Sick leave policy
When you're unwell and need to report sick leave, here are the steps to follow:
As of the 12th of February, we will implement a change in the process of how to call in sick.
The process will look like this:
Shifts that start before 9 AM the next day have to call the hub before 10 PM the previous night.
Shifts that start at/after 9 AM are to call the hub before 9 AM the same day.
For this process to work, you will not be able to log a sick leave request yourself in Quinyx and it is mandatory to call the hub, so your sickness gets logged.
If not reported sick via phone with the Hub Manager/Shift Lead, no payout will occur for those hours and we will register your absence as a no-show.
Inform colleagues: let your direct colleagues know about your absence so they can cover your shift.
Availability for questions: please be available between 9 AM and 2 PM for any questions from your HM or the Company Doctor.
Daily reporting: for each day you're sick with a planned shift, repeat the above steps. Failing to do so may result in no payout for those hours and categorization as a no-show.
Returning to work: you have a legal obligation to do your best to return to work promptly. The Company Doctor, 'De Nieuwe Arts', may reach out to you regarding your sick leave. You are required to respond, answer their questions truthfully, and potentially visit the 'Nieuwe Arts' when requested.
Policy compliance: non-compliance with the sick leave policy may result in (2) reminders, potentially no-show(s), and subsequently receive an official warning.
Continued non-compliance may lead to an official warning and a feedback discussion with your manager.
Longer sick leave: if your sick leave extends beyond two weeks, 'De Nieuwe Arts', will discuss the reasons for your absence with you. You are required to provide the necessary medical information for an objective medical opinion.
Support and reintegration: De Nieuwe Arts will offer advice on your reintegration and collaborate with your manager. If needed, the company doctor will contact your manager before the 'Problem Analysis'.
Progress evaluation: 'De Nieuwe Arts' will evaluate the progress of your absence during consultation hours and provide feedback. You and your manager will receive feedback from 'De Nieuwe Arts' about the agreements made during the consultation.
Feeling sick during a shift: if you feel unwell during your shift, immediately inform your Hub Manager or Shift Lead. They can assist in case of an emergency or sickness. You can discuss with them whether it's better to go home or continue working.
Your health and adherence to this policy are crucial. Following these procedures ensures a smooth process during sick leave and supports your well-being.
If you have any questions or concerns, please reach out to your Hub Manager.
As a Flink employee, you’re eligible for a certain number of types of special leave based on the E-Commerce CLA and the Dutch Labour Law. Below you’ll find an overview of the different types and what conditions you must meet to qualify for these special types of leave. You can apply via this request form.
Maternity leave (Zwangerschapsverlof)
Explanation: as an employee, you have from 6 weeks before the due date until at least 4 weeks before the due date of delivery (in case of a twin or multiple births, from 10 weeks before the due date until at least 8 weeks before the due date of delivery). After you’ve given birth to your child you’re entitled to 10-12 more weeks of pregnancy leave, depending on the number of weeks you’ve taken before giving birth. As an employee, you have the right to 100% of your salary during the maternity leave.
Terms: as an employee, you have to submit a declaration of your pregnancy from your midwife.
Birth leave (Geboorteverlof)
Explanation: birth leave is meant for the partner of the newborn child's mother. As an employee you’re entitled to 1-week flexible birth leave within 4 weeks of birth (100% paid) and then 5 weeks flexible within 6 months after the birth, 70% paid) based on your contractual hours.
Terms: the leave has to be taken in the first 6 months after birth. The employee also has to deliver a document that confirms the birth of a child.
Adoption and foster care leave (Adoptie- en pleegzorgverlof)
Explanation: as an employee, you’re entitled to 6 weeks based on your contractual hours leave for adoption/foster care from 6 weeks before the child's arrival and up to 22 weeks after the child's arrival. As an employee, you have the right to 100% of your salary during the adoption and foster care leave.
Terms: the request has to be done 3 weeks before the special leave starts. The employee also has to deliver a document that confirms the adoption/ foster care.
Parental leave (Ouderschapsverlof)
Explanation: you can take up to 26 weeks based on your contractual hours flexibly within 8 years of the birth of your child. 9 of the 26 weeks are paid (70%) if taken within 1 year of the birth.
Terms: the request has to be done within a year after taking the first day of birth leave.
Short-term care leave (Kortdurend zorgverlof)
Explanation: a maximum of twice the number of hours the employee works per week, as agreed in the employment contract. This applies for a period of 12 months. As an employee, you have the right to 70% of your salary during the short-term care leave.
Terms: as an employee, you have not taken more than twice the number of weekly hours of short-term care leave in the past 12 months. Thereby, you have to provide an explanation why you are the only one who can provide care to the sick person.
Long-term care leave (unpaid) (Langdurig zorgverlof)
Explanation: per 12 months, the employee is entitled to a maximum of six times the number of hours the employee works, as agreed in the employment contract. This form of leave is unpaid.
Terms: as an employee, you have not taken more than six times the number of weekly hours of long-term care leave in the past 12 months. Thereby, you have to provide an explanation why you are the only one who can provide care to the sick person.
Marriage (Huwelijk)
As an employee, you’re entitled to two 100% paid days off for your own wedding. For the wedding of your child, stepchild, foster child, grandchild, (step)brother, (step)sister, half-brother, half-sister, brother-in-law, sister-in-law, parent, or parent-in-law you’re entitled to one 100% paid day off.
Death (Overlijden)
If your partner, (grand)child, sibling, or (step)parent dies you’re entitled to take special leave from the day that the person dies till the day of the funeral.
If your grandfather, grandmother, brother-in-law, sister-in-law, or parent-in-law dies you’re entitled to one 100% paid day off.
Unpaid leave (Onbetaald verlof)
Explanation:you can apply via people for unpaid special leave. For the confirmation of unpaid leave, you’ll need written approval from your manager.
Terms: you have to be in service for at least 6 months and can’t apply for more than 6 months of unpaid leave.
Vacation policy Shift Leads 2024
An Employee will accrue 0.0962 hours’ holiday for each hour that they actually performed work (equal to 25 holidays per year based on a full-time workweek).
It’s mandatory to ask for vacation leave via your Hub Manager for a fixed amount at least two weeks before the start date of your vacation. Your vacation will be approved or declined depending on the circumstances.
You can’t take vacation retroactively, so make sure to request your vacation in time. In case of continuous work instead of vacation already entered in Quinyx and approved by your Hub Manager, please ask your Hub Manager to correct this.
You can take up to a maximum of 15 consecutive working days, or three weeks, as vacation leave.
The statutory holidays are 20 days based on a full-time contract. The statutory vacation days can still be taken for 6 months the following year; these days must therefore be taken before July 1, 2024. After they lapse. The remaining, statutory days will stay valid for 5 years.
If you are sick long-term and you wish to go on holiday, then the above points should also be followed.
Resources
Here's the full guide for sick leave.
References
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