The employee worked as an international truck driver for Meijndert Trucking B.V. from 2015 until the end of February 2020. His permanent employment contract included a non-compete clause. On 1 March 2020, he joined a competitor of the employer as a driver. In summary injunction proceedings, the employer sought an order requiring the employee (1)…
It already feels like a while ago that the COVID-19 virus dominated our lives. Mandatory face masks and quarantine – thankfully, we have been living without these measures for some time now. At the moment, though, the virus does seem to be picking up again. With the virus potentially flaring up again, and the accompanying…
The former employee had joined the employer on 26 January 1996. On 8 April 2013, he reported sick. The UWV imposed a wage sanction on the employer, meaning its wage-continuation obligation ended after 1 July 2015 (the date the transition payment was introduced). The employer and former employee entered into a settlement agreement, including payment…
What was seen as not particularly serious in 2019 – sexually charged remarks, a hand on someone’s bottom or other physical contact, showing nude selfies, or sexual misconduct at the office Christmas drinks – is now clearly condemned, and often grounds for ending the employment contract. Yvonne Sorensen recently wrote a column for Friends in…
The employee had worked as a cleaner since early 2011. In 2013, 2014, 2015 and 2016, he returned from holiday later than agreed. He received several warnings. The employer informed him in writing that, if he again returned late from holiday, he would be summarily dismissed. On 28 July 2020, the employee reported sick. He…
On 24 January 2022, the employee informed the employer by WhatsApp message: “I tested positive, test again on Wednesday.” On 23 and 24 January 2022, the employee’s daughter posted a video on social media showing that she was on a ski holiday with her father in the French Alps. When the employee returned to work…
Employers who received NOW (Temporary Emergency Bridging Measure for Sustained Employment) support for the fourth, fifth and/or sixth application period had until 22 February 2023 to request the final calculation. A final calculation must be requested separately for each application period and each payroll-tax number. – For the fourth application period (January, February and March…
The employee joined a home-care organisation on 24 July 2021 under a combined study/work contract for the duration of her training. On 14 November 2021, she was summarily dismissed by email for refusing to work. Without the employee’s written consent, an employer cannot terminate the employment contract unless there is urgent cause. The question was…
Employers do not need to apply for a work permit for employees from Ukraine if they fall under the European Union’s Temporary Protection Directive. Requirements: – The employee falls under the Temporary Protection Directive. This directive applies to refugees from Ukraine, giving them the right to work in the Netherlands.– The employee has an employment…
The employee joined Hans Anders on 20 July 2020. Her salary for July 2020 was EUR 520.46 net. She was dismissed during her probationary period on 6 August 2020. On 25 August 2020, Hans Anders paid her a salary of EUR 1,196.64 net for August 2020. Hans Anders subsequently wrote to her stating that EUR…
Did you receive NOW subsidy for the second application period (June, July, August and September 2020)? Employers then had until 31 March 2022 to request the final calculation. Employers who failed to do so had to repay the advance they received. Employers who received a NOW advance had to request the final calculation to avoid…
The EU has activated the Temporary Protection Directive. As a result, people fleeing the conflict in Ukraine receive protection within the EU. They can apply for a residence permit and gain access to education and the labour market. This means Ukrainians do not need to apply for asylum in order to stay in the Netherlands….