As an employee of TU/e you fall under the Collective Labour Agreement for Dutch Universities (cao-NU) with corresponding salary scales and secondary employment conditions. For example, you will receive an end-of-year bonus of 8.3% of your annual salary and an annual holiday allowance of 8% of your compensation. If you work full-time at TU/e, you will in principle have a 38-hour work week with 29 holidays per year. You can extend this to as many as 41 holidays by choosing for a 40-hour workweek. In that case, you will accumulate 12 extra holidays. Even when working part-time (as of 0.5 fte) you can build up extra holidays. Also, you are entitled to schemes such as additional family leave (in cao: birth leave), partially paid parental leave, and later in your career, the vitality pact. Please follow the link below for more information.
STAFF REGULATIONS AND CODES OF CONDUCT
The staff regulations provide terms and conditions of employment that apply to either all TU/e employees or, in some situations, to a specific subset of employees. These terms of employment are an addition to the cao-NU.
You will receive a monthly internet allowance, and one allowance that includes commuting expenses and working from home (if applicable). The selection model for conditions of employment offers options for exchanging time for money or money for time, to get a tax advantage. For example, you can make use of an extra allowance for commuting costs and/or a bicycle plan. If your work activities allow, it is possible to work (partially) from home. In that case, you can apply for home working facilities. TU/e attaches foremost importance to personal and professional development and therefore has a regulation to facilitate work-related study. You will also build up a pension. TU/e will pay 70% of the pension premium. Finally, TU/e provides collective disability insurance in case of partial disability.
A code of conduct describes TU/e's core values of how we interact with each other, other individuals, resources, and authority.
The staff regulations and codes of conduct are an integral part of the employment contract. Every (prospective) TU/e employee can find them below. By signing the employment contract, a TU/e employee agrees to the content of the regulations and codes, and with any amendments and additions to them.
Working hours, vacations and leave
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Working hours
Your employment contract specifies the number of working hours per week. You and your manager agree on an individual work schedule. Here we look at your personal preferences, the number of working hours, the opening hours of the building where you work, the work schedules of colleagues and the extent to which your work permits the desired working hours.
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Holidays and leave
As a TU/e employee, you can make use of various forms of leave. These include vacations, parental leave, special leave and leave during pregnancy and childbirth. You can find all the information you need in the Holidays and Leave Regulations.
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Birth leave
Within the framework of the Extra Parental Leave Act (WIEG), the Dutch government has decided to extend the leave of employees whose partner has given birth. You are entitled to a maximum of one working week of paid birth leave. Since July 1, 2020, you are also entitled to five working weeks of additional unpaid birth leave. As a partner of someone who has given birth, you are therefore entitled to a total of six working weeks of birth leave.
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Parental leave
Our paid parental leave scheme allows employees who have children to take up to 13 weeks of leave at 62.5% of their regular salary. It is possible to take a further 13 weeks of unpaid parental leave.
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Sabbatical
If you have a permanent contract of more than 0.5 FTE, you can apply for a sabbatical leave. By using the long-term saving model, you can save holiday hours for an additional, continuous period of leave.
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Public holidays and collective closure days
In accordance with the cao-NU, the TU/e is closed on a number of public holidays. The TU/e also has a number of collective closure days for which leave hours are reserved each year.
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Remuneration
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NS Business Card
We offer our employees the facility of an NS Business Card for all your commuting, private and business travel needs. All the costs (work and non-work) made with the NS Business Card are deducted from your salary. Season tickets are another option.
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30% Facility
Foreign employees who comply with certain conditions, can make use of the so-called ‘30% facility’. This attractive facility has been designed to ease the economic burden on new arrivals to the country. It permits you not to pay tax on 30% of your salary.
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Declaration guidelines
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Allowance for commuting expenses and working from home
These regulations specify the stipulations applicable to the allowance for commuting expenses and for working from home.
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Reimbursement for relocation and accommodation expenses
These regulations specify the stipulations applicable to the reimbursement of relocation expenses and the accommodation allowance.
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Reimbursement for business travel
This regulation states which stipulations apply to business travel: a domestic or foreign business trip, other than home-work commute, which is essential to performing a job.
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Compensation for management activities
These regulations specify the reimbursements or allowances that apply to administrative activities by employees or students. For example, it concerns a membership or role in the university council, a department board, a program committee, a department council or the services council.
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Other declaration guidelines
What guidelines apply to claiming meals for overtime? For professional literature, memberships, dissertations and intermediary costs? You can read all about it in these regulations.
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Integrity policy
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Scientific integrity
Within TU/e, all those involved in education and research bear personal responsibility for observing and maintaining scientific integrity. As TU/e, we therefore want the general principles of professional scientific conduct to be observed in all cases.
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Undesirable behavior
Undesirable behavior includes sexual harassment, aggression, violence and intimidation, bullying and discrimination. The Code of Conduct for Undesirable Behavior has been drawn up to help prevent such undesirable behavior. If you are a staff member or student and you encounter unacceptable behavior, please consult the Complaints Procedure for Undesirable Behavior TU/e or contact one of the confidential advisors directly.
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Reporting irregularities
The Executive Board considers it important that, within the framework of corporate governance, the university has regulations for reporting irregularities (a so-called 'whistle-blower scheme'). The TU/e has drawn up these regulations, in which irregularities or abuses within the university can be reported, to contribute to an honest and transparent organization and good governance.
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Ancillary activities
Within the framework of VSNU, the Dutch universities have concluded a Sectoral Scheme Covering Ancillary Activities. This is a uniform policy for all universities in which university employees are expected to report their ancillary activities, and to which there are no exceptions.
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Private relationships at work
This code of conduct provides all TU/e employees with information on how to deal with an overlap between professional and private relationships. The right to privacy and free choice of partner is always respected. However, employees who have a professional and a (developing) private relationship, are expected to always act professionally and objectively and to be aware of the integrity risks that this private relationship may entail.
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Gifts and benefits
Sometimes you find yourself in a situation where a business contact wants to offer you something. You may not simply accept a gift, and sometimes not at all, as this could involve integrity risks. These rules explain the circumstances under which accepting a gift is permissible.
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Computer usage
As you need a computer and internet almost daily for your work, the TU/e would like to facilitate this with good facilities. In order to avoid the risks of improper use, here are the rules for using the computer, the TU/e network and the internet. It explains how you are permitted to use the facilities, how liability is regulated and what measures are taken in the event of misuse.
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Smoking and work
Since 1 August 2020 the TU/e campus is smoke-free. The new Tobacco Act, which applies since this date, no longer permits smoking on the grounds of educational institutions and sports facilities.
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Alcohol and work
The TU/e takes the position that alcohol and work do not go together. Therefore, we think it is important to have a clear policy.
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Selection Model for Conditions of Employment
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Selection Model for Conditions of Employment
The Selection Model for Conditions of Employment offers possibilities to exchange time for money or money for time. For example, you can use your leave hours to pay for a bicycle or you can sell leave hours. Participants in the 30% ruling cannot use the selection model.
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Bicycle plan
The TU/e offers you as an employee the opportunity to purchase a bicycle in a fiscally attractive way. Through the bicycle plan scheme, you can purchase a bicycle once every 36 months. To participate in the TU/e bicycle plan, you must meet the participation conditions as specified in the TU/e employment conditions selection model.
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E-bike
The TU/e encourages employees who currently travel to work by car to purchase an E-bike. When you purchase an E-bike, you can have it prefinanced by TU/e. This is possible up to a maximum amount of €1,200, which will be repaid in equal monthly instalments over a period of up to one year, via salary deductions.
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Career and Education
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Operating framework for assessments
When it comes to making legal position decisions and in cases where the employee requests an assessment, it is very important that the conditions are guaranteed and secured. The Operating framework for assessments states when and how an assessment is issued.
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Determining assessments
The TU/e regulations for Determining assessments sets out the general framework within which the preparation and determination of assessments must take place.
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Operating framework for annual reviews
The TU/e uses a new form for annual reviews with the primary aim of increasing the quality of the dialogue between manager and employee. The Operating framework for annual interviews supports employees and managers in conducting a good annual review. The annual review is recorded electronically.
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Employability fund
The employability fund is intended to offer permanent TU/e employees the opportunity to improve their position on the labor market in an enduring way. In cooperation with the TU/e Employee Organization, the university has set up an employability fund for this purpose.
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Study facilities
The TU/e attaches great importance to the personal and professional development of employees. For this reason, TU/e often reimburses (part of) the study costs. The Regulation Study facilities describes the principles that the TU/e applies in this respect.
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Vitality pact
Will you reach the age for the Old Age Pensions Act (AOW) within five years and would you like to work less? If so, the Vitality Pact might be an option for you. By participating in the Vitality Pact, you can reduce the number of hours you work in your working week while retaining your pension accrual. This brochure tells you more about this regulation and what it means for you. You will also find the answers to frequently asked questions.
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