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If you cannot come to work due to illness, it is important that you follow the correct steps. This in regards to the payment of sick hours and the possible registration with the company doctor.

1. You report sick by e-mail on the first day of absence: info@topselectgroep.nl. Your email must be received before 8.45 am.


2. Your direct supervisor must be informed that you are sick before 8.45 am.


3. If you stay at a different address than the residential address known to Topselect during your illness, you must inform us.


4. Topselect determines whether it is necessary to register you with the company doctor.


5. On the day you have recovered, you must report to Topselect before 9.30 am

1. You are only entitled to payment of sick hours from the moment you have reported sick according to the steps above.


2. The hours that you were scheduled, but could not work due to illness, you enter under normal hours. Please note! Put in the comments that it is about sick hours.

The provisions of the Work and Care Act apply to leave in connection with pregnancy, childbirth, adoption and foster care, to emergency and other short-term leave, to short-term and long-term care leave and parental leave. See www.szw.nl

If you work for Utrecht University on a secondment basis, the provisions of the then applicable Collective Labour Agreement of Dutch Universities and the ZANU shall apply. For more information see cao Nederlandse Universiteiten

If you are an on-call employee, you report any leave hours to Topselect via your account. Hours will only be paid out if sufficient allowance has been accumulated. Your timesheet will specify how many hours you have accumulated.

Monthly wage earners will receive an invitation from the Leave app once they are employed by Topselect. You can use this system to report your leave hours to Topselect after your line manager has given permission. You can also see immediately how many leave hours you (still) have left.

Hours of on-call employees or flexi workers with fixed hours will be paid if the holiday falls on a day on which they would normally work / have been called up. You can enter your hours under the ‘holidays’ option on your timesheet.

If you have a contract that specifies a monthly wage, you will continue to be paid on public holidays if it concerns a day on which you would normally work.

Public holidays are New Year's Day, Good Friday, Easter Monday, 5 May, Ascension Day, Whit Monday, Christmas Day and Boxing Day and King's Day. Extra day off between two public holidays or a holiday and a weekend are not paid.

 

If you are an on-call employee or a flexi worker, you will, in addition to your wage, accrue an allowance for holiday pay and holidays (leave hours). The holiday pay will be paid out annually in May, or one month after termination of employment if you leave your employment prematurely. Your payslip specifies how much holiday pay you have accrued.

If you take a day off, you can indicate this by choosing the leave option in your timesheet. Your timesheet specifies how many leave hours you have accrued. Any leave hours not taken will be paid upon termination of employment.

If you have a contract that specifies a monthly wage, your employment contract will detail the number of holiday hours to which you are entitled with continued payment of wages. Holiday hours are not paid; you are supposed to take them during the term of your contract. You can take leave via VerlofApp. You will receive an invitation for this at the start of your contract.

The holiday pay will be paid out annually in May, or one month after termination of employment if you leave your employment prematurely.

The hirer’s employment conditions apply to you.

If you work for Utrecht University on a secondment basis, you are entitled to a year-end bonus. This will be paid on a pro rata basis in November or upon termination of employment.