Employment conditions EUR: general outline
ABP Pension Fund
ABP is the pension fund for employers and employees in service of the Dutch government and the educational sector including the Erasmus University Rotterdam. Every year ABP will send you a pension overview, giving details of the payments you receive when you retire and/or if you become disabled.
Some important ABP issues:
If you have already build up a pension entitlement elsewhere with a previous employer, there is a possibility to transfer your old pension to ABP. You will need to apply for this value transfer within the first two months of your EUR employment contract. Additional information as well as an application form can be obtained from the HRM Department of the EUR.
We advise you to carefully look into the Dutch rules and regulations relating to incapacity benefits, surviving dependents pension as well as early retirement. By paying supplementary insurance, you can limit your risks and/or influence your early retirement. Flexible working hoursThe standard working week amounts to 38 hours based on an 8-hour working day. This means that an employee with a full-time employment contract works 40 hours per week and therefore accumulates compensation hours (2 hours per week). This compensation leave can be taken as follows: one half day twice a month or one whole day once a month. The corresponding annual leave entitlement is 29 days per year. The above applies to part-timers on a pro-rata basis.
Employees can opt for a 36-hour, 38-hour or a 40-hour working week. A summary of the options and consequences:
Number of working hours per working week
Accumulation of compensation hours per week
Taking compensation hours
4 hours per week
One half day four times a month or a whole day twice a month
2 hours per week
One half day twice a month or one whole day once a month
The above applies to part-timers in proportion to the number of hours of their employment. Agreements with regard to the actual working hours are made annually between the supervisor and the employee.
Annual leave entitlement
The number of hours of leave per year to which an employee is entitled depends partly on the choices that the employee makes in connection with the flexible working hours regulations.
- The annual leave to which an employee is entitled if he/she works a standard 38-hour working week is 29 days.
- If the employee has opted for a 36-hour working week, he/she is entitled to 17 days annual leave.
- If the employee has opted for a 40-hour working week, he/she is entitled to 41 days annual leave.
In the case of part-time employees, the above applies in proportion to the number of hours of employment.
You can take out an Incapacity Insurance policy with Dutch Insurance Company Loyalis in order to insure yourself partly or wholly in case you become unfit for work and no longer receive an income.
EUR employees need to take out (obligatory) Health Insurance. For your information, the EUR has a collective insurance agreement with the Health Insurance Company Zilveren Kruis/Achmea, thus bringing down the individual premiums.
Employment Conditions Selection Model
The employment conditions selection model enables employees to determine part of their package of employment conditions themselves according to their own wishes and requirements. The employment conditions selection model is a type of extensive exchange system. A specific type of employment condition, the ‘sources’ (leave days, end of year bonus and holiday allowance) can be exchanged for other employment conditions, the ‘targets’ (reimbursement of travel expenses, extra pension, extra income, extra leave, purchase of bicycle, trade union contribution and/or long-term savings model).
If time is used as a source, a maximum of ten 8-hour days can be exchanged for a target. Days can be exchanged for a tax-exempt target, such as reimbursement of travel expenses: the gross value of a day is then converted into the reimbursement of travel expenses. It is also possible to exchange days for non-tax-exempt targets, such as extra income. In that case, the net value of the exchanged days will be paid out. It is also possible to save for a longer period of consecutive leave (long-term savings model).
The employee who wishes to use money as a source can opt for a tax-exempt target or to purchase additional (free) time. A number of targets that can be chosen have additional fiscal aspects: for instance, the gross amount of the holiday allowance can be exchanged for a tax-exempt reimbursement of travel expenses. Employees can exchange the gross value of their sources without wage tax being levied on these sources. The amount that the employee wishes to receive as a tax-exempt allowance is then deducted from his/her salary (the salary that is subject to wage tax). This same amount is then added to the employee’s net salary as a tax-exempt net allowance. There could, however, be a disadvantage: the decrease in taxable income can have an effect under other regulations. Using a financial source as a means of exchange results – depending on the chosen target – in a lower salary and, therefore, in a lower basis for calculating the pension contribution. In that case, the pension is lower than the employee would otherwise be entitled to if the financial source had not been used as a means of exchange.
At the campus child day-care facilities are available. The centre does not only facilitate day-care for children of the EUR personnel, but these children are prioritised. Please note that there may be a waiting list.
Travel expenses and internet connection.
Part-time or full-time salaried employees are entitled to an allowance for travel expenses. Employees are entitled to a tax-exempt allowance of € 0.19 per kilometer up to twice the one-way distance of 15 kilometers per travelling day. In the event that the employee’s commuting distance is more than 15 kilometers one way, the employee can apply for an additional commuting allowance through the Employment Conditions Selection Model. In total, the employee can obtain an allowance for travel expenses for a one-way distance of no more than 75 kilometers per day for a maximum of 214 travelling days per year.
EUR pays all the subscription costs of an internet connection at home up to a maximum of € 40.00 per calendar month (including the costs of the fixed (tel.) line of € 9.95 incl. VAT).
The salaries at the Erasmus University Rotterdam are determined at a national level and laid down in the CAO-NU, the Collective Agreement of Dutch Universities, Appendix A.
Each EUR employee is entitled to a holiday allowance amounting to 8% of his/her total remuneration. The allowance is at least the amount per month that is stipulated in the CAO with the proviso that this amount is determined in proportion to the number of hours of employment. The holiday allowance is paid once a year in May over a period of twelve months that began in June of the previous calendar year
Every EUR employee is entitled to a regular end-of-year bonus of 6.4% of his/her annual salary with a minimum of 1600 Euros (on an annual basis). The amount is pro-rated for part time contracts or an employment contract for part of the year. In 2009 the end-of-year bonus will increase to 8.3%. The end-of-year bonus is paid in December. In case of dismissal the bonus is paid together with the final salary payment.
Salary Savings Scheme
EUR employees can participate in the fiscally beneficial salary savings scheme, whereby an employee’s sets aside savings from his/her gross salary, up to a specific maximum amount per year. This amount is kept in a blocked account in the name of the employee for a period of four years. At the end of this period the gross amount saved will be transferred to the employee without having to pay tax. Every employee of the Erasmus University Rotterdam with an employment contract on the first day of the savings year and who is subject to the general tax credit (wage tax) can participate in the salary savings scheme. Participation in the salary savings scheme is only possible if the employee is not a participant in the life-course savings scheme.
Life-course savings scheme
A scheme adopted by the Executive Board of the Erasmus University Rotterdam with the objective of making a monetary provision for the sole purpose of taking a period of unpaid leave. The EUR has made collective agreements with life-course savings institutions Centraal Beheer Achmea (www.centraalbeheer.nl) en Loyalis (www.loyalis.nl). For additional information the website of the Ministry of Social Affairs and Employment should be consulted: www.spaarvooruwverlof.nl. The life-course savings scheme is only possible if the employee is not a participant in the Salary savings scheme.
General information relating to the HRM department can be found on www.eur.nl For additional queries, you can visit an HRM consultant in room H6-27 or H6-29 or contact them via the e-mail address p-o@. ese.eur.nl