Remuneration

Remuneration

Read about how you will be paid for your work, the salary increase regulations and compensation for working overtime.

Salary scale

Your salary scale arrangements are set out in the financial terms and conditions (Appendix A to the collective labour agreement). In addition to your salary, you are also entitled to a holiday allowance and a year-end bonus. Your holiday allowance is equal to 8% of your total salary. In November of each year, you will also receive a year-end bonus equal to 8.3% of the salary you received during the relevant calendar year. If you have a position in a lower job level within the same organisation, the salary scale for the lower job level will apply to you. In this case, the salary will be phased out within five years. Read more about the conditions of this phase-out scheme in Article 7.5. Article 3.4 of the collective labour agreement contains more information on the year-end bonus, and Article 3.11 has more information about your holiday allowance.

Job classification

An overview of all the job levels can be found in the job level matrix. If you wish to object to your job classification, there are two aspects that can qualify. If you believe that your duties should be part of another job profile, or your position has not been allocated the right job level, you may submit an objection according to the Objections Regulations of the University Job Classification System (UFO).

Salary increase

Your salary may be increased until you reach the maximum salary for your salary scale. It is possible to receive an annual salary increase in addition to the increase provided for in the CAO. If the university believes that your job performance is satisfactory, your salary may be increased to the next grade on the salary scale. If you perform your duties very well or extremely well, your salary may be increased by a higher amount. Your individual salary increase conditions can be found in Article 3.3 of the CAO.

Overtime

You are entitled to compensation for overtime if you are a member of support staff or management staff at a salary scale below 11. You will only be compensated for overtime that has been explicitly asked of you by your employer. Overtime is defined as work performed outside your normal working hours that also exceeds your working hours factor (WHF). Overtime that is a continuation of your normal working hours is only compensated if it is more than half an hour. Article 3.27 of the CAO describes the remaining conditions applicable to overtime. Compensation for overtime consists of compensation hours equal to the duration of the overtime, plus additional leave.

Additional leave

The university will allocate additional compensation hours or a monetary for overtime according to the following rules:

• 25% for overtime worked between 7:00 and 18:00 from Monday to Friday;
• 50% for overtime worked before 7:00 or after 18:00 from Monday to Friday, and for overtime worked between 00:00 and 16:00 on Saturdays;
• 100% for overtime worked after 16:00 on Saturdays, and for overtime worked on Sundays and public holidays.

Phase-out allowance for employees aged 57 and older

Are you 57 or older?

If you are, you may be eligible for a phase-out allowance with effect from the month in which you stop working night shifts.

If you are in the 57–60 age group and want to claim the phase-out allowance, you must have received an irregular-hours allowance every month for at least five years before you stop working night shifts.

The phase-out allowance will be paid for a maximum of three years. The duration and amount of the phase-out allowance are calculated on the basis of certain rules.
If you are older than 60, you will be entitled to a permanent allowance of 75% of the calculation basis if you received an irregular-hours allowance every month for a minimum of 10 years before you stop working night shifts.

The calculation basis is the average night-shift allowance you received per month in the 12 months immediately preceding the date on which the permanent reduction in salary takes effect because you are no longer working night shifts. See Article 3.28 of the collective labour agreement for the conditions for the allowance.