Salary, holiday pay and Christmas bonus
Utrecht University staff receive a monthly salary based on their job profile and the corresponding salary scale as laid down in the Collective Labour Agreement for the Dutch Universities. On top of this, they receive an annual holiday pay of 8% of their gross annual salary and a further 8.3% end-of-year allowance.
Utrecht University participates in a sound pension scheme provided by ABP. Employees pay roughly one third of pension premiums, the University pays the remaining two-thirds.
Utrecht University has entered into collective insurance contracts with two insurers. OHRA’s collective insurance offers a sound basic insurance as well as supplementary coverage at a competitive premium. Zilveren Kruis Achmea, too, offers an interesting deal for Utrecht University staff.
Employees are offered attractive discounts on the premiums of a variety of insurances and mortgages. The University has entered into agreements with OHRA as well as with Centraal Beheer Achmea.
Salary saving scheme and life course scheme
Employees may enter into salary saving schemes with Fortis against attractive collective interest rates. To allow for participation in life course schemes, Utrecht University has entered into agreements with both AEGON and Loyalis, giving employees a choice of different life course schemes.
All employees receive a reimbursement of 6 cent per kilometre, up to a commuting distance not exceeding 25 kilometres per one way trip and depending on the amount of travelling days.
Multiple choice model
The CAO à la Carte model allows employees to design part of the University’s terms of employment according to their own specific preferences. They may, for instance, offset the purchase of a bicycle for commuting purposes against tax on salary or holiday payments (once every three years). Or they can have their commuting expenses increased up to 19 cent per kilometre, irrespective of the travel distance. Furthermore, employees are given the opportunity to ‘purchase’ additional leave days, to ‘sell back’ leave days or to exchange part of their current leave for an extended period of leave at a later time.