Conditions of employment

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

The TU/e regulations for Determining assessments sets out the general framework within which the preparation and determination of assessments must take place.

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.

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.

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.

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.