IHE Delft: Let’s Unionize!

The IHE follows the most recent CLV/CAO for Universities at least until June 30th 2026.  

The FNV can offer both collective and individual support. Collectively we do this by collaborating with the Works Council and negotiating a social plan in case of a reorganization. If necessary, in the case of an unsatisfactory social plan, we (the union members together with the union officials) can also take collective action.  

The employer must submit a reorganization plan which includes a staffing plan to the Works Council for advice. In this plan, the employer must explain the purpose and necessity of the reorganization. The changes to the organization must also be described, including the consequences for personnel. If the Works Council issues a negative advice, the employer may not take any further steps for one month, and further consultation with the Works Council will be required.

If there are more than 20 dismissal threats, the employer must report this to the UWV and request permission.  

The employer must first check for at least 3 months if you cannot be redeployed within or outside of the organization (the redeployment period). If you cannot be redeployed within that timeframe, the employer can give notice of dismissal in accordance with the statutory notice period. Unless otherwise agreed, the notice period for both employer and employee, in deviation from Article 7:672, paragraphs 2, 3, 4, 8, and 9 of the Dutch Civil Code, is three months if the employee has been employed for twelve months or longer at the start of the notice period; two months in other cases; by way of deviation, one month for an employment contract entered into after reaching the state pension age.  

The social plan contains rules your employer must adhere to, for example, if you have to work in a different department or location. This way, unpleasant consequences are mitigated, financially compensated, or prevented. Not every social plan is the same. It may include agreements on compensation, job-to-job support, severance pay, redeployment, and so on.  

The BWNU supplements the statutory unemployment benefit (WW) under the collective labour agreement. The duration of the supplement to the unemployment benefit is equal to the duration of the unemployment benefit itself. The unemployment benefit is supplemented to 75% (for the first two months) and then 70% of the last earned daily wage. Be aware, the BWNU must be applied for within 7 days after WW compensation height determination!

If you receive unemployment benefit and/or a supplementary benefit, you will not build up a pension. But you are entitled to what you have built up already.  

That depends on what you individually agree on in your individual settlement agreement (Vaststellingsovereenkomst, also known as VSO). If you receive a lumpsum, you usually must waive your entitlement to unemployment benefits. You can obtain advice about the content of a VSO from an FNV lawyer if you are a member.

If the employer fails to do so, we can enter into consultation. If this doesn't work, we can take collective action.  

Yes. With two conditions. 1. If you were aware of (the origin of) the problem before you became a member, you can only receive one-off advice for this situation and not long-term assistance. 2. When the legal advice is asked in the first 6 months of the membership, you must promise you will remain a member of the union for two years and pay two years membership fee in advance.

In case of reorganization, we want to make agreements about this in the social plan. In addition, article 9.10 subsection 3 of the CAO/CLA applies here.