Collective Labour agreement (CAO) for Dixons
2009 – Social partners believe that working on employability is necessary both for the employee and for the employer. The employer can rely on optimal job performance, even after reorganisations. The employee has a maximum chance of job security (both inside and outside the company) and can get more out of his career. Important tools to promote employability are training, coaching on the job and career management.
Employability is defined as the ability of the employee to remain in various jobs within the enterprise and beyond, leading to sustainable employment and work security.
The responsibility for maintaining the employability of the employee both inside and outside the company, is a joint responsibility of the employer and employee. This requires the employer to conduct a training management that pays attention to the development of the staff and that he provides the necessary information and resources. Employees are expected to use all the information and resources as well as possible.
All course hours imposed by the employer are paid. For a course during daytime a maximum of 7.2 or 7.6 hours is paid and for a training in the evening 2 hours.
HRM related to life phase
When the employer and employee determine that continuation of the job and/or the agreed work patterns lead to insurmountable problems for the employee, the employer will make every effort to offer the employee a more suitable position within the company and/or a modification of the work patterns; however, fitting within the business. When a person is employed in a lower classified position, article 7.6 counts.
Employees aged 40 and older who work in sales can make use of the right to a have a career scan. The employer will follow the advice. The employer is in particular required to enable the employee to attend training courses, and the employee is required to follow courses necessary to do the tasks that are part of his job well and needed to keep internal and external mobility of the individual employee at a good level.
Full-time employees from 60 years on, have a shorter working week as shown below:
60 years, 2 hours shorter a week
61 years 3 ½ hours shorter a week
62 years 5 hours shorter a week
63 years and over, 6 hours a week shorter
These hours may not be accumulated. The distribution of these hours over the week is done in consultation between employer and employee.
Employees aged 60 and older cannot be required to work overtime or to perform work on (sale)evenings.
During the last three years before (early) retirement of an employee, the employer shall notify him or her the opportunity to take leave a total of five extra days paid, to attend courses to prepare for the upcoming (early) retirement.
The agreement can be found via : https://docs.minszw.nl/pdf//174/2008/174_2008_13_4656.pdf