting job within the UT.

3. Composition of the committee

The re-employment committee is composed as follows:

D. Korringa

Ms J. Berger RA

D. J. Verberne

The re-employment committee is supported by an official secretary, Ms A. Smit.

4. Re-employment candidate

In the following situations an employee of the UT can be appointed by the administrator (department director, dean, Executive Board) as a re-employment candidate:

-	if his/her job is abolished

-	due to redundancy

-	due to illness

-	on account of proposed dismissal for reasons of (non-culpable) incompetence and unsuitability of the employee for his/her job

-	on account of circumstances of a private nature (e.g. a conflict in the workplace)

A re-employment candidate has priority in case of a vacancy. A vacancy is understood to mean: all jobs that are not filled and which are to be filled again, for a period of six months or more, which are to be filled either on a temporary basis or for an indefinite period of time (see Framework Regulation on Recruitment and Selection UT 1998 (Kaderrregeling werving en selectie UT 1998). Vacancies also include jobs that are newly created as a result of the reorganisation.

The re-employment candidate is also held to actively participate in the re-employment investigation and to accept a fitting job that is offered to him/her.

5. Counselling plan

A counselling plan is attached to the application when a candidate is registered with the committee for re-employment. The personnel advisor of the unit involved will draw up this plan in consultation with the employee. The content of this counselling plan is as follows:

-	the reason for the re-employment investigation

-	the envisaged date of dismissal

-	period of the re-employment investigation

-	present job + main tasks

-	wishes and possibilities

-	capacities and skills

-	fitting (other) job

-	the efforts possibly put in already by the administrator

-	agreements made regarding the supportive policy (e.g. career counselling, training).

6. Re-employment investigation

The period of the re-employment investigation is mentioned in the counselling plan. The period depends on the reason of the re-employment investigation (see under point 4) or the agreements made about this period. In the event of reorganisations the Dutch Labour Agreement Dutch Universities is leading. In other situations agreements are made with each employee individually, in which context in determining the length of the investigation the criterion of reasonableness is used.

During the re-employment investigation the re-employment committee will look for a fitting job within the UT. On the one hand by screening the vacancies on suitability and on the other hand by actively approaching units (e.g. in the consultation with the personnel advisors and in the consultation with the department directors and directors of operations with the purpose of timely signalling any possibilities.

7. Procedure

·	The committee informs the candidate in writing of the procedure followed by the committee.

·	The committee invites the re-employment candidate for an initial meeting.

·	In its re-employment investigation the committee starts from the counselling plan.

The Executive Board is responsible for registering the vacancies with the committee. The committee screens the vacancies on suitability for the re-employment candidates. If in the re-employment committee’s opinion the registered vacancy may be suitable for a re-employment candidate, it will block the vacancy. The re-employment committee will inform the vacancy holder of this.

·	If the committee deems this necessary, the committee will conduct an interview with the re-employment candidate about the vacancy.

The vacancy holder has an exploratory interview with the re-employment candidate. A representative of the re-employment committee will sit in at this meeting without active involvement. Both the vacancy holder and the re-employment candidate are subsequently given the opportunity to state their findings either orally or in writing with regard to the suitability.

·	Also on the basis of this information the committee will make its own assessment and take a decision supported by reasons. The decision can be: no re-employment; a trial re-employment with or without extra training; or re-employment without extra training.

·	If after the re-employment period the re-employment candidate is not re-employed, the re-employment committee will close the re-employment investigation and report its findings to the Executive Board and to the administrator of the unit where the re-employment candidate used to work.

8. Reporting

Each year, the re-employment committee will draw up a confidential report on its activities for the Executive Board. The Executive Board will inform the OPUT about this.