Absence
We prioritize the well-being and happiness of our employees, understanding that a healthy balance between work and spare time activities are essential for the overallengagement.
We believe that taking regular holidays is crucial for maintaining mental and physical health, preventing burnout, and fostering a positive work environment.
Whether it is a longweekend to unwind or a two-week adventure abroad, we encourage all employees totake as much vacation time as they need or desire.
In line with this philosophy, we provide statutory leave in accordance with NL regulations, ensuring that employees have the opportunity to rest, recharge, and pursue personal interests outside of work.
Vacation days
You are entitled to 25 working days of vacation per year from January 1st to 31st December based on a 40-hour working week. In the case of part-time employment, the vacation days are prorated based on your average hours worked up to 52 weeks prior.
If you are using vacation days during the first working year, then the amount of vacation days is proportional to your average hours worked. During the probationary period mentioned in the contract, vacation requests may be denied for training purposes.
Every year, there are5 vacation days that can be transferred over to next year. Vacation days that are carried over expire after 5 years.
Vacation Requests
Requests for holiday must be submitted to your manager and communicated to the HR department at least 8 weeks in advance, following the availability procedure. It’s understandable that possible requests may come much later than the above-mentioned timeline, please consider that late requests are less likely to be approved.
Your manager can reject your request for vacation based on the store's operational needs, for example, in periods where several juicers request vacation in the same period or peak business periods.
Based on previous operational needs you can take a maximum of two weeks of vacation consecutively. There are special situations that may require a longer holiday period, so please communicate these needs as early as possible.This will result in a better chance for approval.
If you believe that your vacation request was unfairly denied, please email nlhr@joejuice.com.
Juicer
Leader
Specialist
If you are curious, you can read more about our Moneyball program and your opportunities HERE.
We value the health and well-being of our employees and are committed to providing support in cases of illness. This policy outlines your rights and responsibilities if you are unable to work due to sickness, in accordance with Dutch labor law.
Any false declaration or abuse of the sickness policy will be taken seriously. Employees may be subject to disciplinary action, and payment for sick leave may be with held, in cases where circumstances warrant such measures.
Reporting Sickness
Immediate Notification
If you are unable to work due to illness, you must inform your manager as soon as possible, no later than the day before their scheduled shift:
- If your shift begins before 9:00 AM, you are required to notify your manager of your absence no later than 7:00 PM of the day before.
- For all other shifts, you must report your absence due to illness at least 2 hours before the scheduled start time of your shift.
- When reporting sickness, you are required to directly contact via phone call your manager or the designated point of contact.
- A text message or a message in the juicer app is not considered a valid form of notice and we will be registered as a no-show.
- Please provide the expected duration of absence and any relevant information that may assist in scheduling coverage.
- Frequent Updates: During prolonged illness, you are required to stay in touch with the company regularly to update us on your recovery and expected return date – as well as the company doctor if this is the case.
Rights and Obligations During Sick Leave
Recovery and Activities: While on sick leave, you are expected to focus on your recovery. Avoid activities that may hinder your return to work.
Medical Appointments: You may be required to attend medical assessments with the company doctor or an occupational health specialist to monitor your progress and ensure the appropriate support for recovery.
Doctor’s Assessment: If requested, you must cooperate with assessments by the company-appointed doctor. Failure to attend without valid reason may impact your sick leave payments.
Reintegration Process
Company’s Responsibility: In case of long-term illness, the company will initiate are integration plan as mandated by the Dutch Wet verbetering poortwachter(Gatekeeper Improvement Act). This plan includes measures to help you graduallyreturn to work or explore alternative duties if needed.
Employee’s Responsibility: You are expected to participate actively in there integration process, which may involve modified work tasks or reduced hours to facilitate a gradual return to work.
Regular Meetings: You will meet periodically with your manager or HR representative to discuss your progress and adjustments needed for reintegration.
Privacy and Confidentiality
Privacy Compliance: Your medical information will be handled with strict confidentiality. Managers will only be informed about your functional limitations and expected duration of absence, not the details of your condition.
Return to Work After Illness
Notification: Once you feel fit to return to work, notify your manager in advance so appropriate arrangements can be made for your return.
Gradual Reintegration: If your illness has lasted a significant period, a gradual reintegration plan may be agreed upon to ease your transition back to full duties.
Failure to Comply with Sickness Policy
Consequences of Non-Compliance: Non-compliance with the sickness policy, including failure to report illness or attend medical assessments, may result in reduction or suspension of sick leave payments.
Abuse of Sick Leave
Instances of suspected abuse or misuse of sick leave by employees will be investigated and in line with our organization’s disciplinary procedures. Employees found to have falsely claimed sickness absence may face disciplinary action up to and including dismissal.
The sickness policy applies to all employees, regardless of their employment status, and serves as a comprehensive guide for managing sickness-related matters effectively and fairly across our organization.
Monitoring and review
Sickness absence patterns will be monitored to identify any trends or underlying issues that may require further attention. Regular reviews of the sickness policy and procedures will be conducted to ensure their effectiveness and relevance.
If you are facing challenges that may impact your attendance or performance due to personal or health-related issues, please reach out to our HR department (contact: nlhr@joejuice.com) for assistance and support.
We are committed to supporting our employees through any illness and will ensure compliance with Dutch labor law in handling sick leave cases. If you have any questions about this policy, please contact HR.
C-Suite
Medical and dental appointments should, to the extent possible, be scheduled outside of working hours. In cases where this is not possible, you are permitted to use the Shift Marketplace to swap your shift. If you require additional guidance or assistance with swapping your shift, please contact your manager, who will help you find a suitable solution.
As part of our commitment to securing our employees during significant periods of their lives, you can find important information below to be aware of when thinking about starting a family or welcoming a new member to the family.
To check your eligibility and see what you can expect in terms of your employee benefits, get in touch withyour Local HR team via nlhr@joejuice.com, who will be able to advise you.