Common use of Salary and Allowances Clause in Contracts

Salary and Allowances. Article H-1 Determination of salaries and regular year-end bonuses 1. The employee’s salary will be agreed on with due observance of the rules set by the CA parties under or pursuant to laws and regulations. The salaries are raised by 4 % per 1 June 2022. The rise will extend to the benefits in the usual way. In June 2022, a one-off benefit amounting to € 600 gross is granted, in proportion to the full-time equivalent, to every employee employed, on 1 June 2022, by a university of applied sciences covered by this CA. This sum is pensionable. The employee who works part-time is entitled to the benefit pro rata the part-time factor. The entitlement to the one-off benefit does not apply for employees on fully unpaid leave, not being life-course leave. 2. The employee’s salary will be determined on commencement of the employment, in reasonableness and with due observance of the experience gained, based on the appropriate salary for the position according to the job classification or based on the initial years specified for that job grade, and will be paid out on a monthly basis. 3. On commencement of the employment and if there are any changes, the employer will provide the employee with a breakdown of his income. 4. The holiday allowance for each calendar month is 8% of the amount received as salary in that month by the employee and will be paid once a year in the month of May for the period of twelve months ending with the month of May. Contrary to the foregoing, if the employment contract is terminated payment will be made for the period between the end of the most recent period for which the holiday allowance was paid and the date on which the employment contract was terminated. Appendix III applies to the minimum holiday allowance. 5. In December, a regular year-end bonus of 8.3% will be granted, to be calculated based on the annual salary and to be accrued in proportion to the full-time equivalent in accordance with the holiday allowance system. This payment will be reflected in the pension basis and in both the current and new payments. Article H-2 Salaries of part-time employees 1. The salary of an employee commencing part-time employment will be calculated in proportion to this CA and the full-time equivalent. 2. In order to determine the appropriate scale amount, the employee’s actual salary will, if necessary, be converted into a salary amount associated with standard full-time employment. Article H-3 Annual salary increase 1. An annual salary increase will be granted based on the outcome of the annual performance appraisal. The institution must have an operational appraisal system that meets the criteria agreed on by the CA parties. These criteria are laid down in Chapter N of this CA. 2. Except for the situation referred to in paragraph 3, the employee who performs well, i.e. on the normal level for that position, is granted an annual salary increase within the salary scale, by the standard percentage applicable in the appropriate job grade. The employee is informed of this. 3. In the event the employee has performed excellently, in the employer’s opinion, i.e. above the normal level for that position, of in the event the employee has performed inadequately, i.e. regularly or continually below the normal level for that position, a performance appraisal interview will be conducted on the supervisor’s initiative. The employee is entitled to request a performance appraisal interview. The outcome of the performance appraisal will: • in the case of an excellent appraisal result in a salary increase by twice the standard percentage; • in the case of an unsatisfactory appraisal not result in a salary adjustment; • in the case of a good appraisal result in a salary increase by one time the standard percentage. 4. In the event that an employee has, on account of not yet satisfying all the relevant requirements for the proper performance of the position, been classified in the stage of initial years corresponding to the relevant job grade and it is determined during the performance appraisal that the employee does not yet perform the position properly, the outcome of the annual performance appraisal will: • in the case of a positive appraisal result in an increase to the following initial year; • in the case of an excellent appraisal result in an increase to the initial year thereafter; • in the case of an unsatisfactory appraisal not result in a salary adjustment. 5. In the event that an employee has, on account of not yet satisfying all the relevant requirements for the proper performance of the position, been classified in the stage of initial years corresponding to the relevant job grade and it is determined during the performance appraisal that the employee now performs the position properly, the outcome of the annual performance appraisal will result in a salary adjustment to at least the minimum of the relevant job grade. 6. The number of initial years is subject to a maximum and is as follows: • for job grades 1 to 2: no initial years • for job grades 3 to 8: a maximum of 1 year • for job grades 9 to 14: a maximum of 2 years • for job grades 15 to 18: a maximum of 3 years. Article H-4 Extraordinary allowance The employer may grant an employee who has reached the maximum of the job grade associated with his position a permanent allowance of at the most 15% of his salary on the following grounds: a extraordinary skill, suitability and diligence; b other circumstances which the employer considers to be of sufficient importance.

Salary and Allowances. Article H-1 Determination of salaries and regular year-end bonuses 1. The employee’s salary will be agreed on with due observance of the rules set by the CA parties under or pursuant to laws and regulations. The salaries are raised by 4 3% per 1 June 2022July 2024 and by 4% per 1 January 2025. The rise will extend to top-up benefits based on the benefits in BWRHBO and the usual wayZAHBO are index-linked by 3% as per 1 July 2024 and by 4% per 1 January 2025. In June 2022October 2024, a one-off benefit amounting to € 600 485 gross is granted, in proportion to the full-time equivalent, to every employee employed, employed on 1 June 2022, October 2024 by a university of applied sciences covered by this CA. This sum In October 2025 a one-off benefit amounting to € 485 gross is granted, in proportion to the full-time equivalent, to every employee employed on 1 October 2025 by a university of applied sciences covered by this CA. These sums are pensionable. The employee who works part-time is entitled to the benefit pro rata the part-time factor. The entitlement to the one-off benefit does not apply for employees on fully unpaid leave, not being life-life- course leave. 2. The employee’s salary will be determined on commencement of the employment, in reasonableness and with due observance of the experience gained, based on the appropriate salary for the position according to the job classification or based on the initial years specified for that job grade, and will be paid out on a monthly basis. 3. On commencement of the employment and if there are any changes, the employer will provide the employee with a breakdown of his income. 4. The holiday allowance for each calendar month is 8% of the amount received as salary in that month by the employee and will be paid once a year in the month of May for the period of twelve months ending with the month of May. Contrary to the foregoing, if the employment contract is terminated payment will be made for the period between the end of the most recent period for which the holiday allowance was paid and the date on which the employment contract was terminated. Appendix III applies to the minimum holiday allowance. 5. In December, a regular year-end bonus of 8.3% will be granted, to be calculated based on the annual salary and to be accrued in proportion to the full-time equivalent in accordance with the holiday allowance system. This payment will be reflected in the pension basis and in both the current and new payments. Article H-2 Salaries of part-time employees 1. The salary of an employee commencing part-time employment will be calculated in proportion to this CA and the full-time equivalent. 2. In order to determine the appropriate scale amount, the employee’s actual salary will, if necessary, be converted into a salary amount associated with standard full-time employment. Article H-3 Annual salary increase 1. An annual salary increase will be granted based on the outcome of the annual performance appraisal. The institution must have an operational appraisal system that meets the criteria agreed on by the CA parties. These criteria are laid down in Chapter N of this CA. 2. Except for the situation referred to in paragraph 3, the employee who performs well, i.e. on the normal level for that position, is granted an annual salary increase within the salary scale, by the standard percentage applicable in the appropriate job grade. The employee is informed of this. 3. In the event the employee has performed excellently, in the employer’s opinion, i.e. above the normal level for that position, of in the event the employee has performed inadequately, i.e. regularly or continually below the normal level for that position, a performance appraisal interview will be conducted on the supervisor’s initiative. The employee is entitled to request a performance appraisal interview. The outcome of the performance appraisal will: • in the case of an excellent appraisal result in a salary increase by twice the standard percentage; • in the case of an unsatisfactory appraisal not result in a salary adjustment; • in the case of a good appraisal result in a salary increase by one time the standard percentage. 4. In the event that an employee has, on account of not yet satisfying all the relevant requirements for the proper performance of the position, been classified in the stage of initial years corresponding to the relevant job grade and it is determined during the performance appraisal that the employee does not yet perform the position properly, the outcome of the annual performance appraisal will: • in the case of a positive appraisal result in an increase to the following initial year; • in the case of an excellent appraisal result in an increase to the initial year thereafter; • in the case of an unsatisfactory appraisal not result in a salary adjustment. 5. In the event that an employee has, on account of not yet satisfying all the relevant requirements for the proper performance of the position, been classified in the stage of initial years corresponding to the relevant job grade and it is determined during the performance appraisal that the employee now performs the position properly, the outcome of the annual performance appraisal will result in a salary adjustment to at least the minimum of the relevant job grade. 6. The number of initial years is subject to a maximum and is as follows: • for job grades 1 to 2: no initial years • for job grades 3 to 8: a maximum of 1 year • for job grades 9 to 14: a maximum of 2 years • for job grades 15 to 18: a maximum of 3 years. Article H-4 Extraordinary allowance The employer may grant an employee who has reached the maximum of the job grade associated with his position a permanent allowance of at the most 15% of his salary on the following grounds: a extraordinary skill, suitability and diligence; b other circumstances which the employer considers to be of sufficient importance.

Salary and Allowances. Article H-1 Determination of salaries Determining salaries, holiday allowances and regular year-end bonuses 1. The employee’s salary will be agreed on with due observance of the rules set by the CA parties under or pursuant to laws and regulations. The salaries are raised by 4 2.5% per 1 June 2022September 2018 and by 2.4% per 1 April 2019. The rise will extend to the benefits in the usual way. In June 20222018, a one-off benefit amounting to bonus of € 600 400 gross is granted, in proportion to the full-time equivalent, to every employee employed, on 1 June 20222018, by a university of applied sciences covered by this CAcollective agreement. This sum is pensionable. In June 2019, a one-off bonus of € 400 gross is granted, in proportion to the full-time equivalent, to every employee employed, on 1 June 2018, by a university of applied sciences covered by this collective agreement. This sum is pensionable. The employee who works part-time is entitled to the benefit bonus a pro rata the part-time factor. The entitlement to the one-off benefit bonus does not apply for employees on fully unpaid leave, not being life-course leave. 2. The employee’s salary will be determined on commencement of the employment, in reasonableness and with due observance of the experience gained, based on the appropriate salary for the position according to the job classification or based on the initial years specified for that job grade, and will be paid out on a monthly basis. 3. On commencement of the employment and if there are any changes, the employer will provide the employee with a breakdown of his income. 4. The holiday allowance for each calendar month is 8% of the amount received as salary in that month by the employee and will be paid once a year in the month of May for the period of twelve months ending with the month of May. Contrary to the foregoing, if the employment contract is terminated payment will be made for the period between the end of the most recent period for which the holiday allowance was paid and the date on which the employment contract was terminated. Appendix III applies to the minimum holiday allowance. 5. In December, a regular year-end bonus of 8.3% will be granted, to be calculated based on the annual salary and to be accrued in proportion to the full-time equivalent in accordance with the holiday allowance system. This payment will be reflected in the pension basis and in both the current and new payments. Article H-2 Salaries of part-time employees 1. The salary of an employee commencing part-time employment will be calculated in proportion to this CA and the full-time equivalent. 2. In order to determine the appropriate scale amount, the employee’s actual salary will, if necessary, be converted into a salary amount associated with standard full-time employment. Article H-3 Annual salary increase 1. An annual salary increase will be granted based on the outcome of the annual performance appraisal. The institution must have an operational appraisal system that meets the criteria agreed on by the CA parties. These criteria are laid down in Chapter N of this CA. 2. Except for the situation referred to in paragraph 3, the employee who performs well, i.e. on the normal level for that position, is granted an annual salary increase within the salary scale, by the standard percentage applicable in the appropriate job grade. The employee is informed of this. 3. In the event the employee has performed excellently, in the employer’s opinion, i.e. above the normal level for that position, of in the event the employee has performed inadequately, i.e. regularly or continually below the normal level for that position, a performance appraisal interview will be conducted on the supervisor’s initiative. The employee is entitled to request a performance appraisal interview. The outcome of the performance appraisal will: • in the case of an excellent appraisal result in a salary increase by twice the standard percentage; • in the case of an unsatisfactory appraisal not result in a salary adjustment; • in the case of a good appraisal result in a salary increase by one time the standard percentage. 4. In the event that an employee has, on account of not yet satisfying all the relevant requirements for the proper performance of the position, been classified in the stage of initial years corresponding to the relevant job grade and it is determined during the performance appraisal that the employee does not yet perform the position properly, the outcome of the annual performance appraisal will: • in the case of a positive appraisal result in an increase to the following initial year; • in the case of an excellent appraisal result in an increase to the initial year thereafter; • in the case of an unsatisfactory appraisal not result in a salary adjustment. 5. In the event that an employee has, on account of not yet satisfying all the relevant requirements for the proper performance of the position, been classified in the stage of initial years corresponding to the relevant job grade and it is determined during the performance appraisal that the employee now performs the position properly, the outcome of the annual performance appraisal will result in a salary adjustment to at least the minimum of the relevant job grade. 6. The number of initial years is subject to a maximum and is as follows: • for job grades 1 to 2: no initial years • for job grades 3 to 8: a maximum of 1 year • for job grades 9 to 14: a maximum of 2 years • for job grades 15 to 18: a maximum of 3 years. Article H-4 Extraordinary allowance The employer may grant an employee who has reached the maximum of the job grade associated with his position a permanent allowance of at the most 15% of his salary on the following grounds: a extraordinary skill, suitability and diligence; b other circumstances which the employer considers to be of sufficient importance.