CarUX

Duration

The CarUX CLA runs from 1 January 2024 to 31 December 2025.

Declared generally binding (AVV)

The collective agreement has not been declared universally binding.

Type of collective agreement

This CBA is a company CBA specific to CarUX Technology Europe B.V. and Innocare Optoelectronics Europe B.V.

CLA parties

• Workers' organisation: VHP2
• Employer: CarUX Technology Europe B.V. and Innocare Optoelectronics Europe B.V.

Pension Fund

The pension is covered by the CARUX/INNOCARE pension scheme. For more information, see Article 23 of the collective agreement.

Main results of collective bargaining negotiations

The collective labour agreement CarUX 2024-2025 includes the following agreements:

• Pay rise: A total salary increase of 12% during the term of the collective agreement.
• Employability: Strengthen employees' employability through training opportunities and personal development plans.
• Flexible working: Expanding opportunities for part-time and flexible working, with special arrangements for older workers under the 80-85-100 scheme.

Salary increases

The following collective salary increases have been agreed in the current collective agreement:

• 3% as at 1 January 2022
• 2% per 1 August 2023, plus a structural increase of €100 gross per month
• 9% as at 1 August 2024

Individual salary increases

• Salary increases based on performance appraisals, with percentages varying based on the appraisal score.
• Annual appraisals determine individual salary development.

Salary scales

• The salary scales are set out in Annex A of the collective agreement.
• Employees are classified according to job groups (51 to 54) and departments (55 to 61).
• Classification depends on position, experience and education.

Bonus scheme

• Bonus rates vary by job group:
  • Assumption group B and subject group 55: 3%
  • Subjects 56, 57 and 58: 5%
  • Subjects 59, 60 and 61: 8%
• The bonus depends on the achievement of predetermined individual and/or group targets.

Holiday pay and 13th month

• Holiday money: 8% of annual salary, paid in May.
• 13th monthly allowance: 8.33% of annual salary, paid in December.

Working hours

• Standard working hours: 40 hours per week.
• Working hours: Basically Monday to Friday, defined by a duty roster.
• Duty rosters:
  • In principle, include services of up to 9.5 hours.
  • Schedules are announced at least 7 days before introduction.

Overtime

• Overtime is mandatory if the business interest requires it, except for employees aged 50 and over in job groups.
• Overtime bonuses vary between 25% and 100%, depending on the time and day.
• Overtime is preferably compensated with paid time off (time-for-time).

Part-time work and adjustment of working hours

• Employees may request adjustment of their working hours according to the Working Hours Adjustment Act.
• 80-85-100 scheme:
  • For employees three years before retirement age.
  • Working at 80% of working hours while retaining 85% salary and 100% pension accrual.

Holidays

• 25 holidays per year for full-time employment.
• Extra holidays for collective holiday periods of 2 or 3 weeks.

Leave days

• 13 days off per year.
• Leave can be determined collectively or individually, depending on business interests.

Holidays

• No work is done on Sundays and generally recognised public holidays, unless business conditions require it.
• Holidays:
  • New Year's Day
  • Easter Monday
  • Ascension Day
  • Whit Monday
  • King's Day (27 April)
  • Christmas Day and Boxing Day
  • Liberation Day (collectively free once every five years)

Leave arrangements

• Special leave For marriage, death, anniversaries, among others.
• Parental leave in accordance with the Work and Care Act.
• Seniors' leave:
  • Additional leave days for employees aged 60 and over to prepare for retirement.

Employability

• Employer and employee share responsibility for the employee's employability.
• Training opportunities focus on current and future job requirements.
• Personal Development Plan (PDP):
  • Periodic preparation of a PDP to enhance employability.
  • Focus on career development and maintaining job security.

Continued pay in case of illness

• First 104 weeks:
  • 70% of income, with additional arrangements:
    • First 6 months: supplement to 100%
    • Second 6 months: supplement to 90%
    • Third 6 months: supplement to 80%
    • Fourth 6 months: supplement to 70%
• Reintegration obligations for both employer and employee.

WGA gap insurance

• The employer offers WGA gap insurance based on 70% of last-earned salary.

• Jobs are classified on the basis of a recognised job evaluation system.
• Classification into job grades or subject groups depends on the level and complexity of the job.
• Recruitment groups A and B are intended for employees with no or limited work experience.

Commencement and duration of employment

• The employment contract, unless otherwise agreed, is entered into for indefinite period.
• Individual employment contracts are recorded in writing.

Notice period

• For the employer:
  • Job groups and hiring group A:
    • Less than 5 years of service: 1 month
    • 5 to 10 years of service: 2 months
    • 10 to 15 years of service: 3 months
    • 15 years or more: 4 months
  • Departments and hiring group B:
    • Always 3 months, regardless of length of service
• For the employee:
  • Job groups and hiring group A: 1 month
  • Departments and hiring group B: 3 months

Think and talk in the focus group!

Do you have ideas about your working conditions? Would you like to influence the discussions at CarUX and the negotiations within your sector? Join the sounding board group and think and talk about the future of your work!

At VHP2, we believe in the power of cooperation. The more people think along, the stronger we are in negotiations on employment conditions.

Subscribe today and join the conversation! Want to know more? Then visit this page for detailed information on VHP2's focus groups.