Section 2 - Chapter 4
Job, salary and benefits

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4.1. FWG as a job grading system

1. The employment contract includes the Employee's position.

2. The positions making up the Employer's job center are described and rated according to the FWG 3.0 system.

3. The Employee's position has been classified by the Employer in one of the job groups 5 through 80. This classification is recorded in a job description file. The Employee is entitled to inspect this job description file.

4. If the Employer and/or Employee believe that the job content no longer corresponds to the job description, the respective party may request job revaluation. The protocol is attached to this Collective Labor Agreement as Annex 2.

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4.2. Salary scales

1. As of January 1, 2024, the (new) salary scales included in Annex 1 of this CLA, consisting of 16 grades, shall be applicable. The amounts included in the salary scales apply to full-time employment. Part-time Workers will receive a Salary in proportion to the number of hours worked, based on a 40-hour work week.

2. Job grades are linked to salary scales by the Employer. These salary scales are divided into steps.

3. FWG

4. The salary scales may be consulted at the Employee's request.

5. The procedure of the Employee’s progress through the salary scale at the Employer is set forth in Section 3.

6. The implementation of the new salary scale as of January 1, 2024, for the Employee employed by the Employer on December 31, 2023, shall take place as follows:

a. The salary scale applicable on December 31, 2023, will be used for classification in the new salary scale. This is the salary scale as listed in Annex 1; the salary scale excluding the 3% increase.

b. The equal or next higher salary amount applicable to the Employee shall be used in the salary scale applicable to the Employee.

c. After this grading, the salary adjustment mentioned in Article 4.1 will take place causing the salary scale in Annex 1 including the 3% increase to apply.

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4.3. Salary Adjustment

1. During the term of this Collective Labor Agreement, salary scales shall be adjusted as follows:

a. effective January 1, 2024, by 3% (as listed in Annex 1)

b. effective January 1, 2025, by 3.6% (as listed in Annex 1)

2. effective January 1, 2026, by 3.15% (as listed in Annex 1). The OVA ^[6], rate has been confirmed for 2025 and 2026 and was more than 4.94%. Based thereon, Parties adjusted the salary scales in 2024 and 2025 to the percentages stated under b and c.

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4.4. Payment of salary

1. The implementation rules for each Employer are set forth in Section 3.

2. The Employer pays the Salary no later than by the end of the month.

3. Other allowances and supplements in any month shall be paid no later than the following calendar month, where the provisions of the Collective Labor Agreement do not provide otherwise.

4. The Employee will receive a written specification of changes in the Salary and/or salary calculation.

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4.5. No Salary

The Employer shall not owe the Employee a Salary for the time during which the Employee fails to perform his duties in breach of his obligations, unless this Collective Labor Agreement provides otherwise.

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4.6. Grade increase

The implementation rules for grade increases are set out for each Employer in Section 3.

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4.7. Promotion

1. In the event of a promotion and if the new position is classified in a higher job grade, the Employee's Salary will be determined on the basis of the new functional scale by increasing the Salary previously received by 2 grades.

2. If an Employee is in the highest grade of their current salary scale, the salary adjustment numbers will be used to determine the next two salary grades.

3. The new Salary shall be an equal or next higher amount and must be at least equal to the minimum of the scale of the new position, however, it cannot exceed the maximum of the scale associated with that position.

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4.8. Substituting a position

1. The Employee who fills (or practically fills) a higher graded position for more than one month shall receive a monthly substitution bonus during the substitution period. This bonus is basically determined on the basis of the original Salary, which is temporarily increased by at least 2 salary scale grades. The Salary, plus the substitution bonus, must be at least equal to the minimum of the scale of the higher position, however, cannot exceed the maximum of the scale corresponding to this position.

2. When the substitution period is over, the Employee will receive the original Salary.

3. The substitution allowance is not structural and is not included in the pensionable Salary.

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4.9. Year-end bonus

1. Employees who have been employed for a full year as of December 15 will receive a year-end bonus from the Employer around December 10. The amount of this End of Year Allowance and further implementation rules are set out for each Employer in Section 3.

2. If the Employee has not completed a full year of employment on December 15, the Employee will receive this gratuity in proportion to the length of employment.

3. The Employee who leaves employment as a result of retirement will receive a prorated year-end bonus when the final Salary is paid.

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4.10. Vacation allowance

1. The Employee receives a vacation allowance of 8.33% of the annual salary (where the annual salary is made up of the Salary earned in the period July 1 of the previous year through June 30 of the allowance payment year). Overtime pay, irregularity allowance, gratuities and so on are not included in the calculation of the amount of the vacation allowance.

2. The payment for the vacation allowance is made around June 15.

3. If the Employee leaves employment earlier or has worked for less than one year, the vacation pay will be settled pro rata.

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4.11. Years of employment gratuity

1. An Employee who has been continuously employed by the Employer for a certain amount of years is entitled to a one-time gratuity:

12.5 years of employment 50% of the gross basic monthly salary

25 years of employment 100% of the gross basic monthly salary

35 years of employment 150% of the gross basic monthly salary

40 years of employment 200% of the gross basic monthly salary

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4.12. Gratuity

1. The Employer may grant a gratuity on an occasional basis. This may be in the form of a one-time payment of an amount, yet also in the form of a temporary supplement. If it is a bonus, it can be combined with the Salary up to the maximum of the next functional salary scale.

2. The gratuity and temporary allowances are not structural and are not included in the pensionable Salary.

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4.13. Overtime

1. The Employee who belongs to a maximum established job group, is entitled to compensation for Overtime, if such Employee is entitled to such compensation under the 2000 BES Labor Law. The amount of the compensation shall be in accordance with the statutory regulation.

2. The maximum established job group into which may cover an Employee to qualify for overtime pay is specified in Section 3 for each Employer.

3. If the working hours per day including overtime are at least 10 hours, the Employee is entitled to a meal worth $15.

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4.14. Time for time (Time-back)

1. The Employer may reimburse an Employee who is entitled to Overtime pay for this right (in part) in the form of Paid Leave ("time for time or time-back") further provisions are adopted in the HR policy

2. The Employee may be compensated for his Overtime in the form of time for time after receiving written approval from Employer.

3. The Employee must take the time for time in consultation with the Employer in the month following the month in which the Overtime was performed, unless otherwise expressly agreed upon between the Employer and the Employee.

4. The Employer may make a different arrangement to be included in Section 3.

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4.15. Irregular hours

1. An Employee whose position is classified in job group FG 60 or below is entitled - above the applicable Hourly Rate - to compensation for working certain irregular hours or days (irregularity allowance). Irregular hours of work do not refer to the hours that exceed the maximum Working Hours or, if the relevant Part-Time Worker works as a Schedule Worker, the hours that exceed the number of contractually agreed hours. It refers to work performed by the relevant Employee as an Employee-Schedule Worker on irregular working hours pursuant to a work schedule.

2. The position of the Employee in FG 65 and above entails that, where appropriate, work will also have to be performed outside the Hours of Work and Working Hours/working days applicable to the Employee. This has been included in the determination of this Employee's Salary and the organization of work. The Employee in FG 65 and above, who is also an Employee Schedule Worker, who regularly works overtime, including being on standby, and who works irregular shifts, will receive a compensation of 10% of the Salary in the month following a month in which the Employee effectively worked overtime and irregular shifts.

3. On the basis of the work schedule, the Employee whose position is classified in job scale FG60 or below may be scheduled as an Employee-Schedule Worker. If the relevant Employee referred to in the first paragraph works the scheduled shifts shown below, an allowance for this - above the applicable Hourly Wage - shall be granted. This allowance will be calculated on the basis of the applicable Hourly Wage, whereby, however, for the calculation of the allowance, the maximum shall be the Hourly Wage derived from salary scale 45 last grade.

4. The amount of the allowance per hour worked on irregular shift hours is specified as follows:

Mondays through Fridays between midnight and the end of the night schedule shift which applies to the department in question (no later than 7 a.m.) 30% of the (maximum) Hourly wage

Mondays through Fridays between 6 p.m. and midnight 30% of the (maximum) Hourly wage

Saturdays between midnight and 7 a.m. 40% of the (maximum) Hourly wage

Saturdays between 7 a.m. and midnight 35% of the (maximum) Hourly wage

Sundays between midnight and 07:00 a.m. 50% of the (maximum) Hourly wage

Sundays between 7 a.m. and midnight 45% of the (maximum) Hourly wage

5. Any other (statutory or contractual) entitlement to an allowance due to the performance of work at irregular hours shall lapse, or at least be deemed to be included here.

6. Entitlement to an allowance for working irregular hours on Public Holidays is subject to a separate regulation, see art. 2.5 Public Holiday Allowance (Section 2) on Public Holiday Allowance which replaces the above allowances.

7. Section 3 contains implementing rules applicable between the Employer and the Employee.

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4.16. On-call shift

1. An on-call shift means that the Employee must be on-call for emergencies outside of working hours for a specified period of time. An on-call shift is often for the period between two consecutive shifts.

2. If the Employee is called, the Employee must come to the work location immediately in order to work. This refers to work that cannot wait. Work performed on call is Overtime and will be paid as Overtime.

3. Notwithstanding the provision of art. 26, paragraph 2 sub (d) 2000 BES Labor Law for the purpose of the Employee, the Employee will, however, receive an allowance for on-call shift. This allowance shall be equal to the regulation of art. 11, paragraph 9 of the 2000 BES Labor Law, on the understanding that a maximum allowance of USD 35 per period of 24 hours applies. If it is a period that includes several days, or in case of on-call shift of several days, or a remainder of less than twelve hours, the allowance will be on an hourly basis. On-call shifts do not apply during the Employee’s working time - and therefore no entitlement to the compensation.

4. This Article applies to the Employee up to a particular job grade defined by the Employer in Section 3.

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^[6] The Government Contribution to Labor Cost Development (Dutch: Overheidsbijdrage in de Arbeidskostenontwikkeling - OVA) is a government contribution to enable market-based labor conditions development in the healthcare sector.