This guide forms an integral part of your employment agreement. It outlines all relevant employment terms, conditions, and responsibilities applicable during your assignment with ITSync Services.
1. Nature of the Employment
You are employed under a temporary secondment agreement (Article 7:690 Dutch Civil Code) and will be assigned to work at one or more clients.
- Your contract is either a Phase A, B or C (according to the ABU CAO), your contract states which fase you're in.
- The agreement ends by operation of law:
- When the assignment ends;
- In case of incapacity for work;
- When reaching retirement age (AOW);
- At the end of Phase A unless extended with a new contract.
2. Assignment Confirmation
You will receive an Assignment Confirmation for each deployment. This includes:
- Client name and contact
- Work location
- Function title (e.g., "Security Support Engineer – Workplace Services")
- Start date and expected end date (if applicable)
This confirmation is part of your employment agreement.
3. Travel and Expense Reimbursement
Reimbursement is only applicable if approved in writing in advance by both ITSync and the client.
- €0.23/km for travel by private car (unless a lease car is provided)
- 2nd class public transport costs with original tickets
- Other business expenses only if pre-approved in writing
- Reimbursements are paid via a monthly or quarterly expense form.
4. Leave and Public Holidays
- 8,33% of your gross salary will be added for periodic payment holiday allowance
- 25 holiday days per year (full-time basis = 40 hours per week)
- Leave is accrued and reserved for you
- Public holidays are paid if you would normally work
- Overused leave will be deducted upon contract termination
- Company-wide fixed leave days (max 10 per year assigned) may apply (normally next to national holidays and/or X-mas period)
5. Pension Scheme
- You will be enrolled in the StiPP pension scheme once legally required.
- Under the Plus Scheme, 1/3 of the premium is deducted from your gross salary.
- Pension is administered by PVF Achmea
6. End-of-Contract Obligations
- Upon contract termination, you must return all business property within two days (laptop, keys, etc.)
- Failure to return items results in a fine of €500/day
- You must remove all references to ITSync from your social media within two weeks or face a €250/day fine
7. Confidentiality and Integrity
- Confidentiality is mandatory regarding all information acquired during work
- You may not transfer assignments to other agencies without written approval
- No accepting or soliciting gifts, commissions, or payments (unless of negligible value)
- Poaching ITSync staff is strictly prohibited (fine: €2,500 + €200/day)
8. Illness and Time Registration
- Report sick before 9:00 a.m. on the first day of illness to both ITSync and the client
- Use ITSync’s official time registration form
- Submit approved timesheets within 5 business days after each month
9. Data Protection and Screening
- Your personal data is processed according to GDPR
- You may be subject to pre-employment screening (e.g., Certificate of Good Conduct); ITSync pays the cost
- By signing the contract, you confirm that you are not involved in criminal proceedings, or have disclosed them
10. Changes to Employment Conditions
- Requests for changes in working hours, duties, or other conditions will only be considered if aligned with the interests of both ITSync and the client
- ITSync reserves the right to change your terms of employment due to business necessity
11. Hirer's renumeration (Equal pay for agency workers) & Client specific agreements
Equal pay for agency workers means that temporary agency workers must receive the same pay and employment conditions as employees who are directly employed by the hiring company, from the first day of work, unless a different arrangement is allowed by law or collective agreement.
The equal pay for agency workers regulation includes the following elements:
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Basic salary (based on the job performed)
Working hours and shifts (including allowances for irregular hours, overtime, weekend, or night shifts)
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Bonuses and allowances (e.g. for hazardous work, cold conditions, or travel time)
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Reimbursement of expenses (such as commuting or travel costs if applicable to direct employees)
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Periodic pay increases (e.g. based on performance, seniority, or collective agreements)
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Advancement to higher pay scales (if applicable)
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Holiday entitlements and year-end bonuses (if standard for direct employees)
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Pension scheme (after a qualifying period, if in place for regular staff)
This ensures that agency workers are not disadvantaged compared to their directly employed counterparts in the same role.
See the following sections for client specific agreements (but not limited to):
ING Bank:
- 13th month payment, which we pay 1/12 to your monthly gross salary
- Working from home allowance: €45,00 gross per month
ABN Amro Bank:
- Working from home allowance: € 3,00 grosss per day
- Home internet connection allowance: €25,00 gross per month
12. Additional Provisions
- Dutch law governs this agreement
- Legal disputes will be handled by the District Court of Central Netherlands
- Payslips are issued digitally (e.g., by email)
- CLA provisions and appendices apply
✉ Contact
For any questions about your contract or this Workplace Guide:
📞 +31 850 403 270