uu77

In view of Article 6.10 of the Collective Labour Agreement (CAO) of the Dutch Universities, the employer has adopted the following regulations.

Article 1 Definitions and Scope

In these regulations, the terms below have the following definitions:

• Employer: Stichting uu77;
• employee: a person employed by uu77, with the exception of student assistants and holiday workers;
• training: a training programme, course, study programme, or workshop (domestic and foreign study tours, conferences, seminars, symposiums and comparable short-term activities are not considered training, but fall under Article 3.21 (b) of the CAO, expenses for maintaining the employee’s competence in connection with work);
• training expenses: registration fees, tuition fees, examination fees, excursion expenses, diploma expenses, and the costs of compulsory learning materials;
• travel/accommodation expenses: the travel and accommodation expenses and the costs of meals and beverages incurred in connection with training;
• reimbursement: the reimbursement of training expenses, the reimbursement of travel and accommodation expenses, and training leave; Article 1.4, par. 5 of the CAO (the proportionality principle concerning part-time employees) does not apply.

Article 2 Compulsory and position-oriented training

1. The employer shall enable the employee to complete training necessary for the performance of their duties.
2. Training expenses will be fully reimbursed for training which the employer deems necessary for the employee to function properly in a current or future position, or if the training is made compulsory. The necessary travel and accommodation expenses will be reimbursed on the basis of the Business Trip Regulations of uu77 insofar as these expenses are not reimbursed in any other manner.
3. Attending a programme or course shall be regarded as time working and it shall, if possible, be undertaken during working hours. Training leave will consequently be granted for attending classes and taking interim and/or final exams. If the classes and interim and/or final exams are attended during as well as outside working hours, the required time will be considered work time. Training hours outside the normal working hours should be scheduled within the weekly working week as compensation hours.
4. For preparations for classes and interim and/or final exams the employer and employee makes additional arrangements for training leave in accordance with the requirements of reasonableness and fairness.

Article 3 Training for career development

1. In case an employee wishes to take training (with permission from the employer) within the context of career development, at least 50% of the training expenses will be reimbursed, even if there is hardly any relation between the study or training course and the current and/or future position. 50% of the necessary travel and accommodation expenses will also be reimbursed, on the basis of the Business Trip Regulations of uu77 insofar as these expenses are not reimbursed in any other manner.
2. If and insofar as the classes and interim and/or final exams take place within normal work time, at least 50% training leave will be granted for attending classes and interim and/or final exams.
3. In principle no additional training leave will be granted for preparations for classes and interim and/or final exams.

Article 4 Conditions and repayment obligation

1. For compulsory courses or training and job-oriented studies or training (see Article 2), there is no repayment obligation, and no conditions can be attached to the facilities provided.
2. The employer may set certain conditions for the reimbursement of training expenses for training within the context of career development (see Article 3), including a repayment obligation and/or the condition that the employee will need to remain associated with uu77 for a certain term (up to a maximum of one year) following the training period. Such an arrangement will be made in writing.
3. If a repayment obligation has been agreed, it may be stipulated that the training expenses for at most the last two years of training must be repaid if the employee wishes to terminate employment within one year following the end of training. For each full month that the employee has remained in employment after the end of training, repayment of 1/12 of the training expenses will be waived. The repayment obligation applies only in case of resignation, and not in case of dismissal with entitlement to pension or pension benefits.
4. If the employee terminates their training within the context of career development (see Article 3) prematurely, without consulting and/or requesting prior permission from the employer, the employer may decide to reclaim the reimbursed expenses.

Article 5 Application for reimbursement of training expenses and declaration

1. To apply for reimbursement of training expenses the employee must use the Application Form for Training Facilities. On the basis of the estimated training expenses the employee may be granted an advance on the total reimbursement of training expenses by the employer.
2. For claiming training expenses the employee should make use of the Form Training Expense Reimbursement. The completed form should be submitted together with the original invoices.

Article 6 Hardship clause

Depending on the employee’s special (personal) circumstances, the employer may make additional custom-made provisions. The fiscal frameworks serve as preconditions in this respect.

Article 7 Coming into force

This scheme will become effective as of 1 August 2022.

Training abroad

If you are interested in a training stay abroad within the EU, you can apply for funding via Erasmus+ Staff Training in most cases. For example, for participation in a , a language course or an International Staff Training Week for non-scientific staff.