Change employment contract

Amendment of employment contract

• Temporary employment contract: extension or conversion into permanent contract

  If you have a temporary employment contract that is due to expire, there are two options:

  1. Extension of employment contract
     Your manager offers you an extension. However, on the basis of the Collective Labour Agreement (CLA) terms of appointment, it must first be examined whether an extension is possible. These terms are set out on the New Internal Employee page. If the CLA allows for an extension then you and your manager subsequently agree on an extension. 
  2. Conversion into permanent contract
     Your manager offers you a permanent employment contract. 

• Change of working hours/schedule

  If your working hours change, your work schedule will also change. However, the schedule determines the correct adjustment of your holiday leave credit. If you discuss changing your working hours with your manager, you will also determine a new work schedule at the same time. Flexible working hours also play a role in a change of working hours. You must factor your current choice into your new working hours or agree a new choice of flexible working hours with your manager.

  Your working hours may also be changed temporarily. In doing so, it is important that you and your manager also set the end date of your temporary working hours, as you will need to enter this date in the self-service option straight away, to ensure that your original working hours are reinstated after this period.

  A temporary extension of your working hours may be agreed with you for up to three consecutive times in a maximum of three years.

  If you only wish to make a change to your Flexible working hours without changing your working time factor, then you only adjust your work schedule.

  If you change your working hours/schedule, and in the same time your travel pattern changes too, please adjust your commuting statement as well.

• Job change

  The position that you occupy is determined according to the university system of job classification and evaluation, known as the University Job Ranking (UFO). If your range of duties is amended or expanded over time, this may change your job description. You may also be given an entirely new position.

• Change in salary

  The information below generally represents the way that salary changes are handled within the organisation, but you cannot derive any rights from this. This is because determining your salary depends on your personal performance and agreements you have made with your manager. There is therefore no formal implementation policy.

  A change in salary is generally accompanied by a job change. This normally means that you will be placed in the salary scale corresponding to your new position. When selecting the new salary scale, your years of experience are taken into account. The salary incremental date changes automatically: counting from the effective date of the change in salary, you will automatically receive your annual salary increment 12 months later (unless you reach the end of the salary scale). This automatic change of the salary incremental date cannot be adjusted manually, nor by the HR Service Desk.

  Preliminary scale scale
  If you are in a preliminary salary scale for your position and have a positive assessment on full job performance, you will move to the salary scale corresponding to your position (final salary scale). As a rule, you move to your final salary scale at the same salary level, and there you receive an additional salary grade. Your position itself does not change.

• One-off allowance, fixed allowance, additional periodical

  Your manager may reward you when you perform exceptionally well or for any other reason that justifies an additional remuneration.

  Your manager has a choice of various options, such as a one-off allowance, a fixed allowance and an additional periodical. See also the page Performance-based remuneration practices.

• Change in work site

  Standard work sites

  There are three standard work sites:

  • VU campus (for VU Amsterdam and ACTA employees)
  • Amsterdam Science Park (only for VU Amsterdam employees)
  • AMC Meibergdreef (only for ACTA employees)

  On entering employment, your manager chooses which of these three standard work sites applies. This work site is then registered with your position.

  If you subsequently change your standard work site, your manager will change this in your position. 

  For example, a VU Amsterdam employee works on the VU campus by default, but the work is systematically transferred to the Science Park. The Science Park will then become the new standard work site.

  Non-standard work site

  If, in comparison with the three standard work sites, a non-standard work site applies with your manager’s consent, temporarily or otherwise, this is not changed in your position. You register this non-standard work site by using the self-service option View and change my personal details (the address is entered under Addresses > Add addresses > Positioned address). Your manager then gives approval in the workflow.

  For example, a VU Amsterdam employee works at the Science Park by default and does research at TU Delft for six months. The address of TU Delft will then temporarily become the non-standard work site.

  Commuting allowance

  The commuting allowance is based on the distance between your standard (or non-standard) work site and you home address. 

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