Employees
Absenteeism due to illness
When an employee calls in sick, you as an entrepreneur must be alert and show an active attitude. Does the employee need support? Is it short-term or long-term absenteeism? And how is reintegration handled? Perhaps outside your own company? The employment law specialists at LVH Advocaten will be happy to answer these kinds of questions.
Absenteeism policy
Every entrepreneur strives for sustainable employability of his employees and wants a vital team and low absenteeism, but not every entrepreneur knows how to achieve this optimally. The employment law specialists at LVH Advocaten know that achieving low absenteeism starts with developing and implementing a good absenteeism policy. We are also happy to help you with this.
Reintegration
Is your employee on long-term sick leave? If so, you would do well to take action as soon as possible by starting with reintegration. You can start with this by calling in a company doctor/artists service. Together with the employee and, for example, the company doctor, you can determine what the employee can and cannot do during absenteeism.
Labour conflict and illness
Illness can also be accompanied by an industrial dispute. For example, an employee reports sick because of a conflict situation at work while there is no work disability. Or the employee has become ill as a result of the industrial dispute (burn-out). In these situations it is important that you take timely action. A lawyer can give you good advice on how to manage the case.
Do you have questions or would you like to know more about what we can do for you? If so, please contact one of the employment law specialists at LVH Advocaten.
More about employees:
Click further if you would like to know more about how we can advise you on the areas/subjects below:
SPECIALIZED LAWYERS
These are our lawyers who specialize in this area.
Richard Ouwerling
Peter Verheijden
More about employees
Employee leaving sick: what about premium differentiation?
Are you familiar with the financial consequences of a sick employee leaving your company? The Sickness Benefits Act and WGA premiums are differentiated. This means that the premiums depend on the inflow of employees who became ill on the last day of their employment or within 4 weeks after the dismissal date. In this article we discuss the premium differentiation and the calculation of this premium.
Medium-sized business premises or other business premises: what is the difference and how do you determine which is which?
There are two different rental regimes for commercial property: rental for medium-sized business premises, such as stores and catering establishments (7:290 business premises) and other business premises (7:230a business premises). The applicable rental regime is indicated by the section of the Dutch Civil Code that applies to that rental regime. Rent for medium-sized business premises is regulated in Section 7:290 of the Dutch Civil Code and is therefore also referred to as 7:290 business premises. Section 7:230a of the Dutch Civil Code regulates the rent for other business accommodation, the so-called 7:230a business accommodation.
Justified employee job reassignment after serious incident?
A question that we as employment lawyers receive with some regularity is whether an employee can be placed in a lower position with a lower salary after one or more incidents. In many cases an employee will not voluntarily agree to this and the question arises whether a unilateral change of position is possible. This question was addressed by the subdistrict court in its judgment of December 31, 2020.
