As a member of the ABU (Federation of Temporary Employment Agencies) we observe the rules established for temporary workers (CAO). This CAO contains essential elements such as minimum salary, overtime payments, notice periods, holiday allowance, etc.  Before your first assignment with Undutchables you will receive a copy of this CAO.  Below we have listed the most important issues for you in English. A summary of the CAO in English can be downloaded at http://www.abu.nl/abu/pagina.asp?pagkey=62318&mode=read

Rights and duties of the temporary employee:

The employee will receive all information on his or her position, salary and other remunerations before starting work.

The employee is obliged to provide his or her work history to the agency.

The employee must provide the following information: address, bank account, legitimate and original ID (which the agency will check and make a copy of).

Depending on your work history you will be placed in phase A, B or C:
Phase A: During the first 78 weeks of working for a temporary employment agency, you will have a temporary contract. The temporary employee can end this contract with only one day's notice; the company can end the contract with immediate effect (for contracts up to 12 weeks), 5 day's notice (12-26 weeks), 10 day's notice (26-52 weeks) or 14 day's notice (52-78 weeks). Please note that phase A will recommence after an interruption of 26 weeks or more.
Phase B: Phase B follows Phase A and covers a period of 2 years. During this time a maximum of 8 contracts for defined periods can be given to you. The contract will state whether a notice period is applicable. Please note that phase B will recommence after an interruption of 3 months or more.
Phase C:  In Phase C you will receive a contract for an indefinite period of time.

Pension and education budget
After 26 weeks of working for the same recruitment company the temporary employee is entitled to a pension (if you are older than 21) and will start building up an education budget, which he or she can use in phase B, under certain conditions. 

Remunerations
All remunerations (i.e.: salary, overtime, holiday, expenses and pay rises) will be paid in accordance with the conditions of the CAO, unless the company has formally requested that the agency pays according to the remuneration system of the company. After 26 weeks of working for the same company, you will automatically receive all remunerations in accordance with the conditions of the company that you work for, and not those of the CAO. 

Allowances (Reservations)
The employee will build up allowances to cover the days on which he or she cannot work, such as holidays, public/bank holidays, short absences and the first 2 days of illness. The agency is obliged to pay these allowances in the last week of the year (week 52) or at the end of the contract, whichever is sooner.
As a temporary employee you will also build up a holiday allowance which is 8% of your basic annual salary. This entitlement will only be paid out, on request, when taking at least 5 consecutive working days as a holiday. Any remaining holiday reserve will be paid out when the temporary contract ends, and/or in week 26 (together with the allowances for bank holidays and short absences).

Illness
After the first 2 unpaid days of illness, the temporary employee is covered for 91% of his or her salary, during illness, by the government. The contract also ends automatically on becoming ill and will be renewed on the employee's return to work, should both parties wish to do so.