It is no secret that the delay in the new CLA for temporary work is due to disagreements between the social partners. The ABU and NBBU are free to attempt to enter into a new CLA with other parties on May 31, 2021. There is no obligation to enter into a GaV with the same parties, especially if previous consultations have not yielded results. A lawsuit brought by large unions (para. B the FNV or the CNV) for a resumption at the negotiating table will not succeed. A union must then prove why a positive outcome (i.e. CLA) is likely. The NBBU is an organization that, like the ABU, is an association for temporary employment agencies. NBBU CLA applies to organisations affiliated to the NBBU (Dutch Association of Mediation and Temporary Employment Agencies). The nbbu collective agreement for temporary agency workers is a simple and flexible collective agreement.
In concluding this collective agreement, the UERNB takes into account the desire of SMEs to avoid complex rules and reduce administrative burdens. NbBU collective agreement runs from June 1, 2014 to May 31, 2019.Reliability: NBBU members must be SNA certified and screened to ensure compliance with their CAO (Temporary Workers Collective Agreement). A member who does not meet the EBU requirements will lose the NBBU approval mark. In addition to regular professional training and courses to our relations and Thomas International. TailorMinds has a good habit of also taking advantage of NBBU`s course offerings. All our consultants are certified if necessary and, if necessary, specifically trained. In the area of contracts, collective agreements, IND processes and associated terms and conditions of employment. This makes us a full-fledged interlocutor for professionals and business relationships. The collective agreement (CLA) contains all the rights and agreements for employees, in this case temporary workers. The CLA contains agreements on the types of fixed-term employment contracts, job classification, remuneration, allowances, overtime pay, hours of work, probationary period, notice period, termination, leave or pensions.
Topics such as training, safety and health protection as well as enforcement and compliance monitoring can also be regulated in a CLA. The phase system is also explicitly described in the CLA. 3.1 In what follows, I will discuss the main issues related to the expiry of collective agreements (as well as the binding general declaration). All employers and employees in the sector: The generally binding declaration binds employers and employees who fall within the scope of the collective agreement and therefore also independent employers and their employees. Flexible CAO: An EBU member offers a flexible collective agreement for temporary workers. The system under the CLA Act means that if an employer and an employee were bound by a CLA expired on 1 June 2021 (by their membership in one of the CLA parties or by an incorporation clause), the CLA remains valid in the individual employment contract. However, it does not remain valid as a CLA: The effect of the CLA ”as a collective labour agreement” ended at the expiry of this CLA. This means that the parties are free to enter into new agreements (the prohibition in Article 12 of the CLA on entering into divergent agreements (worse) is obsolete). If they do not, the old ClAs continue to apply de facto; in other words, the employment contract containing these provisions of the CLA remains in force. First, it must be determined whether the beneficiary falls within the scope of a collective agreement.
Some beneficiaries have not sufficiently studied this issue and sometimes fall within the scope of a collective agreement. If the beneficiary does not actually have a collective labour agreement, the temporary employment agency must apply the beneficiary`s method of remuneration. It looks at the salaries of the company`s employees who perform the same function and do the same job. By the way, only if these are cheaper than the ABU collective agreement or the NBBU collective agreement. Knowledge: NBBU members know the Dutch labour market better than anyone else. Specialists from NBBU Servicedsek are on hand to answer technical questions in the field of collective agreements, subsidies and (social) laws and regulations. Terms and conditions of employment that do not violate the law continue to affect members and employees bound by a constitution clause, such as .B higher wages in the event of illness, but not for non-members who are bound only by avv. . . .