Na nkenke: onye ọrụ na Netherlands na-enye ọkwa otu ọnwa ọ gwụla ma nkwekọrịta ma ọ bụ nkwekọrịta otu kwuru ihe dị iche. Oge ọkwa iwu nke onye were n'ọrụ na-arị elu ka oge ọrụ ya na-aga: otu ọnwa n'okpuru afọ ise, ọnwa abụọ site na ise, ọnwa atọ site na iri na ọnwa anọ site na afọ iri na ise ma ọ bụ karịa. Ọkwa ahụ na-agakarị na njedebe nke ọnwa kalenda, yabụ ụbọchị ị nyere ya na-ekpebi ụbọchị ị ga-apụ.
Oge ọkwa ahụ bụ oge dị n'etiti inye ọkwa na njedebe nke nkwekọrịta ọrụ. N'okpuru edemede 7:672 nke Iwu Obodo Dutch, ọ na-arụ ọrụ dị iche iche maka ndị abụọ ahụ: onye ọrụ na-enye otu ọnwa, n'agbanyeghị ogologo ọrụ ọ na-arụ, ebe ọkwa onye were n'ọrụ na-eto ka ogologo nkwekọrịta ahụ gasịrị. Ịghara ide ụbọchị ndị ahụ nke ọma nwere ike ime ka akụkụ abụọ ahụ kwụọ ụgwọ ọnwa ma ọ bụ karịa, yabụ ọ bara uru ịgbakọ ha kpọmkwem.
Oge ọkwa iwu kwadoro
Nkwupụta sitere n'aka onye ọrụ
Onye ọrụ nke gbara arụkwaghịm na-enye ọkwa otu ọnwa (isiokwu 7:672(4) Iwu Obodo). Nkwekọrịta ọrụ ma ọ bụ nkwekọrịta ọrụ mkpokọta (CAO) nwere ike ịgbatị nke a, mana naanị n'akwụkwọ, ruo ọnwa isii kachasị, naanị ma ọ bụrụ na ọkwa onye were ya n'ọrụ dị opekata mpe okpukpu abụọ karịa nke onye ọrụ. Ya mere, ọkwa ọnwa atọ e kwekọrịtara maka onye ọrụ pụtara opekata mpe ọnwa isii maka onye were ya n'ọrụ.
A different rule applies if your contract does not fix the number of hours you work, as in a zero-hours contract (nulurencontract). Your own notice period is then equal to the call-up period, which is normally four days (article 7:672(5) and article 7:628a Civil Code).
Ọkwa ọkwa nke onye were n'ọrụ
| A na-enye ọkwa ogologo oge nkwekọrịta ọrụ n'ụbọchị ahụ | Oge ọkwa nke onye were n'ọrụ |
|---|---|
| Ihe na-erughị 5 afọ | 1 ọnwa |
| 5 afọ erughị afọ 10 | 2 ọnwa |
| 10 afọ erughị afọ 15 | 3 ọnwa |
| 15 afọ ma ọ bụ karịa | 4 ọnwa |
Three rules modify this scale. First, an employer that obtained a dismissal permit from the Employee Insurance Agency (UWV) may deduct the duration of the UWV procedure from the notice period, provided at least one month remains (article 7:672(6)). Second, once the employee has reached state pension (AOW) age, the employer’s notice period is one month. Third, the employer’s statutory period can only be shortened by a collective labour agreement, never by an individual contract.
Mara na onye were mmadụ n'ọrụ enweghị ike inye ọkwa ozugbo. E wezụga oge nnwale na mwepụta nchịkọta, ịchụpụ mmadụ chọrọ ma ikike UWV, mkpebi ụlọ ikpe ma ọ bụ nkwekọrịta onye ọrụ. Oge ọkwa ahụ na-ekpebi naanị mgbe a ga-akwụsị ọrụ ahụ; lee nkọwa anyị gbasara iwu ọrụ Dutch maka ihe kpatara ịchụpụ ya.
Iwu njedebe nke ọnwa
A na-enye ọkwa "na njedebe nke ọnwa" ọ gwụla ma nkwekọrịta ederede ma ọ bụ omenala akọwapụtala ụbọchị ọzọ (isiokwu 7:672(1)). N'ọrụ nke a pụtara na a ga-edebe oge ọkwa ahụ nke ọma ma nkwekọrịta ahụ ga-akwụsị n'ụbọchị ikpeazụ nke ọnwa kalenda nke oge ahụ ga-agwụ. Onye ọrụ nke gbara arụkwaghịm na Mee 10 na ọkwa otu ọnwa ga-apụ na Juun 30; ịgba arụkwaghịm na Mee 30 ga-eduga n'otu ụbọchị ahụ. Onye were n'ọrụ na-enye ọkwa na Julaị 15 nye onye ọrụ nwere ọrụ afọ asaa ga-edebe ọnwa abụọ, yabụ nkwekọrịta ahụ ga-akwụsị na Septemba 30.
Lelee nkwekọrịta ahụ maka otu okwu nke na-akọwa ụbọchị ọzọ, n'ihi na ụfọdụ nkwekọrịta na-ahapụ ọkwa site na ụbọchị ọ bụla. Ụbọchị a na-enweta ọkwa dị mkpa, ọ bụ ya mere ọkwa ederede yana ihe akaebe nke nnyefe dị mkpa.
Otu esi arụkwaghịm nke ọma
Iwu Dutch achọghị ọkwa ederede, mana ọ siri ike igosi na ị ga-arụ ọrụ n'ọnụ. Nye onye njikwa gị akwụkwọ ozi e dere ụbọchị ya ma bịanye aka na ya ma ọ bụ ziga ya site na email, kwuo na ị ga-arụ ọrụ, lee oge ọkwa ahụ na ụbọchị ọrụ ikpeazụ ga-esi na ya pụta, ma rịọ maka nkwenye na ị natara ya. Akwụkwọ ozi edenyere aha na-enye ihe akaebe kachasị ike. Nọgide na-arụ ọrụ nke ọma n'oge ọkwa ahụ; ọrụ nkịtị nke onye ọrụ, gụnyere nzuzo, na-aga n'ihu ruo ụbọchị ikpeazụ.
Tupu ị gbaa arụkwaghịm, lelee ihe atọ dị mkpa. Ịhapụ ọrụ afọ ofufo pụtara na enweghị uru enweghị ọrụ (WW), n'ihi na UWV na-ele enweghị ọrụ anya dị ka ihe kpatara ya. Ọ pụtakwara na enweghị ụgwọ ọrụ mgbanwe , ọ gwụla ma ọ bụ omume ọjọọ nke onye were gị n'ọrụ kpatara arụkwaghịm ahụ. Nkebi nke na-abụghị asọmpi, usoro ịkwụghachi ụgwọ ọmụmụ ma ọ bụ atụmatụ ego mgbakwunye nwere ike ịbụ nke ọpụpụ gị. Ọ bụrụ na onye were gị n'ọrụ na-achụpụ gị n'ezie, nkwekọrịta nkwekọrịta na-abụkarị ụzọ ka mma karịa ịgba arụkwaghịm.
A settlement agreement (vaststellingsovereenkomst) ends the contract by mutual consent. You may cancel it in writing within 14 days of signing, without giving reasons. If the agreement does not mention this right, you have three weeks (article 7:670b Civil Code).
Ịpụ tupu oge ọkwa ahụ ekwe omume
Onye were mmadụ n'ọrụ na onye ọrụ nwere ike ikweta n'akwụkwọ iji mee ka oge ọkwa ahụ dị mkpụmkpụ; dekọọ nkwekọrịta ahụ iji zere esemokwu ndị ọzọ. Onye ọ bụla kwụsịrị n'otu aka ahụ n'enweghị idebe oge ọkwa kwesịrị ekwesị ga-akwụ onye nke ọzọ ụgwọ ruru ụgwọ ọnwa maka oge nkwekọrịta ahụ kwesịrị ịga n'ihu (isiokwu 7:672(11)), ọ bụ ezie na ụlọ ikpe nwere ike ibelata ego ahụ. Onye were mmadụ n'ọrụ agaghị amanye onye ọrụ ka o jiri ezumike ahụ e nwetara n'oge ọkwa ahụ mee ihe, mana ọ ga-abụkarị na ọ ga-enyerịrị arịrịọ ezumike n'oge ma ọ gwụla ma enwere ihe kpatara azụmaahịa na-egosi na ọ gaghị eme ya.
Mgbe oge ọkwa nkịtị anaghị emetụta
Oge nnwale
N'oge nnwale dị irè, onye ọ bụla n'ime ha nwere ike ịkwụsị nkwekọrịta ahụ ozugbo na-enweghị ọkwa. A ga-ekwekọrịta oge nnwale n'akwụkwọ ma metụtakwa ndị abụọ ahụ n'otu aka ahụ. A naghị ekwe ka ọ dịrị n'ime nkwekọrịta oge a kapịrị ọnụ nke ọnwa isii ma ọ bụ ihe na-erughị ya. N'ime nkwekọrịta karịrị ọnwa isii mana ihe na-erughị afọ abụọ, ọ nwere ike ịdịru ihe karịrị otu ọnwa, na nkwekọrịta nke afọ abụọ ma ọ bụ karịa ma ọ bụ ruo oge a na-anaghị emechi emechi ma ọ dịkarịa ala ọnwa abụọ.
Nchụpụ nchịkọta na arụkwaghịm maka ihe dị mkpa
An employer can dismiss with immediate effect (ontslag op staande voet) for an urgent reason (dringende reden, article 7:678), such as theft, fraud, violence or persistent refusal to follow reasonable instructions. The employer must act promptly and inform the employee of the reason immediately, and courts apply a strict test. The employee can ask the court within two months to annul the dismissal. An employee can likewise resign with immediate effect for an urgent reason (article 7:679), for example if wages are not paid or the workplace is unsafe, and may then claim damages.
Nkwekọrịta oge a kapịrị ọnụ
Nkwekọrịta oge a kapịrị ọnụ na-akwụsị na akpaghị aka na ụbọchị e kwekọrịtara. Enwere ike ịkwụsị ya naanị site na ọkwa ma ọ bụrụ na nkwekọrịta ahụ nwere usoro nkwụsị nwa oge. Onye were n'ọrụ ga-enye ọkwa ederede ma ọ dịkarịa ala otu ọnwa tupu njedebe nke nkwekọrịta oge a kapịrị ọnụ nke ọnwa isii ma ọ bụ karịa ma a ga-emegharị ya, ma nwee ụgwọ ụgwọ ruru otu ọnwa ma ọ bụrụ na ọ meghị otú ahụ.
Mkpebi ikpeazụ mgbe ụbọchị ikpeazụ gasịrị
- Ezumike: A na-akwụ ụgwọ ezumike a na-anaghị ewere mgbe ọrụ ahụ kwụsịrị (isiokwu 7:641), tinyere ego ezumike a na-enweta.
- Ntughari: Onye ọrụ ahụ nwere ikike inweta akwụkwọ ederede gbasara ụdị ọrụ ahụ, ụbọchị ọrụ, na, ọ bụrụ na achọrọ ya, ụdị ọrụ a ga-akwụsị (isiokwu 7:656).
- Ọgbụgba ndụ amachibidoro: a valid non-compete clause (concurrentiebeding) or non-solicitation clause (relatiebeding) continues to apply after resignation unless the employer waives it in writing.
- Akwụkwọ ikike obibi: Maka onye kwagara mba ọzọ nwere nkà dị elu, njedebe ọrụ na-emetụta akwụkwọ ikike obibi; enwere oge nchọta nke ọnwa atọ iji chọta onye were gị n'ọrụ ọhụrụ. Nabata ndụmọdụ gbasara ihe ga-esi na ụtụ isi pụta iche.
Ajụjụ ndị a na-ajụkarị gbasara oge ọkwa
Kedu oge ọkwa maka onye ọrụ na Netherlands?
Otu ọnwa, n'agbanyeghị ogologo oge ọrụ ahụ, ọ gwụla ma nkwekọrịta ma ọ bụ CAO mere ka o ruo ọnwa isii n'akwụkwọ ozi.
Kedu oge ọkwa iwu kwadoro maka onye were mmadụ n'ọrụ?
Otu ọnwa maka nkwekọrịta nke na-erughị afọ ise, ọnwa abụọ site na afọ ise, ọnwa atọ site na afọ iri na ọnwa anọ site na afọ iri na ise. Enwere ike iwepụ usoro ikike UWV, nke ga-ahapụ opekata mpe otu ọnwa.
Olee mgbe oge ọkwa m ga-amalite?
A ga-edebe oge ọkwa ahụ nke ọma, ọ gwụla ma ekwekọrịtara ihe ọzọ, nkwekọrịta ahụ ga-akwụsị n'ụbọchị ikpeazụ nke ọnwa kalenda nke oge ahụ ga-agwụ. Ịhapụ ọrụ na Mee 10 ma ọ bụrụ na ị nye ọkwa otu ọnwa pụtara ịpụ na June 30.
Enwere m ike ịpụ tupu oge ọkwa m agwụ?
Naanị site na nkwekọrịta onye were gị n'ọrụ, ọkachasị site n'ide ya. Ịhapụ ya nwere ike ime ka ị kwụọ ụgwọ ruru ụgwọ ọrụ ahụ n'oge ọkwa fọdụrụ.
M̀ ga-enweta uru enweghị ọrụ ma ọ bụ ụgwọ mgbanwe ma ọ bụrụ na m agba arụkwaghịm?
Ọ bụghị otú ahụ ka ọ dị. Ha abụọ na-efunahụ onwe ha ma a gbaa arụkwaghịm n'afọ ofufo, ọ gwụla ma ọ bụ omume ọjọọ ma ọ bụ ihe kpatara ya bụ nke onye were ha n'ọrụ kpatara ya.
Enwere oge ọkwa n'oge nnwale?
Mba. N'oge oge nnwale ederede dị irè, onye ọ bụla n'ime ha nwere ike ịkwụsị nkwekọrịta ahụ ozugbo.
Ndụmọdụ gbasara ọkwa na nkwụsị
Oge ọkwa e mejọrọ dị mfe igbochi ma dịkwa oke ọnụ ịrụzi. ndị ọka iwu na-ahụ maka ọrụ at Law & More Lelee nkwekọrịta na nkwekọrịta otu, gbakọọ ọkwa na ụbọchị ikpeazụ, ma nye ndị ọrụ na ndị ọrụ ndụmọdụ gbasara arụkwaghịm, ịchụpụ na nkwekọrịta nkwekọrịta.
