Compensation Scheme employee participation

If you participate in the works council, a subcommittee or the local consultation, you are entitled to compensation. See the following regulations for more information:

  • Compensation Scheme for Works Council
  • Compensation Scheme for Representative Councils
  • Compensation Scheme for Local Council

Compensation Scheme for Works Council

Radboud University Nijmegen is adopting the following scheme as of 1 January 2020.

Article 1

  1. The organisational division from which staff members were chosen in the Works Council (OR), will receive the following compensation:
    a. for the chair: 0.5 FTE;
    b. for members of the Daily Board: 0.3 FTE;
    c. for the other members of the OR: 0.2 FTE.
    d. For representatives from the UMC Council of the Radboud university medical center who are part of the University Joint Assembly (UGV) of Radboud University Nijmegen, a compensation of 0.2 FTE is provided.
  2. The compensation is calculated on the basis of the actual salary costs of the employee chosen in the OR.
  3. The compensation funds must be spent on replacing the employee for which compensation is being provided, or for support at the time at which this employee continues their work activities.

Article 2

  1. Contrary to the provisions of Article 1, the fixed-term employment contract of a member of the Daily Board will be extended with 0.3 FTE for each year of membership of the Daily Board, regardless of the part-time factor.
  2. ontrary to the provisions of Article 1, the fixed-term employment contract of a member of the Works Council (OR) will be extended with 0.2 FTE for each year of membership of the OR, regardless of the part-time factor.
  3. The extension of the employment contract pursuant to paragraphs 1 and 2 of this article is only possible if this does not lead to the legal conclusion of a permanent employment contract. If, on the basis of such provisions, extension of the employment contract is not possible, then Article 1 of this scheme applies.
  4. The provisions of paragraphs 1 and 2 of this article apply during the period from 1 January 2019 to 31 December 2023.

Further Information

On the basis of the agreement on spending targets for decentralised employment condition funds for 2019-2023 (Akkoord bestedingsdoelen decentrale arbeidsvoorwaardengelden 2019-2023), only the extension of a fixed-term employment contract is funded from the decentralised employment condition funds. Compensation for the replacement of Works Council members who have a permanent employment contract is paid from a centralised budget allocated for this goal.

The calculation of the number of hours by which a fixed-term employment contract may be extended must be based on the working hours as stated in the Collective Labour Agreement (CAO).

Compensation Scheme for Representative Councils

Radboud University Nijmegen is adopting the following scheme as of 1 January 2020.

Article 1

  1. The organisational division from which staff members were chosen in the Representative Council (OC), will receive the following compensation:
    a. for the chair, vice chair, and the secretary: 0.1 FTE;
    b. for the other members of the OC: 0.05 FTE.
  2. The compensation is calculated on the basis of the actual salary costs of the employee chosen in the OC.
  3. The compensation funds must be spent on replacing the employee for which compensation is being provided, or for support at the time at which this employee continues their work activities.

Article 2

  1. Contrary to the provisions of Article 1, the fixed-term employment contract of the chair, vice chair, and the secretary of the Representative Council will be extended by 0.1 FTE for each year of chairship, vice chairship or secretarial office of the OC, regardless of the part-time factor.
  2. Contrary to the provisions of Article 1, the fixed-term employment contract of a member of the Representative Council will be extended by 0.05 FTE for each year of membership of the OC, regardless of the part-time factor.
  3. The extension of the employment contract pursuant to paragraphs 1 and 2 of this article is only possible if this does not lead to the legal conclusion of a permanent employment contract. If, on the basis of such provisions, extension of the employment contract is not possible, then Article 1 of this scheme applies.
  4. The provisions of paragraphs 1 and 2 of this article apply during the period from 1 January 2019 to 31 December 2023.

Further Information

On the basis of the agreement on spending targets for decentralised employment condition funds for 2019-2023 (Akkoord bestedingsdoelen decentrale arbeidsvoorwaardengelden 2019-2023), only the extension of a fixed-term employment contract is funded from the decentralised employment condition funds. Compensation for the replacement of OC members who have a permanent employment contract is paid from a relevant faculty or service budget allocated to this end.

The calculation of the number of hours by which a fixed-term employment contract may be extended must be based on the working hours as stated in the Collective Labour Agreement (CAO).

Compensation Scheme for Local Council

adopted at the Local Council meeting of 3 October 2014

In view of the new agreement on the deployment of decentralised employment conditions funds for the period 2019-2023, the employer has adopted the following scheme (effective 1 January 2019).

Article 1

Chair groups or departments whose staff members participate in the Local Council (LC) will receive the following compensation:

a. an annual financial compensation per LC member based on the following calculation: monthly salary of LC member on a full-time basis x 12 months x 1.51 x 0.15 FTE;

b. an annual financial compensation for the LC spokesperson based on the following calculation: monthly salary of LC member on a fulltime basis x 12 months x 1.51 x 0.2 FTE;

c. in derogation of the provision under (a), the fixed-term employment contracts of LC members may be extended by 120 hours for each year of LC membership irrespective of the part-time factor, provided that the extension does not automatically lead to the conclusion of an employment contract for an indefinite period of time.

Article 2

This scheme will remain in force until and including 31 December 2023.

Explanatory notes

On the basis of the agreement on the deployment of decentralised employment conditions funds for the period 2019-2023, all costs of the compensation scheme for Local Council will be charged to the decentralised employment conditions funds. This means that both the regular replacement of LO members (Article 1, under a and b) and the extension of fixedterm employment contracts of LC members (Article 1, under c) are financed from the decentralised employment conditions funds.