illness and absence

Being able to do your job feeling healthy and fit is absolutely crucial! To that end, the AUAS offers various services, including coaching, fitness and sports activities. However, illness cannot always be prevented and will sometimes last longer than expected. There are specific procedures in place for you, your supervisor and the occupational physician on dealing with absence due to illness and on how to collaborate to ensure your recovery.

Ensuring long-term employability – both in the present and in future – is key. That is why the AUAS is committed to helping you build your professionalism, fitness and mobility. The AUAS Incapacity Policy contains information on AUAS’ commitments and vision, as well as what to do if you become ill. The AUAS Incapacity Protocol contains all concrete agreements relating to illness, specifying who must act, what to do and when.

EMPLOYEES

(If you are a supervisor, then please see the left-hand side for more information)

If you have fallen ill, you must report your absence to your supervisor (or to the secretariat of your study programme or department, if this is the agreed procedure) by phone by 9:30. If you are unable to phone, then please send your supervisor a Whatsapp message or an email. In addition, you must log your absence on the Digital Service Point for Employees (DSPE) under the Self-service tab > Illness and recovery, or use the DSPE app to register your absence due to illness.

If you are too ill to log your absence yourself in DSPE, you can also request that your supervisor or the secretariat register your absence on your behalf. You will, however, always remain responsible for logging your absence due to illness in a timely and appropriate manner. If you are residing at a different address to recuperate, you must inform your supervisor and amend the relevant details in DSPM.

Your supervisor will phone you back on the same day and discuss what the prospects are of your resuming work. They will also identify what steps must be taken for work to be taken over and which appointments should be cancelled, as well as ask for your contact details (e.g. recuperation address, phone, email).

Once you have fully or partially recovered, you must notify your supervisor (or the secretariat of your study programme or department, if this is the agreed procedure) immediately.

In addition, you must log your (partial) recovery in DSPE under the‘Self-service tab > Illness and recovery. Makes sure that you log your recovery on the first day that you have actually recovered, rather than on the following working day. This will ensure that the number of days of absence due to illness are recorded correctly for each case of illness.

If you become ill during your holiday and if this means that you are no longer able ‘to enjoy your holiday’, then you must report your illness and log your absence due to illness in DSPE (please see ’Reporting illness’). At the end of your holiday, you will have to make an appointment for a consultation with the occupational physician. The occupational physician will assess the extent of absence during your holiday. It may be that the occupational physician may ask you to present a medical certificate from the physician, the hospital and/or the chemist you consulted during your holiday.

Based on the report of the consultation issued by the occupational physician, your supervisor will determine how many holiday hours will be considered as absenteeism. You will then be able to cancel your holiday leave in DSPE and log a new request for the amended number of holiday hours.

If the occupational physician has determined that you have recovered following your holiday, you must notify your supervisor and log your recovery in DSPM immediately. If you have not recovered at the end of your holiday, you and your supervisor must follow the next steps in the Incapacity Protocol.

> Please also see Illness and holidays

Parental leave continues if you are ill.

If it is apparent that your absence will last longer than four weeks, you can submit a request to your supervisor seeking approval for not taking the period of parental leave at all or not continuing it due to illness (partial continuation is not possible).

  • You and your supervisor may seek advice from the occupational physician on whether taking parental leave will hamper your rehabilitation.
  • Your supervisor will approve the request within four weeks, unless there is a compelling business or service reason for refusing it.
  • Upon approval, your parental leave will be suspended with retroactive effect until the date on which the request was submitted.
  • Your supervisor or HR will request the PSA via servicedesk-ac@hva.nl to discontinue parental leave stating the date on which this takes effect. The salary deduction will be discontinued.
  • As soon as you are fully fit to return to work, you should apply for parental leave, or the remaining period of parental leave, in DSPM. After obtaining approval from your supervisor, parental leave will be resumed.

For more information, please see the AUAS Incapacity Protocol and A-Z Parental Leave .

Usually, and fortunately, absence due to illness does not last land and employees will usually have recovered after 2 weeks. Occasionally, however, absences can be longer. Experience from practice shows that the longer the absence from work, the harder returning to work becomes. For that reason, it is vital that in cases where you have not recovered after 2 weeks of absence, a targeted absenteeism supervision track is initiated. This calls for action on the part of you and your supervisor, advised by the occupational physician and HRM. The objective is to ensure that you receive careful and responsible guidance during your absence and when returning to work.

ELIGIBILITY FOR PERMANENT INCAPACITY BENEFIT (RESTRICTIONS) ACT
Absence supervision is also a statutory obligation set out in the Eligibility for Permanent Incapacity Benefit (Restrictions) Act (Dutch: Wet Verbetering Poortwachter) . In any case of absenteeism, you and your supervisor both have responsibilities and obligations, which require taking a number of steps and taking action. The AUAS Incapacity Protocol outlines who must do what, as well as when, in a case of absenteeism.

INTERVIEW IN 3RD WEEK OF ABSENCE
If you have still not yet recovered after 2 weeks of absence, your supervisor will invite you to attend an interview in the 3rd week of absenteeism (if possible at the office) in order to discuss the prospects of recovery. In the event that you are unable to report a full recovery during this week, it is vital that you receive the help and support you need as soon as possible. That is why your supervisor recommend you attend a consultation with the occupational physician. Before attending, you and your supervisor will prepare for the consultation based on a number of specific questions.

OCCUPATIONAL HEALTH AND SAFETY SERVICE PERSONAL DECLARATION
In the 3rd week of absence, you will also receive a ‘Personal Declaration’ from the Occupation Health and Safety Service, which must be returned within 2 days. This declaration contains a number of questions regarding your absenteeism. The occupational physician will determine whether you will be requested to attend the consultation based on your answers. You are obliged to honour such a request. Naturally, either you and/or your supervisor may also always request a consultation with the occupational physician (sooner).

If you have still not recovered at the end of the 2-week period, you will receive a ‘Personal Declaration’ from the Occupational Health and Safety Service, which must be completed and returned within 2 days. This declaration contains a number of questions regarding your absenteeism. This declaration is confidential and is only intended for the occupational physician.

The occupational physician will determine whether you will be requested to attend the consultation based on your answers. You are obliged to honour such a request.Naturally, either you and/or your supervisor may also always request a consultation with the occupational physician (sooner).

Your occupational physician, as well as their consultation hours, is listed in the A-Z -> Occupational Health and Safety Service. It also contains on other services provided by the Occupational Health and Safety Service, such as workplace advice.

PREPARING A CONSULTATION WITH THE OCCUPATIONAL PHYSICIAN
If you have received an invitation from the Occupational Health and Safety Service to attend a consultation, it is vital that you prepare for this appointment. You will have an opportunity to do so with your supervisor during the interview in the 3rd week of absence. This will involve coming up with questions that ensure you and your supervisor receive effective and useful recommendations from the occupational physician. In your preparation for the consultation, you might reflect on whether you believe you are able to work or not, what alternative work you might be able to do and what steps you are taking towards recovery. For sample questions, please see the AUAS Incapacity Policy Appendix C: Supervisor questions for absenteeism supervision (p. 24)

During the consultation, the occupational physician will analyse the medical and other issues underlying your absence. In consultation with you, as a patient, the occupational physician will draw up recommendations on how to approach any underlying factors and your reintegration. It is vital that the occupational physician’s recommendations focus specifically on building of responsibilities and hours. Based on the recommendations of the occupational physician, you will draw up a action plan with your supervisor that outlines how to incrementally build up your responsibilities and hours.

All data pertaining to your health is covered by medical confidentiality and is not shared with the AUAS, please also see ‘Privacy concerns’.

You are obliged to attend the consultation. The rules of the Occupational Health & Safety Service stipulate that you must inform the OHSS in a timely fashion if you are unable to attend, please see the Occupational Health & Safety Service.

CONSULTATION WITH THE OCCUPATIONAL PHYSICIAN: NEXT STEPS
After you have attended the consultation, the occupational physician will send you and your supervisor as well as the HRM advisor a consultation assessment. This assessment consists of the recommendations of the occupational physician aimed at whether or not you are able to resume work, returning to work with alternative employment, and a prognosis with regard to full recovery.

You and your supervisor will draw up an action plan based on the recommendations of the occupational physician. The objective is to resume your responsibilities in full as soon as possible.

Occasionally, it may not be possible to return to work (fully) within 6 weeks time. You will actively be working with your supervisor to ensure your permanent reintegration as soon as possible. You will jointly manage the reintegration process and take the necessary steps in a timely manner. The occupational physician or other experts of the Occupational Health & Safety Service or Employee Insurance Agency (UWV) will provide advice in this context and will be able to provide services if needed.

PROBLEM ANALYSIS
In your 6th week of absence, you must attend a consultation with the occupational physician for them to draw up the problem analysis. This outlines what your limitations are in terms of work, what possibilities are available to return to work and which activities, or adaptations, would be required. Similarly to the occupational physician’s consultation assessment, the problem analysis will be communicated to you, your supervisor and HRM.

ACTION PLAN
Based on the problem analysis, you and your supervisor will draw up an action plan for your reintegration in the workplace. The Action Plan form is available on the UWV – roadmap for illness – action plan . You will be using this form to determine what your reintegration objective is and how quickly and permanently you can return to work. At least once every six weeks you must discuss the progress of your reintegration with your supervisor.

These conversations will be recorded by your supervisor in the (First year) evaluation form . which will allow you to track whether you will be achieving your reintegration goal in time. In addition, you will be attending regular consultations with the occupational physician, whom you and your supervisor will keep informed of the progress of your reintegration in the interim.

Drafting an action plan with your supervisor is one of the steps required by law to be made within the reintegration process. For example, if you subsequently wish to apply for benefits from the UWV in future, the UWV will assess whether all the necessary steps have indeed been taken in the context of your reintegration. It is therefore crucial that you and your supervisor carry out these steps accurately.

The AUAS Absence due to Illness Protocol refers to official UWV forms (such as Action Plan, (First year) evaluation) and Action Plan Final Evaluation). These forms are only available in Dutch for download on UWV - private persons - action plan for illness. Together with your supervisor you fill in these forms in Dutch and you both sign the forms. HR will take care that the forms will be kept in your personnel file under tab ‘Illness, accidents and occupational health and safety’ by DSPM.

If you remain ill for longer than 6 weeks, this may impact the terms of your employment. Please see the impact in chronological order. You supervisor will keep you informed on these consequences in a timely fashion. The AUAS Incapacity Protocol contains explanatory notes and more information.

After 6 weeks of illness:

  • The reimbursement for travel other than by AUAS bicycle or public transport will be suspended in the case of full incapacity for work (Article 7 Commuting Expenses Reimbursement Scheme).

Please note: Make sure to re-apply for your reimbursement for travel or to have it adapted once you have (partially) recovered (this also applies if you are returning to work as apart of occupational therapy). You are entitled to reimbursement based on the number of the actually days of commuting per week. For more information and the AUAS Commuting Expenses Reimbursement Scheme, Article 9, please consult on Travel expenses.

After 13 weeks of illness:

  • The end date of the SOP period remains unchanged; participation in the SOP scheme will not be suspended. The reason for this is so that you will no longer be able to enjoy your reduced working hours.
  • The salary deductions will be resumed as soon as you are wholly fit for work.
  • If you are partially incapacitated for work, you will make agreements with your supervisor regarding the continuation of the SOP scheme.
  • Please see Collective Labour Agreement for Universities of Applied Sciences (CAO HBO), Section M-2-d, subsection 4, Annex XIII

After 26 weeks of illness:

  • Accrual of your supplementary holiday leave will be suspended. In the case of partial incapacitation, this leave will be accrued on the hours that you are fit for work.
  • The accrual of your Long-term Employability (LE) hours will be suspended. In the case of partial incapacitation, these LE hours will be accrued for the hours that you are fit for work.
  • PSA will correct the accrual of supplementary leave and LE hours every month based on the percentage that you are fit for work.
  • You will continue to accrue statutory leave (which is 4 x the number of hours you work per week).
  • For more information, please see Illness and holiday and on leave (Includes information: Notes on accrual and using holiday hours
  • Please see Holiday leave in the Collective Labour Agreement for Universities of Applied Sciences (CAO HBO), Section J-7 and J-8
  • Please see entitlement to LE hours during illness: Long-term Employability (LE) Regulations, Article 11 Illness

After 52 weeks of illness:

  • The salary deduction will also be temporarily discontinued due to your participation in the Decrease in Working Hours for Senior Citizens Scheme (Werktijdvermindering Senioren) (this also applies to partial fitness for work).
  • The end date of the WS period remains unchanged; participation in the WS scheme will not be suspended.
  • If you fall ill as a result of pregnancy or childbirth, the salary reduction will not apply during the period of pregnancy-related illness.
  • A 30%-cut will take place on your income – if you are able to work for less than 45% – calculated on the percentage that you are ill, in accordance with the HBO Illness and Disability Scheme (Section 4 ZAHBO).

You will receive 100% of your income again once, on the advice of the occupational physician, you have carried out at least 45% of the responsibilities considered desirable for your employment scope for a continuous period of at least 13 weeks. According to the ZAHBO, the term desirable responsibilities means all activities that you are able to carry out, taking into account your competences and abilities as they have been determined by the occupational physician. Occupational therapy does not fall under the concept of desirable responsibilities. The period counted from the date on which you may have resumed 45% of your work, potentially in the 1st year of illness, will be counted in the relevant period.

  • This income cut does not apply to compensation for the premiums of your healthcare insurance (CAO HBO Section T-4 subsection 2) given that it is in proportion to your employment scope, which remains unchanged in the case of illness.

After 104 weeks of illness:

  • The obligation of AUAS as an employer to continue to pay salary will end.
    AUAS is obliged by law to continue to pay your salary during the period of 104 weeks of illness. The obligation to continue to pay salary ends after 104 weeks of illness. From that time onward, you will only receive salary for the number of FTE hours that you are able to work. You have applied to UWV for a WIA benefit for the percentage that you are unable to work due to illness (see the question: What happens if I have been ill for almost two years?).
  • You and your supervisor will discuss the UWV decision on the WIA and the consequences for your employment contract. The following UWV decisions are possible:
  1. Less than 35% unfit for work: You are not entitled to a WIA benefit. You and your supervisor will enter into discussions on the manner in which your employment contract will be amended with mutual consent to reflect your work capacity. If you both agree not to amend your employment contract, you salary will continue to be paid for the number of FTE hours that you are able to work.
  2. 35% to 80% or 80% to 100% unfit for work
    You are entitled to a WGA benefit under the Return to Work (Partially Disabled Persons) Regulations. Your supervisor will assess whether there are any opportunities for you to continue to work at AUAS. In some cases, advice will need to be sought from the occupational physician and/or an occupational consultant.
    If there are opportunities, you and your supervisor will enter into discussions on the manner in which your employment contract will be amended with mutual consent to reflect your work capacity.
    If you both agree not to amend your employment contract, your salary will continue to be paid for the number of FTE hours that you are able to work.
    For more information, please visit www.uwv.nl/particulieren/ziek
  3. 80% to 100% permanently unfit for work: You are entitled to an IVA benefit under the Fully Disabled Persons Income Scheme on the grounds of being completely and permanently unfit for work. You and your supervisor will enter into discussions on termination of your employment contract with the consent, or permission, of the UWV, given that the obligation to continue to pay salary and the protection from dismissal will end after 104 weeks of absence; and due to your being completely and permanently unfit for work, there are no longer any opportunities for continuing to work at AUAS.

For more information, please visit www.uwv.nl/particulieren/ziek/ziek-wia-uitkering/

In the first year of illness, you worked on your recovery and rehabilitation. If you have not yet made sufficient progress in that period to be able to fully or partially resume work, you will take further steps in the second year together with your supervisor so that you can continue to recover and fully or partially resume work.

REHABILITATION AT AUAS (PRIMARY TRACK)
In the first year of illness, your rehabilitation focuses on returning to work at AUAS. This is referred to as the primary rehabilitation track. An occupational consultant is often engaged to examine and advise on the possibilities of a staff member returning to work in their own position, adapted or otherwise, or another position at AUAS. If it becomes apparent that the primary rehabilitation track at AUAS is not possible, the secondary rehabilitation track will be initiated.

REHABILITATION OUTSIDE AUAS (SECONDARY TRACK)
In the second year of illness, your rehabilitation also focuses on working for an employer other than AUAS. This is referred to as the secondary rehabilitation track (legal requirement). If the situation so dictates, the secondary track may be initiated earlier. In terms of your rehabilitation, this means that you, together with your supervisor and on the advice of the occupational physician and occupational consultant, will examine the possibilities for returning to work outside AUAS. In many cases, AUAS will engage a rehabilitation agency to provide assistance and counselling.

FIRST-YEAR EVALUATION
At the beginning of the second year of illness, the progress made on rehabilitation during the first year of illness will be evaluated. You and your supervisor should complete the First Year Evaluation form for this purpose.

If you submit an application to the Employee Insurance Agency (UWV) for a WIA benefit at a later stage, the UWV will include the first-year evaluation in its assessment of whether AUAS and you have made sufficient efforts to enable you to return to work.

For more information, please see the AUAS Incapacity Protocol.

INCOME REDUCTION IN THE SECOND YEAR OF ILLNESS
In the first year of illness, your salary will continue to be paid in full. This also applies to the fixed allowances included in your salary.

From the second year of illness, a 30% reduction on your income applies if you are less than 45% fit for work, calculated according to the percentage of sickness. For more information, see: What are the consequences for my terms of employment if I am ill? – after 52 weeks .

If you have been ill for almost two years and it is clear that you have not fully or partially recovered by the end of the second year of illness, you will receive a letter from the UWV approximately two months before the end of the second year of illness about applying for a WIA benefit under the Work and Income (Capacity for Work) Act.

The UWV will assess whether you are eligible for a WIA benefit. You should then discuss the UWV’s decision and the consequences for your employment contract with your supervisor.

For more information, see the questions: What is the WIA? and What are the consequences for my terms of employment if I am ill?

WIA is the abbreviation for Work and Income (Capacity for Work) Act (Wet Werk en Inkomen naar Arbeidsvermogen). The principle underlying the WIA is that you should work as much as you are able to. You may apply for a WIA benefit if you are unable to work or are partially unable to work due to illness. The WIA consists of two types of benefits, i.e. the WGA benefit and the IVA benefit.

  • WGA is the abbreviation for Return to Work (Partially Disabled Persons) Regulations (Regeling Werkhervatting Gedeeltelijk Arbeidsgeschikten) You may receive a WGA benefit if you have been ill for two years or more and are or will be able to work in the future.
  • IVA is the abbreviation for Fully Disabled Persons Income Scheme (Inkomensvoorziening Volledig Arbeidsongeschikten). You may receive an IVA benefit if you are unable to work or hardly able to work and have a small chance of recovery.

WIA APPLICATION PROCEDURE

After 88 weeks of illness, you will receive a letter from the UWV informing you that you can apply for a WIA benefit. The letter includes the closing date for submitting an application for the benefit and details of how to apply. You should submit the WIA benefit application online through DigiD. It is important to apply for the WIA benefit promptly to avoid having less income or no income at all, given that the obligation of AUAS to continue to pay your salary will end (see: What are the consequences for my terms of employment if I am ill? – after 104 weeks of illness).

For the steps, and for information specifying who should take what action, starting from submission of the WIA application until after the UWV’s decision, see the AUAS Incapacity Protocol . See also UWV – wia benefit ).

INSURANCE COMPANY'S MEDICAL ADVISER AND UWV OCCUPATIONAL CONSULTANT
UWV will invite you to attend an examination by the insurance company’s medical adviser within four to six weeks after submission of the WIA application. The insurance company’s medical adviser will assess what your possibilities are for working. If the insurance company’s medical adviser decides that you are still able to work fully or partially, you will receive an invitation for an interview with an occupational consultant. The occupational consultant will examine what kind of work you could still carry out and what you could earn. The consultant will consider your educational background and work experience as well as your possibilities and limitations based on the assessment of the insurance company’s medical adviser.

UWV DECISION
The UWV will make a decision on awarding a WIA benefit within eight weeks of your WIA application. You and AUAS will receive notification from the UWA accordingly. The letter will state the following:

  • whether you will receive a WIA benefit;
  • the type of WIA benefit you will receive;
  • the amount of the benefit;
  • the date on which you will start receiving the benefit;
  • an explanation of how the UWV has calculated your benefit;
  • the reasons for the decision.

The following decisions are possible:

  1. You are less than 35% unfit for work.
    This means that you can earn more than 65% of your old salary. The occupational consultant has calculated the difference between the amount that you could earn now and the amount you earned before you fell ill. The difference is less than 35%. Therefore, you are not entitled to a WIA benefit.
  2. You are 35% to 80% or 80% to 100% unfit for work.
    This means that you are able to work despite your illness but may consequently earn 65%, or less than 65%, of you old salary. Or you are unable to work at all due to illness, but this is probably temporary. Therefore, you are entitled to a WGA benefit (see above). The WGA benefit will partially supplement the loss of income due to your illness or condition. You are therefore assured of an income in the event of illness.

For example: if, taking your limitations into account, you can still earn 61% of your old salary, the loss of salary amounts to 39% (=39% unfit for work). The loss of salary is the salary that is reduced from the salary you earned before you fell ill, due to illness or impairments.

  1. You are 80% to 100% permanently unfit for work.
    This means that you can earn 20%, or less than 20%, of your old salary and it is almost certain that this will remain unchanged in the future. Therefore, you are entitled to an IVA benefit under the Fully Disabled Persons Income Scheme (Inkomensvoorziening Volledig Arbeidsongeschikten).

DURATION AND AMOUNT OF WIA BENEFIT
If you receive a WIA benefit, your total income is the WIA benefit plus the salary you earn working for AUAS. The more hours you are able to work, the higher your total income will be. Working is therefore always beneficial.

For more information and an explanation of the amount and duration of the WIA benefit, please refer to UWV – amount and duration of WIA benefit .

Sometimes you may not yet be ill, but you might not feel well, all the same. This might, for example, be because you are experiencing a considerable amount of stress or there may be something in the workplace or at home that is impairing your performance. In such cases, it is vital that you speak to your supervisor to see what can be done to prevent you falling ill. If you prefer discussing your situation with the occupation physician beforehand, then please book an appointment with the Occupation Health & Safety Service for a preventive consultation. You will also be able to meet with a coach through the AUAS Academy for matters relating to work-life balance.

WHAT THE AUAS OFFERS TO PREVENT ABSENTEEISM
In order to prevent absence due to illness, or absenteeism, as much as possible, the AUAS uses a number of service providers in the field of work-related care. A number of services are provided by the Occupational Health & Safety Service. Other services are provided by internal or external service providers. These services include coaching, staff welfare, professional advice, psychological interventions, physical interventions, workplace assessment and multidisciplinary interventions.

Discuss which type of care might help you in your recovery or work-life balance with your supervisor. Please see the Preventing absenteeism and Work-related care pages for more information.

An ergonomically sound workplace is critical to preventing physical problems from arising. In the event of any doubts or complaints, you will be able to consult the occupational health and safety coordinator of your department or the occupational health and safety adviser of the Occupational H&S Service. You will also be able to consult the Occupational H&S Service for VDU glasses.Please consult the occupational physician or hearing care professional for the purchase of a hearing aid.

More information: Work-related care

If you have been absent due to illness on three occasions or more over a twelve-month period, this signals a striking pattern of absence. It may signify that something is not right, for example, as a result of a disrupted balance between work and your personal life.

In such cases, at the AUAS, your supervisor will have to conduct an absenteeism interview with you if you have reported in sick more than three times over the course of a year. Together, you will establish whether there are grounds for concern and what you, with your supervisor’s support, can do to reduce absences.
More information: Preventing absenteeism.

To protect your privacy as an employee, absenteeism supervision must also meet the requirements set out by privacy laws. These laws prescribe what kind of employee data may be requested and registered by the supervisor. The new AUAS Incapacity Policy is in compliance with privacy laws and the AUAS Incapacity Protocol takes this into account in the implementation of absenteeism supervision.
It is vital to be aware that the discussion between you and your supervisor may not relate to the condition, the nature of the complaints, the treatment or any functional limitations. These are matters that must be discussed with the occupational physician or other medical specialists. It is at your own discretion to disclose any relevant information, however, in such cases, that information may not be logged by your supervisor.You and your supervisor will, however, discuss what is required to facilitate your reintegration and which responsibilities you are still able to carry out.
The AUAS Incapacity Policy, annexes B and C, outlines what information your supervisor may request and record in the case of an absence due to illness or in an absenteeism interview. It also outlines what information the occupational physician is allowed to share with the supervisor.

More information: AUAS Incapacity Policy: Chapter 8 and Annexes B, C and I Privacy on A-Z

It may be the case that you are unable or less able to work due to a chronic illness, a functional or occupational disability. You and your supervisor will then discuss what steps must be taken to ensure that you can keep working, for example, by adjusting your working conditions. The key issue is what your capabilities allow you to do, rather than what you limitations preclude. This will keep you engaged with your work and will help reduce absenteeism.

More information: Policy on employees with a functional disability, chronic illness or occupational disability (in Dutch)

Through the AUAS you will be able to take part in the collective disability insurance policy provided by Loyalis. This policy guarantees insurance of at least 70% of your income should you become incapacitated for work. Illness that has currently resulted in absence and which in the worst case should lead to incapacity for work is not insured. For more information on this exception, exclusions and other information, please consult the terms and conditions of the Loyalis insurance policy. More information is also included under Insurance .

Published by  HR 29 April 2022