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UTOPUTFrequenty Asked Questions

Frequenty Asked Questions

Whether it concerns redundancy rights, redeployment options, or the role of the participation council, clarity is essential. Below, you will find answers to the most frequently asked questions, based on the Dutch Universities Collective Labour Agreement (CAO), Continious Redundancy Plan and relevant laws and regulations.

  • Why does UT have a Continuous Social Plan?

    The Continuous Redundancy Plan of the UT provides rules and support for employees during reorganizations. Jobs may be redistributed, merged, or eliminated, which could result in redundancy. In such cases, the DSP includes measures such as redeployment, coaching, retraining, and guidance towards a new position or external workplace. The specific circumstances of the reorganization are determined in consultation with the participation council and trade unions.

  • What is sustainable employability?

    It means staying healthy, motivated and competent throughout your career. The UT supports this with training, coaching and personal development programmes. Through facilities such as the Career Development Centre, online courses (GoodHabitz) and annual appraisals.

  • What happens if my position expires?

    The UT offers support, such as redeployment within the organisation, retraining and external career guidance.

  • What agreements are there about dismissal?

    A dismissal is a last resort. Employees may be entitled to transitional fee, counselling and additional support.

  • Can I appeal decisions?

    Yes, you can object through internal procedures or seek support from the HR officer or your representative of the trade unions (FNV, CNV or AOb).

  • How can I prepare for upcaming changes?

    By taking advantage of training opportunities and advice through the Career Development Centre. Also, discuss the options available with the HR officer of your manager.

  • What happens to my terms of employment?

    The UT strives to maintain employment conditions and offers compensation in case of adverse changes.

  • What role does the OPUT play?

    The OPUT (UT Staff Consultation Body) negotiates on behalf of employees on social plans and monitors agreements in the collective agreement (CAO), New Continuous Redundancy Plan for UT and legislation on employees' rights and obligations.

  • What is the difference between the collective agreement and the Continuous Social Plan (DSP)?

    The CAO Dutch Universities offers general agreements. New Continuous Redundancy Plan for UT contains UT-specific regulations.

  • What happens if I do not agree to a new position?

    Refusal of suitable employment may affect your entitlement to support or benefits.

  • What financial support can I expect in the event of discharged?

    You are entitled to a transitional allowance (transitievergoeding) and possibly additional arrangements, depending on the situation.

  • Can I make use of external career guidance?

    Yes, you can because this is part of the work-to-work policy within New Continuous Redundancy Plan for UT.

  • Are there special arrangements for senior employees?

    The Continuous Redundancy Plan includes arrangements for senior employees, such as more flexible terms and extra support.

  • What if I can't handle my new position?

    The UT offers training and guidance to help you function successfully in a new position.

  • Wat gebeurt er met tijdelijke contracten tijdens een reorganisatie?

    What happens to temporary contracts during a reorganization?

  • Am I entitled to get extra leave during a reorganization?

    In specific cases, additional leave or flexibility may be granted. For more information contact your trade union representative or the HR officer. 

  • What is my manager's or supervisor role in this process?

    Managers guide employees through changes and are the first point of contact for questions.

  • Where can I go if I have any questions?

    With your supervisor, the HR department officer or trade union representative in the OPUT.

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