The Parties to this Collective Labour Agreement are The Employers' Association of Research Institutes (WVOI), on behalf of the following research institutes:
and The employee organisations
The Parties hereby declare that they entered into this Collective Labour Agreement at The Hague on 24 March 2021.
Research institutes fulfil a prominent role in the Dutch and international knowledge infra-structure. They make an essential contribution to the Dutch and international knowledge-based economy. Academic research and innovation are fundamental to the prosperity and welfare of the Netherlands. Societal challenges and questions are therefore leading for the research institutes. In other to be able to work together to enhance scientific knowledge, they need to be attractive employers for their three thousand employees, now and in the future.
The corona crisis has a major impact in general, but also for the organization of work and working conditions. In the current uncertain times, employers particularly focus on job security, employability, well-being and health of employees, in the broadest sense of the word. As a result of the corona crisis, terms and conditions of employment and working conditions in the broad sense have become (extra) manifest for employee organizations.
A large number of measures have been taken and investments have been made by employers to keep employees (socially) involved at work and with each other during this time, and attention has been paid to safe working conditions and well-being. On the basis of the agreement agreed by the parties in article 3.12 of the CAO-OI, all three employers have made agreements with the Works council about a home-work allowance/work expense allowance and the reimbursement of commuting expenses during the corona crisis.
The amounts in the salary scales have been structurally increased by 1,4% as of 1 January 2021. In accordance with the usual system, the salary increases will also be carried through in pensions and benefits.
Work and private life
Additional paternity leave
For unpaid additional birth leave that came into effect on 1 July 2020, the 70% percentage of the benefit that can be paid out by the UWV for this purpose is supplemented to 100% of the wage and a maximum of 100% of the maximum daily wage UWV. The pension contribution distribution of 70%-30% is maintained and the leave accrual continues as if it were paid leave.
In order to adequately meet the needs of employees who lose a loved one, a guideline for bereavement leave is drawn up for employers and employees in addition article 5.8 paragraph 1a of the CAO-OI. The guideline describes the options for bereavement leave within the framework of existing leave provisions in the CAO-OI. The specific situation of the employee concerned is taken into account and the application for this leave is handled leniently in the interest of proper care for the grieving employee with the aim of a safe and healthy return to work. Employees are entitled to at least one week of unpaid bereavement leave following the funeral or cremation of a relative in the first and second degree.
The CAO-OI applies a collective labour agreement in the sense of the Collective Agreements Act. This CAO has the status of a standard collective labour agreement from which there can be no derogation, unless this is explicitly allowed by the CAO. The CAO implements article 4.5 of the Higher Education and Scientific Research Act (WHW), insofar as agreed on at sector level. This CAO shall be reported as a standard collective labour agreement to the Health and Safety Inspectorate (DCA) of the Ministry of Social Affairs and Employment.