Erasmus School of Economics Regulation governing activities within and outside the scope of an appointment
work activities within the scope of an appointment
All reimbursements received for work activities carried out within the scope of an appointment (or that are supposed to be carried out) go directly to ESE / the department.
- This concerns work activities that are carried out under the responsibility of ESE
- In all cases it concerns work activities (teaching, research and organisational/ managerial duties) carried out for:
- EUR and EUR Holding BV (thus including teaching assignments on behalf of other schools, activities for the Erasmus Academy [including HOVO], research and teaching on behalf of a BV/Ltd, work activities for TI and/or ERIM, or another research school associated with EUR, organisational/managerial duties related to EUR and its Schools of EUR Holding)
- Duisenberg School of Finance or ECSP;
- An external organisation insofar that the employer ordered these activities [1] to be carried out.
- Reimbursements for work activities within the scope of an appointment are never transferred directly to the employee [2]. In compliance with the memorandum HRM incentives for performance, as part of the performance interviews, the management examines whether in the preceding year an employee had performed far better than could be expected of him/her based on the level of the function and the scope of the appointment. The performance is then assessed and in certain cases given remuneration (for example, an additional benefit, which may or may not be deposited in the research account [onderzoekrekening]).
Based on the normal situation where a person has a substantial engagement with ESE, it's basically not allowed to be self-employed for one of the divisions of the EUR / EUR Holding or any of its partners (such as DSF and ECSP). In this context there is a solicitation clause for employees of ESE (an individual cannot have a contract with clients / relationships of ESE). In individual cases the dean may deviate from this rule. Examples in the past where the dean has deviated from the general rule:
- An employee was employed for 0.4 fte at our School and wanted another 0.4 fte position at one of our BV’s. The dean agreed with the request, because the department wanted this linking pin to develop or consolidate the relationship between the department and that particular BV;
- An employee had a relative small appointment at ESE (0.2 fte). The department agreed that this person was also employed at one of the BV’s, because of the fact that that this person could get a prolonged position at the BV.
In cases where the dean departs from the general rule, the guidelines under the section below apply.
work activities outside the scope of an appointment
All reimbursements received for work activities carried out outside the scope of an appointment go directly to the employee in question.
- Insofar that this concerns ancillary activities, the approval of the dean is required. This is for the purpose of determining whether these work activities affect (or could affect) the performance of the employee in question within ESE/EUR or are (or could be) in conflict with the interests of ESE/EUR.
- Ancillary activities concern ‘work activities that stem from the academic function’. It relates to paid or unpaid work activities carried out for third parties, work which is not performed under the responsibility of ESE.
- For example, it also concerns work activities whereby the employee acts as an independent contractor or professional. An exception to this is participating in statutory lectures as referred to in article 125C of the Central and Local Government Personnel Act (‘Ambtenarenwet’).
- Activities, which – due to their nature and scope – have absolutely no connection with the function, performance and employment in EUR, and are not considered to be in contradiction to the interest of the university, do not fall under the category of ancillary activities.
- EUR takes a positive approach to carrying out ancillary activities. This could benefit the performance of the employee and/or contribute to important networks for EUR and ESE.
- If ancillary activities cannot be fitted in with the function at EUR (in terms of content or deployment of manpower), then they should not be started or should be stopped. The employer therefore does not evaluate the ancillary activities as such, but rather questions whether they contribute to the function that the particular employee carries out in ESE.
- The dean does not grant permission for carrying out ancillary activities if compelling company interests are at issue. In any case the review criteria are:
- Is the output (qualitative and quantitative) carried out up to that point within the appointment compliant with the nature and level of the function?
- Does the ancillary activity affect the fulfilment of the key tasks in terms of quality and/or quantity to such an extent that the agreed upon output (quality and/or quantity) within the appointment cannot be realised?
- Does the activity compete with activities carried out by ESE/EUR?Is the ancillary activity ethically accountable?
- Approved ancillary activities have to be (publicly) published on the website [3] via Personal Metis. This concerns the nature of the work activities and the business data of the body for which the ancillary activity is being carried out and whether remuneration is received. The level of the amounts received does not have to be published.
July 2011
