uu77

Implementation Regulations for the Regulations on the employment conditions selection model of uu77 Nijmegen

With regard and in addition to Chapter 5 of the Collective Labour Agreement (CAO) of Dutch universities and Article 18 of the Regulations on the employment conditions selection model of uu77 Nijmegen, the employer adopts the following regulations.

Article 1 of the Multi-Year Holiday Hours Savings Model

On the basis of the following provisions, the employee can save holiday hours each year to take a leave period for:

• sabbatical leave;
• discretionary leave, either for long-term consecutive leave or to temporarily work fewer hours per week;
• extension of parental leave; and
• training leave.

Article 2 Sabbatical leave

1. During a period of no less than three years and no more than five, a full-time employee can save a minimum of 120 holiday hours or a maximum of 148 holiday hours yearly to take a long-term, consecutive leave period for sabbatical leave, in this case a leave period during which the employee gives general or specific attention to their individual versatility within the workplace. Part-timers are entitled to the minimum 120 hours pro rata, but not the maximum.
2. The holiday hours saved will be supplemented with 40 holiday hours by the employer on a full-time basis. This number applies pro rata to part-timers.
3. In order to offset the verifiable expenses incurred during the leave period (for travel, accommodation, courses, etc.), the employer will make a maximum of €6,800.00 available to reimburse them.

Article 3 Long-term leave

1. Over a period of no less than three years and no more than five, a full-time employee can save up to 148 holiday hours per year:
   a. for a long-term, consecutive leave period that can be utilised at their own discretion; or
   b. to temporarily work fewer hours per week. On an individual basis, the employer and employee will agree on how long the leave period will last, how it will be utilised, and when it will be taken.
2. As specified in paragraph 1, no facilities will be provided by the employer for long-term leave.

Article 4 Parental leave

As an addition to and without prejudice to the provisions in the Collective Labour Agreement (CAO) of Dutch universities (Chapter 4, section 3 and 4), the employee can save a maximum of 76 hours per fiscal year for the extension of their parental leave period, over the course of up to five years.

Article 5 Training leave

As an addition and without prejudice to the provision in Article 6.10 of the Collective Labour Agreement (CAO) of Dutch universities regarding training facilities, the employee can save up to 76 holiday hours per fiscal year, over the course of up to five years, for (additional) training leave in order to participate in a study or training programme. The study or training programme must be focused on good current and continued job performance or on the career development of the employee.

Article 6 Conditions for savings formats

1. The employee is only able to use holiday hours as a source for other objectives from the Employment Conditions Selection Model during the calendar year in which they are saved, if and in so far as they save less than 76 holiday hours.
2. The employee and their immediate supervisor will create a written plan for saving and taking the accrued holiday hours, using the 'Multi-Year Savings Model Request Form for Holiday Hours' for this specific purpose.
3. Unless otherwise agreed upon, the holiday hours accrued in the multi-year savings model can only be used within one year of the savings period. Unused holiday hours expire five years after the last day of the calendar year in which the savings model was started.
4. Saved holiday hours must be used immediately prior to termination of employment. If and in so far as this is not possible, payment will be made under the conditions specified in Article 5.7 paragraph 2 of the Collective Labour Agreement (CAO).

Article 7 Hardship Clause

Depending on special (personal) circumstances, an additional, individually tailored agreement can be made in all reasonableness and fairness within these frameworks. In any case, these are defined as circumstances under which an employee is unable to use the saved holiday hours due to illness or organisational interest.

Article 8 Entry into force

These regulations entered into force on 1 January 2005 and were last amended on 1 January 2018.