Senior Staff Plus Scheme for Employees in Physically Demanding Jobs

Article 1 Scope of application

1. This scheme shall apply to employees within the meaning of Article 1.1, subparagraph i, of the Collective Labour Agreement of the Dutch Universities, who are in the employment of Radboud University Nijmegen and hold positions of at least 0.8 FTE which are physically demanding. The appendix to this scheme contains a list of positions that, under the indicated conditions, are physically demanding. This list is by no means exhaustive. At the request of an employee and his/her supervisor, the Executive Board may decide, in consultation with the Local Council, that other positions that are physically demanding will also fall under this scheme.
2. In derogation of paragraph 1, this scheme shall not apply to employees who already make use of the Senior Staff Scheme from the Collective Labour Agreement for Dutch Universities, the Age-Conscious Policy on Quality, the General Senior Staff Scheme of the University of Nijmegen (ASKUN) or the Senior Staff Plus Scheme for Employees in Physically Demanding Jobs of Radboud University Nijmegen.

Article 2 Participation in the scheme

1. From the age of 55, employees as referred to in Article 1 are entitled to a work-time reduction of 30% while retaining 80% of the salary over the non-working part under the conditions mentioned in paragraphs 3 and 4 respectively.
2. Participation in this scheme precludes participation in any other senior staff scheme, including the General Senior Staff Scheme contained in the Collective Labour Agreement of the Dutch Universities.
3. For employees born before 1 January 1950 who come under the VUT/FPU transitional scheme (early retirement/flexible pension and retirement) of 1 April 1997, the following conditions for participation in the scheme apply:
   a. at the date on which use is made of the FPU transitional scheme as referred to in subparagraphs b and c respectively, and immediately prior to the time of retirement, the employee must have completed 10 years of service as a participant in the General Pension Fund for Public Employees (ABP), the last 6 months of which period he/she must have completed as an employee;
   b. if the employee was born no later than 1 April 1947, he/she should, for said work-time reduction of 30%, subsequently make use of the FPU transitional scheme from the first day of the month following the month in which he/she reaches the age of 61 years and 2 months;
   c. if the employee was born after 1 April 1947, he/she should, for said work-time reduction of 30%, subsequently make use of the FPU transitional scheme from the first day of the month following the month in which he/she reaches the age of 62 years and 3 months;
   d. if the employee was 50 or older on 1 April 1997, and is eligible for an additional FPU increase for carrying on working as referred to Article 5, paragraph 1.5, of the FPU regulations, he/she may choose this option. For the work-time reduction of 30%, he/she should then subsequently make use of the FPU transitional scheme as from the first day of the month in which he/she may receive a 100% FPU benefit;
   e. the employee relinquishes all claims to age days during the fixed period for work-time reduction;
   f. holiday entitlements are awarded pro rata the part-time factor (old or new);
   g. all salary-related payments are awarded pro rata the new salary;
   h. the basis for building up pensions and social insurances (including BWNU and ZANU) continues to be 100% of the salary that the employee received before making use of this scheme.
4. For employees born after 1949 and employees born before 1 January 1950 who do not come under the VUT/FPU transitional scheme of 1 April 1997, the following conditions for participation in the scheme apply:
   a. for the above-mentioned work-time reduction of 30%, the employee should subsequently make use of the ABP KeuzePensioen (optional pension plan) as from and no later than the day on which he/she reaches the age of 65. The employee should notify his/her supervisor of the desired retirement date at least 6 months in advance;
   b. the employee relinquishes all claims to age days during the fixed period for work-time reduction;
   c. holiday entitlements are awarded pro rata the part-time factor (old or new);
   d. all salary-related payments are awarded pro rata the new salary;
   e. the basis for building up pensions and social insurances (including BWNU and ZANU) continues to be 100% of the salary that the employee received before making use of this scheme.

Article 3 Settlement of additional income

Unless otherwise agreed, the additional income from labour or business, acquired during the period referred to in Article 2, will be offset against the salary if and insofar as this income exceeds the 20% salary reduction over the non-working part.

Article 4 Agreements on the reduction of duties

In connection with Article 2, the employer and employee will make agreements in a timely manner on a proportional reduction of duties. These agreements will be reconfirmed annually. The aim of these agreements is that in the employment of the senior employee the focus will be on the duties that demand the least of him/her and that he/she performs best or in which he/she is most interested, or on the duties in which he/she is most valuable to the institution.

Article 5 Coming into effect

This scheme shall come into effect from 1 January 2009 and will apply until 31 December 2013. Participation in the scheme must commence before 31 December 2013. The parties reserve the right to modify or withdraw this scheme at any time.

Appendix to the Senior Staff Plus Scheme for Employees in Physically Demanding Jobs of Radboud University Nijmegen

Jobs that are physically demanding:

1. Operational Technician (1)
2. Logistics Officer (1)
3. Site Officer (1) If the employee needs to perform work - often at different locations - that is physically demanding such as lifting and moving heavy objects. As the work is performed at different locations, hardly any or no appropriate adjustments can be made at the work site.
4. Cleaner (1)
5. Cook (1)
6. Catering Assistant (1)
7. In-house Services Officer (1)
8. Archive Assistant (1)
9. Library Assistant (2)
10. Plant and Animal Attendant/Bio technician (2) If the employee needs to perform work - often at different locations - that is physically demanding such as lifting and moving heavy objects and no appropriate adjustments can be made at the work site.
11. Sports Trainer (3) If the employee provides sports training courses.

• (1) UFO job group: Facilities Services
• (2) UFO job group: Education and Research Support
• (3) UFO job group: Student-Oriented Support