Depending on the employment contract, the ABU Collective Labor Agreement for temporary workers specifies what the employee's rights are with regard to continued payment of wages during incapacity for work and the applicable waiting day(s).
The UWV takes over the obligation to continue to pay wages in the event of illness, pregnancy, childbirth, adoption, disability or organ donation. In the case of continued payment of wages from the employer, the sickness benefit is calculated on the basis of the legal presumption of 13 calendar weeks prior to the first day of incapacity for work.
During the first 52 weeks of incapacity for work, the employee is entitled to 90% of the actual hourly wage with a minimum of 100% of the statutory minimum wage. After 52 weeks of incapacity for work, 80% of the hourly wage (minimum statutory minimum wage per hour) is paid in sick pay.
If the employee does not comply with the agreements in the protocol or if the employee does not cooperate sufficiently with the recovery and reintegration, this can lead to a warning. If no improvement occurs, the employer has the right to suspend or even stop the continued payment of wages.
More information about illness can be found in chapter 3 of the Charlie works personnel guide.
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