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<h2>H2.
H2.4.
H2.4.5.
Specialisten Info</h2>

<p>Hoofdstuk 2.4.5. Ouderschapsverlof</p>

<h2>Als ouder met verlof</h2>

<p>Een medewerk(st)er, dus vrouw of man, die duurzaam een kind verzorgt en opvoedt (als ware het een eigen kind) kan aanspraak maken op ouderschapsverlof (art 6:1 WAZ).</p>

<h2>Een cao kan ouderschapsverlof anders regelen (art 6:8 WAZ).</h2>

<p>De medewerker heeft recht op ouderschap verlof, als:</p>

<p>- De medewerk(st)er in Nederland werkt. Wordt de arbeid buiten Nederland verricht, dan bestaat er recht op verlof tenzij zwaarwichtige redenen zich daartegen verzetten (art 6:1 lid 3 WAZ).
- Het kind nog geen acht jaar is geworden (tot die datum heeft de medewerk(st)er recht op verlof) (art 6:4 WAZ). Het is dus niet verplicht om het ouderschapsverlof direct te laten aansluiten op zwangerschapsverlof (2.4.2.).
- https://www.juridisch.eu/rechtsgebieden/arbeidsrecht-advocaat/ is verkregen voor een ander kind dat op dezelfde dag is geboren of geadopteerd.</p>

<h2>Volledig met verlof en deeltijdverlof</h2>

<p>Het aantal uren verlof waarop de werknemer ten hoogste recht heeft bedraagt zesentwintig maal de arbeidsduur per week (art 6:2 lid 1 WAZ). De werknemer mag zelf bepalen hoe en wanneer het verlof wordt opgenomen (geldt vanaf 1 januari 2015). Wanneer de werknemer al voor 2009 een deel van het ouderschapsverlof opgenomen, dan heeft de werknemer recht op 13 weken verlof.</p>

<p>De werkgever kan het verlof in beginsel niet weigeren. De werkgever kan dit weigeren op grond van zwaarwegende bedrijfsbelangen, bijvoorbeeld als het bedrijf daardoor ernstig in de problemen zou komen. Dan zou in overleg getreden moeten worden.</p>

<p>Daarnaast geldt er voor partners een onvoorwaardelijk recht om drie dagen ouderschapsverlof op te nemen rond de geboorte van het kind (art 6:5 lid 4 WAZ). Dit geldt naast het huidige kraamverlof van twee dagen.</p>

<p>Wanneer de werknemer voor 1 januari 2009 voor een kind al (gedeeltelijk) ouderschapsverlof heeft opgenomen, dan gelden nog de oude regels:</p>

<p>- het verlof over een langere periode dan 6 maanden verdelen;
- meer uren verlof per week opnemen. Bijvoorbeeld fulltime verlof;
- het verlof opsplitsen in 2 of 3 delen (elk deel moet minimaal 1 maand duren).</p>

<h2>Mededeling van het verlof aan de werkgever</h2>

<p>Het is de medewerk(st)er die bepaalt wanneer hij / zij het verlof opneemt. Degene moet minimaal twee maanden van tevoren schriftelijk aan de werkgever doorgeven over wat voor periode hij / zij met verlof gaat, voor hoeveel uren per week en wat voor spreiding deze uren over de week moeten hebben (art 6:5 WAZ). De medewerk(st)er kan bijvoorbeeld bepalen dat zij vier maanden, voor 28 uren wil werken op maandag, dinsdag, donderdag en vrijdag ochtend te beginnen op 22 januari aanstaande. Degene kan het verlof bijvoorbeeld ook laten ingaan nadat het bevallingsverlof verstrijkt (art 6:5 lid 2 WAZ).</p>

<h2>Wijziging van tijdstippen waarop de medewerker blijft werken</h2>

<p>De werkgever kan de spreiding van de uren wijzigen, tot vier weken voordat het verlof begint. In dat geval moet hij eerst in overleg treden met de medewerk(st)er en er dienen voor deze verandering gewichtige redenen te zijn (art 6:5 lid 3 WAZ).</p>
<h2>Aanpassing arbeidsduur</h2>

<p>Heeft een werknemer zijn rechten op ouderschapsverlof volledig gebruikt, dan bestaat de mogelijkheid voor de werknemer om de werkgever te verzoeken dat het werkpatroon vanwege de zorg voor het kind tijdelijk aangepast wordt.</p>

<p>De werknemer dient het verzoek uiterlijk drie maanden voor het einde van het verlof bij de werkgever in te dienen. De werkgever dient zijn beslissing over het verzoek uiterlijk vier weken voor het eind van het verlof kenbaar te maken.</p>

<h2>Beloning van de medewerker die met verlof gaat</h2>

<p>Door het nemen van ouderschapsverlof hoeft een werknemer niet op bepaalde uren te werken, waarover de werkgever geen loon hoeft te betalen. Dat kan betekenen dat een medewerker geen loon ontvangt over maanden dat hij volledig met verlof is. Die maanden kunnen ook in mindering komen op zijn winstdeel, dat evenredig lager wordt.</p>

<p>Gaat de medewerker in deeltijd werken, dan krijgt degene over minder uren betaald. Het uurloon dat de medewerker voorheen ontving wordt uitbetaald over de uren dat degene nog wel werkt. https://www.juridisch.eu/ontslag-bij-vast-contract/ , premies, een dertiende maand en andere periodieke beloningen worden naar evenredigheid toegekend. Doordat de medewerker minder uren per week werkt, zal hij ook minder snel in aanmerking komen voor een overwerktoeslag die samenhangt met het overschrijden van een bepaald aantal uren per week.</p>

<h2>Ziekte tijdens de verlofperiode</h2>

<p>Gedurende de tijd die de medewerk(st)er volledig met verlof is eindigt de arbeidsovereenkomst niet, maar lijdt deze een slapend bestaan. Wordt de m edewerk(st)er tijdens het ouderschapsverlof ziek, dan krijgt hij of zij alle en doorbetaald over de uren dat degene is blijven werken (bijv. 18 uur over 5 maanden).</p>

<h2>Afzien van het verlof</h2>

<p>De medewerk(st)er kan een verzoek indienen bij de werkgever om van het verlof af te zien of het verlof te stoppen, als zich onvoorziene omstandigheden voordoen. De werkgever moet op dit verzoek ingaan nadat er vier weken zijn verstrekken sinds het indienen van het verzoek. Dit hoeft echter niet, als de werkgever gewichtige reden kan aanvoeren tegen het eerder terugkeren of niet opnemen van het verlof.</p>

<p>Het ouderschapsverlof vervalt niet wanneer de werknemer dit stopzet omdat de werknemer zwangerschapsverlof, bevallingsverlof of adoptieverlof wil opnemen. In dat geval mag de werknemer het onderbroken ouderschapsverlof op een latere datum opnemen (art 6:6 WAZ).</p>

<h2>Pensioen en verlof</h2>

<p>De pensioenopbouw gedurende het ouderschapsverlof is in veel gevallen lager, aangezien de medewerk(st)er minder werkt en daardoor minder verdient. Het is mogelijk dat degene de pensioenopbouw onverkort laat doorgaan, waarbij deze wordt gebaseerd op de normale arbeidstijd. Fiscaal is het ook toegestaan om in latere jaren extra pensioen op te bouwen, ter compensatie van het niet of minder opbouwen van pensioen over de verlofperiode. Voorwaarde is wel dat er een wettelijk recht op ouderschapsverlof bestaat (minimaal 1 jaar in dienst, kind van jonger dan 8 jaar, etc).</p>

<p>De medewerker ontvangt tijdens het verlof geen of minder loon. Heeft hij een arbeidsongeschiktheidspensioen, dan is het ongeschikt raken gedurende de verlofperiode mogelijk nadelig. De kans bestaat dat het pensioen is gebaseerd op het laatst verdiende loon, waardoor de uitkering lager zal zijn bij arbeidsongeschiktheid gedurende het verlof.</p>

<h2>Opzeggingsverbod</h2>

<p>De werkgever mag de arbeidsovereenkomst niet opzeggen op grond van de omstandigheden dat de medewerker zijn recht op ouderschapsverlof inroept. Dat betekent dat opzegging wel mogelijk is, maar niet een opzegging met als reden dat de medewerker op ouderschapsverlof aanspraak maakt (art 7:670-7 BW).</p>

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2). Arrive early. Assuming you haven't seen the location, that is often situation if you're shooting corporate photography or editorial photography, getting there early can do no spoil. It gives you a chance to familiarize yourself with the place and if your person you're photographing becomes free previous expected may want to just buy yourself an extra ten minutes with them if you're all ready to start before period you do we agree. 10). Don't keep shooting for the sake with it. Your first goal always be to fulfill the brief the consumer gave the person. Your second goal should be to exceed what we were expecting, but once you've done that stop. Your photographs become the most critical thing in the globe to you and you could no doubt stand there all day shooting more, but into the person being photographed is actually one within a hundred other things they always be be doing that day so be considerate and aim for you to complete on time or well before. You want to post them with a good impression of then you.

Let me get this out from the way; I am a photographer living in East Grinstead, England. However, I are able to give impartial suggestions for hiring a photographer. In

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<h2>H6.
H6.3.
H6.3.2.
H6.3.2.4.
Specialisten Info</h2>

<p>Actueel</p>

<h2>hoofdstuk 6.3.2.4. Reorganisatie</h2>

<p>Organisaties streven een bepaalde inzet van de factor arbeid na. Zij hebben een ideaal type organisatie voor ogen dat de gekozen strategie optimaal verwezenlijkt. Dit streven naar de gewenste inzet van arbeidskrachten kan een herschikking van functies, afdelingen en dergelijke met zich meebrengen. De reorganisatie wordt omvangrijker, wanneer de organisatie ook zijn strategie wijzigt, waarbij een andere organisatie past. Reorganisaties brengen een turbulente interne arbeidsmarkt met zich mee, doordat functies verdwijnen en er nieuwe functies ontstaan. https://www.juridisch.eu/rechtsgebieden/arbeidsrecht-advocaat/ en matching komen medewerkers op een andere plaats terecht, wat hieronder wordt uitgewerkt.</p>

<h2>De interne arbeidsmarkt</h2>

<p>Binnen de organisatie is er een vraag naar medewerkers enerzijds en een aanbod van medewerkers anderzijds, wat de interne arbeidsmarkt wordt genoemd. Het gaat dus om de vraag vanuit de organisatie naar medewerkers die bepaalde functies willen vervullen, als ook om de wens en het vermogen van medewerkers die zich aanbieden voor functies. https://www.juridisch.eu/ontslag-bij-vast-contract/ een chaos worden, als de strategie is gewijzigd terwijl er niet goed gelet is op datgene wat de organisatie kan waarmaken (6.1.).</p>

<h2>1. Ontwerpen van functies</h2>

<p>Nieuwe functies worden beschreven door het doel van de functie (de uitkomsten) en de werkzaamheden (taken) vast te leggen. Wordt er volstaan met een globale omschrijving van de hoofdtaken, dan gaat het om een rompbeschrijving. De functieomschrijving omvat ook functie-eisen, die aangeven waar een medewerker aan moet voldoen, wanneer hij voor de functie in aanmerking wil komen (6.3.1.1.). Niet altijd is voldoende duidelijk wat deze eisen moeten zijn, waardoor dit ingeschat moet worden. Komt vervolgens achteraf vast te staan dat deze eisen te laag of te hoog zijn, dan worden deze aangepast. In dat geval is er sprake van overgewaardeerde of ondergewaardeerde functies (6.3.8.2.).</p>

<p>Ter vergelijking van een oude en een nieuwe functie komt de term 1-op-1-functie voor. Er is sprake van een 1-op-1-functie wanneer de nieuwe functie vergelijkbaar is met een oude functie wat betreft niveau en aard van de werkzaamheden. Levert een medewerker een oude functie in die is te zien als een 1-op-1-functie, dan is er sprake van een horizontale functiewisseling. Medewerkers met mogelijkheden tot horizontale functiewisseling krijgen doorgaans de voorkeur, doordat zij voorheen een vergelijkbare functie vervulde.</p>

<p>Een transformatiefunctie is daarentegen een tijdelijke functie die taken omvat die samenhangen met het reorganisatieproces. Het ziet dus op functies die mede ten doel hebben de reorganisatie uit te voeren, als ook om functies waarbij er gewerkt wordt aan problemen die ontstaan door de reorganisatie.</p>

<h2>Onze oplossingen voor arbeidsgeschillen:</h2>

<p>Gratis advies van een specialist: Binnen 24 uur krijgt u helderheid over het probleem en de oplossingen. Hiermee kunt u zelf verder of wij gaan voor u bemiddelen of procederen.</p>

<p>U legt samen met de wederpartij het probleem ter arbitrage voor aan de arbeidsrechter. Daarmee wordt het arbeidsgeschil officieel, snel en definitief opgelost.</p>

<h2>Wilt u zelf problemen kunnen oplossen? Lees dan meer over onze opleidingen en cursusdagen.</h2>

<p>2. Belangstellingsmeting</p>

<p>De ontworpen functies, de functieomschrijvingen en de functie-eisen maakt de organisatie bekend. Vervolgens vindt er belangstellingsmeting plaats, wat willen de medewerkers, waarbij de organisatie over kan gaan tot interne sollicitatieprocedures. Bij de belangstellingsmeting krijgen medewerkers de kans om hun voorkeur kenbaar te maken. Daarbij geeft de organisatie aan welke functies vergelijkbaar zijn met bepaalde functies van voor de reorganisatie, oftewel wat de 1-op-1-functies zijn.</p>
<h2>3. Matching</h2>

<p>Dit is het proces waarbij bepaald wordt wie er voor welke functie wordt aangenomen. De werkgever bepaalt deze aanstelling, waarbij rekening wordt gehouden met de wensen van de medewerker en de mogelijkheden die er zijn. Hoewel er over aanstelling wordt gesproken is er arbeidsrechtelijk sprake van het overeenkomen van een nieuwe functie tussen de medewerker en de werkgever (2.1.). Bij matching speelt het probleem dat het niet alleen gaat om functiewijziging, maar bijvoorbeeld ook om het wijzigen van de arbeidsvoorwaarden, arbeidsovereenkomst, arbeidsomstandigheden, bevoegdheden en verantwoordelijkheden en loopbaanmogelijkheden. Het is niet meer dan logisch dat een reorganisatie een tijdrovend veranderingsproces is waarbij veel emoties worden opgewekt.</p>

<p>Niet zelden leidt een reorganisatie tot een overschot aan medewerkers. De werkgever dient zich in redelijkheid in te spannen om overtolligheid tegen te gaan, bijvoorbeeld door bij-, om of herscholing. In eerste instantie moet de werkgever zich inzetten om de medewerker op zijn huidige niveau aan werk te helpen. Is er geen werk beschikbaar op het niveau van de medewerker, dan kijken partijen naar werk onder zijn niveau. Van de werkgever kan verlangd worden dat hij de medewerker beschikbaar werk aanbiedt op een lager niveau, echter niet lager dan 2 niveaus onder zijn huidige niveau. De medewerker behoudt wel zijn huidige inkomsten. Accepteert een medewerker een redelijk aanbod niet, dan zal vaak alleen nog het einde van het arbeidscontract resteren. Dit wordt in hoofdstuk 3 uitgewerkt. Het spreekt dan niet voor de medewerker als hij een redelijk aanbod heeft geweigerd (3.).</p>

<p>Mogelijk leidt een reorganisatie zelfs tot overtolligheid van een groep medewerkers waarvoor collectief ontslag volgt. Hierbij is het last-in-first-out-principe van belang. Reeds bij het matchen moet er met dit principe rekening gehouden worden, door aan medewerkers met het langste dienstverband (binnen een leeftijdsgroep) de voorkeur te geven, als die persoon een vergelijkbare functie als voorheen wil vervullen en voldoet aan de gestelde functie-eisen. Anders ontstaan er mogelijk problemen wanneer de werkgever later collectief ontslag moet aanvragen voor een (resterende) groep medewerkers (3.4.5.). De eventuele ontslagen zal een kernpunt zijn van de adviesaanvraag bij de ondernemingsraad (5.1.5.), welke aanvraag natuurlijk voor de reorganisatie en daarmee ook voor de ontslagen plaatsvindt. Het sociale beleid dat de werkgever bij de reorganisatie gaat volgen krijgt mogelijk zijn uitwerking in een sociaal plan (3.8).</p>

Bravo Network's &quot;Shear Genius&quot; moved into its semi-final round a few days ago. The final four fought tooth and nail to ensure into the finals, that be held next two or three. Only three, however, succeeded in achieving that mission. Are you avoiding taking risks?

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<p>Je wilt bij de concurrent van je werkgever aan de slag. Dus neem je in al je enthousiasme ontslag. Wat nu als je baas je daarna fijntjes herinnert aan het concurrentiebeding dat je ooit eens hebt getekend. Dan heb je een serieus probleem.</p>

<h2>Vergoeding voor werknemer</h2>

<p>Als je er met je baas niet uit komt, kan je naar de rechter. Die kan je vragen om dat ellendige concurrentiebeding opzij te zetten. Of die dat vervolgens doet is alleen wel de vraag. Daarom is het slim om de rechter ook te vragen om je baas een vergoeding op te leggen als die je aan je concurrentiebeding blijft houden. Dit soort claims worden niet vaak ingediend, maar kansloos zijn ze niet. Het Amsterdamse Gerechtshof heeft een werknemer die gegijzeld werd door een concurrentiebeding onlangs nog een vergoeding toegekend.</p>

<h2>Eind goed al goed</h2>

<p>Als de vergoeding die je krijgt toegewezen maar hoog genoeg is kan het natuurlijk zijn dat je werkgever je alsnog laat gaan zonder een punt te maken van het concurrentiebeding. Dan heb je via een omweg alsnog wat je wilde bereiken.</p>

<p>Max van Til is partner van Croon Davidovich Advocaten te Amsterdam en gespecialiseerd in ontslag en overige arbeidszaken.</p>

<p>Ontslag met vaststellingsovereenkomst - concurrentiebeding vervallen? Arbeidsconflict &amp; ontslag | Stiekem gesprek met de baas opnemen
Seks op het werk reden voor ontslag?
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Ontslag na vakantie zonder toestemming
Ontslag voor roker met overgewicht
Oproepkrachten hebben meer rechten dan je denkt!
Ontslag met vaststellingsovereenkomst | Werknemer kan er onderuit!
WW-truc bij ontslag via vaststellingsovereenkomst
Ontslag op staande voet? Do’s &amp; Don’ts
Ontslag aan de top | 5 tips voor directeuren
Ontslag zieke werknemer wordt goedkoper
6 tijdelijke contracten? Kort doorbetalen bij ziekte? Simpel ontslag zonder vergoeding? Het kan!
Ontslag in proeftijd | 5 tips voor werkgevers
Zieke werknemer ontslaan? Er kan meer dan je denkt!
Kosten advocaat bij een arbeidsconflict | Kan het no cure no pay?
WW-uitkering na ontslag met vaststellingsovereenkomst? Zo zit je 100% safe!
Gratis controle ontslagvoorstel door arbeidsrechtadvocaat
Voorkom dat ex-werknemers je klanten inpikken. 5 tips voor relatiebeding dat wel werkt
Ontslag met vaststellingsovereenkomst. 5 top tips voor werknemers
Zwart maken ex-werknemer kost klauwen vol geld
Concurrentiebeding? Daar kom je zo onderuit. 5 gouden tips
Ik wil een werknemer schorsen. De top 5 beste tips
#metoo bij ABN AMRO
Ontevreden over DAS, ARAG, Klaverblad, SRK, Unive, Achmea etcetera?
Geen contractverlenging bij zwangerschap? Juridisch sta je sterk!
Verklaring van Geen Bezwaar kwijt. Ook je baan kwijt?
Ook ontslag voor zieke werknemers bij reorganisatie
Werkgever moet dokken bij concurrentiebeding
Opleidingskosten terugbetalen aan ex-werkgever? Dacht het niet!</p>

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<p>Je wilt bij de concurrent van je werkgever aan de slag. Dus neem je in al je enthousiasme ontslag. Wat nu als je baas je daarna fijntjes herinnert aan het concurrentiebeding dat je ooit eens hebt getekend. Dan heb je een serieus probleem.</p>

<h2>Vergoeding voor werknemer</h2>

<p>Als je er met je baas niet uit komt, kan je naar de rechter. Die kan je vragen om dat ellendige concurrentiebeding opzij te zetten. Of die dat vervolgens doet is alleen wel de vraag. Daarom is het slim om de rechter ook te vragen om je baas een vergoeding op te leggen als die je aan je concurrentiebeding blijft houden. Dit soort claims worden niet vaak ingediend, maar kansloos zijn ze niet. Het Amsterdamse Gerechtshof heeft een werknemer die gegijzeld werd door een concurrentiebeding onlangs nog een vergoeding toegekend.</p>

<h2>Eind goed al goed</h2>

<p>Als de vergoeding die je krijgt toegewezen maar hoog genoeg is kan het natuurlijk zijn dat je werkgever je alsnog laat gaan zonder een punt te maken van het concurrentiebeding. Dan heb je via een omweg alsnog wat je wilde bereiken.</p>

<p>Max van Til is partner van Croon Davidovich Advocaten te Amsterdam en gespecialiseerd in ontslag en overige arbeidszaken.</p>

<p>Ontslag met vaststellingsovereenkomst - concurrentiebeding vervallen? Arbeidsconflict &amp; ontslag | Stiekem gesprek met de baas opnemen
Seks op het werk reden voor ontslag?
https://www.juridisch.eu/ advocaat Amsterdam | Hulp bij arbeidsconflict en ontslag
Beste advocaat arbeidsrecht Amsterdam
Advies van arbeidsrechtadvocaat: ga dealen na ontslag!
https://www.juridisch.eu/ontslag-bij-vast-contract/ over ontslag | 5 tips voor werkgevers
Hoger beroep bij ontslag | welke arbeidsrechtadvocaat is de beste?
Na ontslag slechte referentie afgeven kan je geld kosten
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Ontslag met vaststellingsovereenkomst | Werknemer kan er onderuit!
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Ontslag op staande voet? Do’s &amp; Don’ts
Ontslag aan de top | 5 tips voor directeuren
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Ontslag in proeftijd | 5 tips voor werkgevers
Zieke werknemer ontslaan? Er kan meer dan je denkt!
Kosten advocaat bij een arbeidsconflict | Kan het no cure no pay?
WW-uitkering na ontslag met vaststellingsovereenkomst? Zo zit je 100% safe!
Gratis controle ontslagvoorstel door arbeidsrechtadvocaat
Voorkom dat ex-werknemers je klanten inpikken. 5 tips voor relatiebeding dat wel werkt
Ontslag met vaststellingsovereenkomst. 5 top tips voor werknemers
Zwart maken ex-werknemer kost klauwen vol geld
Concurrentiebeding? Daar kom je zo onderuit. 5 gouden tips
Ik wil een werknemer schorsen. De top 5 beste tips
#metoo bij ABN AMRO
Ontevreden over DAS, ARAG, Klaverblad, SRK, Unive, Achmea etcetera?
Geen contractverlenging bij zwangerschap? Juridisch sta je sterk!
Verklaring van Geen Bezwaar kwijt. Ook je baan kwijt?
Ook ontslag voor zieke werknemers bij reorganisatie
Werkgever moet dokken bij concurrentiebeding
Opleidingskosten terugbetalen aan ex-werkgever? Dacht het niet!</p>

<p>Stel je hebt een nieuwe baan en na het tekenen van de arbeidsovereenkomst vraagt je nieuwe werkgever of je eerder wilt beginnen. Jij gaat akkoord en begint eerder met werken dan de afgesproken startdatum. De vraag is nu: wanneer gaat je proeftijd van start? Begint de proeftijd vanaf de afgesproken datum in de arbeidsovereenkomst of begint de proeftijd wanneer je werkzaamheden verricht voor je nieuwe werkgever? https://vastcontractfishsheep368.site123.me/#section-5d668568a902e /p&gt;
</p>

<h2>Zaak: wel of niet ontslagen tijdens proeftijd?</h2>
<p>In de hier besproken zaak was een proeftijd van een maand afgesproken tussen werkgever en werknemer; het ging om een contract van twaalf maanden. De arbeidsovereenkomst zou lopen van 1 juli 2014 tot en met 31 mei 2015. Op 31 juli 2014 werd de arbeidsovereenkomst opgezegd door de werkgever. Werknemer beweert echter dat hij al vanaf 17 juni 2014 in loondienst is, waardoor de opzegging van de arbeidsovereenkomst buiten de proeftijd zou hebben plaatsgevonden. Hij zou toen kennis hebben gemaakt met zijn toekomstige collega’s en hij heeft een interactieve training gevolgd met het oog op de werkzaamheden van het bedrijf. Dit wordt ondersteund door verklaringen van twee medewerkers van het bedrijf waar het om gaat. De Werknemer heeft zijn salaris van 8500 euro gevorderd vanaf 1 augustus 2014 tot de datum waarop zijn arbeidsovereenkomst van rechtswege zou eindigen. De rechtbank heeft deze vordering afgewezen.</p>

<h2>Het Gerechtshof geeft werknemer alsnog gelijk</h2>

<p>In hoger beroep oordeelt het Gerechtshof anders. https://weheartit.com/articles/344848916-vaststellingsovereenkomst-bij-r... stelt dat het doel van de proeftijd is om te kijken of partijen bij elkaar passen op het gebied van hoedanigheid en geschiktheid. De proeftijd begint dan ook te lopen zodra de werknemer feitelijk begint met het verrichten van werkzaamheden ter uitvoering van het afgesproken werk. http://engelhutchinso.kazeo.com/ouderschapsverlof-hoe-zit-dat-precies-a1... kan de werkgever zich een beeld vormen van de kwaliteiten van de werknemer. De werkgever beweert in deze zaak dat werknemer op 17 juni en later nog geen inhoudelijke werkzaamheden heeft verricht: het ging slechts om kennismaking met het personeel en het product van de onderneming. Het Hof ziet dit anders, mede omdat er in die periode wel loon is betaald door werkgever, wat kenmerkend is voor het bestaan van een arbeidsovereenkomst. Volgens het Hof hoorde het bij het bedrijf dat de werknemer de medewerkers, het product en de productieprocessen leerde kennen om zich het werk eigen te maken. Dit omdat het de intentie was van partijen om werknemer aan te stellen als Director Sales bij het bedrijf. De activiteiten vanaf 17 juni ontstijgen volgens het Hof het karakter van een kortdurende algemene kennismaking. Ook is de werknemer in overeenstemming met zijn arbeidsovereenkomst uitbetaald.</p>

<h2>Conclusie</h2>

<p>Het Hof komt tot de conclusie dat de proeftijd eerder is ingegaan dan 1 juli met als gevolg dat de arbeidsovereenkomst buiten de proeftijd is opgezegd. Dit is onrechtmatig. Hierdoor ontstaat er een recht op doorbetaling van het loon over de termijn dat de arbeidsovereenkomst geduurd zou hebben als deze normaal zou doen. In deze zaak heeft werknemer daardoor recht op bijna 60.000 euro. Uit deze zaak blijkt dat altijd dient te worden opgelet wanneer een werknemer eerder dan afgesproken aan de slag gaat. De proeftijd gaat dan eerder lopen en is ook eerder afgelopen dan de datum die in de arbeidsovereenkomst is opgenomen. Gevolg kan zijn dat het ontslag niet rechtsgeldig is en de werknemer in dienst blijft of - zoals in deze zaak - bij een tijdelijke arbeidsovereenkomst het loon over de resterende maanden nog betaald moet worden.</p>

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<h2>H3.
H3.4.
H3.4.1.
H3.4.1.A
Specialisten Info</h2>

<p>Hoofdstuk 3.4.1.A. Opzegverbod: de medewerker is ziek</p>

<h2>Opzegging tijdens ziekte</h2>

<p>De werkgever mag de arbeidsovereenkomst niet opzeggen, als de medewerker niet in staat is zijn arbeid te verrichten door ziekte (art 7:670-1 BW). Zodra de medewerker weer “zijn arbeid” kan verrichten is het opzeggingsverbod niet meer van toepassing, ook al begint de medewerker niet direct met werken, hoewel hij daartoe in staat is. Het ontslagverbod geldt niet wanneer een medewerker (zo goed als) volledig hersteld is en zijn arbeid weer volledig kan verrichten, mogelijk met enkele aanpassingen in de functie, afdeling, arbeidsbenodigdheden of arbeidsomstandigheden.</p>

<p>Volledig of gedeeltelijk arbeidsongeschikte medewerkers vallen onder het opzeggingsverbod. Een medewerker die deels arbeidsongeschikt is, maar die toch niet instaat is om “zijn” werk (volledig) te verrichten valt ook onder het ontslagverbod. In hoofdstuk 2.2. wordt nader ingegaan op ziekte en datgene dat daarbij van belang is (2.2.).</p>

<p>Voor een medewerker die reeds gedeeltelijk arbeidsongeschikt is voordat hij bij een werkgever in dienst treedt geldt, dat hij niet arbeidsongeschikt is voor “zijn arbeid”. Dat is anders indien hij het werk waarvoor hij is aangenomen niet meer volledig kan verrichten, aangezien het opzeggingsverbod dan wel van toepassing is.</p>

<h2>Maximale duur van het verbod van twee jaar</h2>

<p>Het opzeggingsverbod geldt niet meer zodra de medewerker langer dan twee jaar de geschiktheid mist om zijn arbeid te verrichten (art 7:670-1 BW). Daarmee is gezegd dat de ontslagvergunning aangevraagd kan worden voor die tijd, terwijl deze pas gebruikt kan worden door opzegging na de periode van twee jaar.</p>

<h2>Is de medewerker al ziek op het moment dat de werkgever vergunning aanvraagt?</h2>

<p>Het gaat er om of de medewerker ziek was op het moment dat de ontslagvergunning wordt aangevraagd bij het UWV Werkbedrijf. Oftewel niet het moment van versturen van het verzoek, maar het moment van ontvangen bij het UWV is van belang. Meldt de medewerker zich later ziek, dan geldt het opzeggingsverbod niet (art 7:670-1 BW).</p>

<h2>De werkgever mag de zieke medewerker niet met opzegging dreigen</h2>

<p>Het is niet toegestaan dat de werkgever tegen de medewerker zegt dat de arbeidsovereenkomst wordt opgezegd en dat de opzeggingstermijn gaat lopen zodra de medewerker hersteld is.</p>

<p>In hoofdstuk 3.4.3.4.B wordt ingegaan op de gevolgen van het niet in acht nemen van de opzeggingsverboden (3.4.4.C.).</p>

<h2>Het opzeggingsverbod tijdens ziekte geldt niet, wanneer …..</h2>

<p>De medewerker kan geen beroep doen op het opzeggingsverbod als hij niet de verplichtingen naleeft die voor zieke medewerkers gelden (art 7:670a-1 BW). Daarbij gaat het om de plicht:</p>

<p>- om mee te werken bij het opstellen, evalueren en bijstellen van het plan van aanpak;
- passende arbeid te aanvaarden;
- redelijke voorschriften op te volgen en mee te werken aan maatregelen om hem in staat te stellen de eigen of andere passende arbeid te verrichten;</p>

<p>Op deze verplichtingen van medewerkers tijdens ziekte gaat hoofdstuk 2.2.2.1.B. nader in (2.2.2.1.B.). Kan de medewerker een gegronde reden of redenen aanvoeren om niet aan bovenstaande verplichtingen mee te werken, dan handelt hij niet in strijd met artikel 660a en is het opzeggingsverbod onverkort van kracht (art 7:660a BW).</p>

<p>Mocht een zieke medewerker bovenstaande verplichtingen niet nakomen, https://www.juridisch.eu/ontslag-bij-vast-contract/ de werkgever het UWV Werkbedrijf om toestemming te vragen voordat hij de zieke medewerker ontslaat.</p>
<h2>Nadere info voor specialisten</h2>

<p>Specialist</p>

<p>Bij https://www.juridisch.eu/ er.nl zijn er meerdere specialisten die u kunnen bijstaan. Over dit onderwerp kunt u in het bijzonder worden bijgestaan door de heer mr. U. Hoogland. Hij is namelijk degene die over dit onderwerp de NOVA-erkende Masterclass geeft aan advocaten.</p>

<p>Heeft u een geschil en wilt u dat bespreken met de heer Hoogland?
Bel dan 08877-08855 (het eerste advies is geheel gratis en vrijblijvend).</p>

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by Dr. Radut.