Friday 3 December 2021
The final and full text of the recently adopted new Collective Labour Agreement (CAO) can be found on the UNL website. Below you can find a brief summary of the fundamentals of the new agreements and a list of the main points. If you have any questions about what the new agreements mean for you, please contact the HR Adviser of your faculty or service department.
The new CAO covers two major themes: the ever-increasing workload, which includes the perceived decline in work-life balance, and the emergence of hybrid working.
The new CAO thus focuses on increasing job security for employees, if and when their performance has been positively assessed after a specified period. Furthermore, the agreement also addresses ensuring realistic task assignments, sufficient working time for employees to spend freely and safeguarding personal time. Agreements have also been made within this theme that will enable the University to act more proactively and flexibly in the event of organisational changes and reorganisations because a clear distinction has now been made in this regard.
In addition to the commitment to job security and flexibility, the second major theme of the Collective Labour Agreement for Dutch Universities 2021 is hybrid working after the COVID-19 pandemic. The parties to the CAO want universities, as modern employers, to facilitate flexible working and allow workers to continue working remotely part of the time going forward. This will of course entail customisation per team, where coordination between the manager, employees and the team is vital. The frameworks set out in the CAO have been incorporated into the basic principles for hybrid working at UT. For more information on hybrid working at UT see utwente.nl/hybrid working.
A summary of the main agreements in the new CAO:
- A pay rise of 1.64% for all employees effective 1 July 2021 (paid in September 2021) and 0.36% effective 1 January 2022.
- A one-time payment of €650 for staff who were on the payroll on 1 July 2021, with the exception of some staff categories. This was paid in September 2021.
- Lecturers, senior lecturers and professors with a contract for more than 0.2 FTE will, in principle, be given a permanent appointment after one year. In the event of a first appointment, this term has been set at 18 months as of 1 January 2022. For support staff, in principle, everyone will be given permanent employment if they wish to continue their employment. A transitional arrangement and a bottleneck arrangement have been defined in the CAO for current temporary employment contracts.
- The Vitality Pact will become a permanent component of the CAO. Employees who participate in the Vitality Pact will be entitled to more leave as of 1 August 2021.
The Collective Labour Agreement will run through 31 March 2022.