TYPE OF EMPLOYMENT CONTRACT
TYPE OF EMPLOYMENT CONTRACT
When hiring flexiworkers, we use an employment contract based on a min/max number of hours for a fixed period. Depending on the supervisor’s preferences, the following contractual aspects can vary:
- The duration of the contract
- The min/max number of hours
- The hourly wage
- We comply with the provisions of the Collective Labour Agreement for Dutch Universities and the corresponding salary scales when determining the hourly wage. The hourly wage is determined by the supervisor and communicated to the flexiworker.
You can always contact us for information and advice pertaining to your specific situation. We would be pleased to discuss the possibilities with you.
WHY IS THE JOB ROLE OF STUDENT ASSISTANT NOT LISTED?
The job role of student assistant is listed separately in the Collective Labour Agreement for Dutch Universities and refers to a student who carries out work for scientific research and education. There are additional conditions of employment attached to this job role, such as fixed rates and unlimited renewals. This Collective Labour Agreement does not apply to EURflex. As such, we cannot offer these special conditions. You can classify students undertaking support work as either education/research assistants or administrative employees.
RIGHTS AND OBLIGATIONS
Employees of the EUR are subject to confidentiality. This also applies to flex workers. With the signing of their employment contract, they also sign for the observance of confidentiality. This is formulated as follows: The Employee acknowledges that the Employer has imposed confidentiality on him/her with regard to all details concerning the EUR, his/her company, its affiliated companies and relations. During and after the end of the employment contract, the Employee is not allowed to disclose to third parties the details regarding the EUR, its employees and its business relations. All documents and/or copies thereof, of any nature whatsoever, and all goods on loan or otherwise, obtained or in use in connection with the employment contract, are and remain the property of the Employer, even if such documents and/or goods and/or electronic files have been produced by the employee.
The flexworker is expected to practice science with integrity and to comply with the Code of Conduct for Scientific Integrity. The flexworker will also take note of the Code of Conduct Integrity Erasmus University Rotterdam and/or the Integrity Regulation 2021 EUR Holding and undertakes to comply with this code, the applicable house rules and work instructions.
With regard to the Complaints Regulation, the regulation as it applies to the EUR Holding and its operating companies is followed, since EURflex is part of the EUR Holding and its operating companies. The integrity codes can be read here.
EXPIRY AND RENEWAL
An employment contract can expire for a number of reasons. For example, when the term of the contract has come to an end by operation of law, or cases where the flexiworker wishes to terminate the employment contract. When an employment contract expires, it is possible to renew the contract, conditional to applicable legislation and regulations (Work and Security Act). When renewed within 6 weeks, the job continues without a final settlement taking place.
Work and Security Act provisions on succession of fixed-term employment contracts and successive term of employment
The provisions on succession of fixed-term employment contracts are statutory provisions governing how many temporary employment contracts can be concluded before an employment contract for an indefinite period arises. An employment contract for an indefinite period between an employer and employee can result as a consequence of the provisions on succession of fixed-term employment contracts if the employer and employee have entered into multiple fixed-term employment contracts (a maximum of three contracts) while the period between the contracts has not exceeded six months, and the total duration of these employment contracts, including intervals, has not exceeded a period of 36 months. After 36 months, the last employment contract is deemed to be entered into for an indefinite period.
The provisions on succession of fixed-term employment contracts also apply if the same or similar job activities are carried out for different employers deemed to be each other’s successors. This is referred to as a successive term of employment. This means that if the employee is carrying out the same or similar work activities for the new employer, the employee enjoys legal protection resulting from the provisions on succession of fixed-term employment contracts. For a successive term of employment, previous employment contracts entered into with EUR therefore also count.