General

With this information we want to provide the people we recruit for our clients in the Netherlands with information about a number of points that are important to know if you are interested in entering the selection process, or are already in that selection process, to be recruited by us. to work in the Netherlands.

The topics discussed below are:


Work

Salary

Accommodation

Health insurance

Selection process

Agreements between recruitment agency and employer

Personal characteristics

Reception on arrival and instruction

Other important points

House rules


Employers who have asked us to recruit employees for them have read the contents of this website, have agreed with it, and will adhere to the terms and conditions set forth in this website. They expect the same from the employees.

Work

  • It concerns work in the agricultural sector, more specifically it concerns the cultivation of flowers (including chrysanthemum, orchid, lisianthus, roses, gerbera) in greenhouse horticulture, the cultivation of fruit (including apples, pears, cherries) in orchards, the cultivation of soft fruit (including strawberries and raspberries) in glasshouse horticulture and on the open ground, the cultivation of flower bulbs on the open ground, the cultivation of plants (both glasshouse horticulture and open ground) and the cultivation of tomatoes and cucumbers in glasshouse horticulture.
  • The work at these companies involves harvesting, planting, sorting, packaging, crop care, and other common activities.
  • The intended duration of the employment contract will be agreed with you in advance. It is important that there is agreement between you and the company where you will be working.
  • The duration of the employment offered may vary.
    • There may be annual contracts that follow each other and have a total duration of several years. With those types of contracts, it is the intention that you first make a commitment for at least six months, and then decide whether you will stay after the experience of that first six months;
    • There may also be short seasonal work, from a few weeks to a few months.
  • The employer draws up the work schedule and determines the working hours. There may be work irregular hours and also on Saturdays.
  • The employer has made photos, or videos, or a website of the work available to us, so that we can give you a first impression of the work and/or the employer in advance.

Salary


  • In the Netherlands, the salary is determined on the basis of the employee's age and experience. Dutch law lays down obligations and rights regarding (amount of) salary.
  • An indication of the expected net hourly wage (after deduction of the health insurance premium) is: (note, depends on several things, so this is only an indication)


Description21 years and older20 years19 years and younger
Net salary, if holday pay included in salary€12,25€11,70€10,55
Net salary, if holiday paid during the vacantion€11,50€11,10€9,85
Gross salary€13,27€12,27€10,62


  • The salary is discussed during the selection process.
  • The salary and the other employment conditions (holiday rights, working hours, etc.) are laid down in an employment contract which is signed by you and the employer.
  • The expected number of hours of work per week is normally between 40 and 48 hours.


Your possible earnings are then, if you work 200 hours per month (=46 hours per week):


(note: this is an example!)

Description21 years and older20 years19 years and younger
Net wage for 200 hours€2.450€2.340€2.110
Deduct: Rent housing (for example)€370€370€370
Remains€2.080€1.970€1.740


#= Some employers do not pay the accrued vacation days as a surcharge at the same time as the hours worked and therefore continue to pay the wages while taking the vacation days. Because you will then receive the payment of the vacation days from that employer when the vacation days are taken, you will not also receive the surcharge for commuting vacation days for the hours worked. In that situation, the net wage for the hours worked is approximately € 0.55 per hour lower than in the situation in which holiday days are not paid but commuted with a surcharge on the hours worked. On balance, of course, it doesn't matter. No one can choose how is paid the vacantion days, but you will be informed when you start work.


Accommodation

  • The accommodation will be arranged for you. This can be done by or on behalf of the company where you will be working, but it is also possible that the accommodation has been arranged by others.
  • You are not obliged to live in the accommodation offered, you may also arrange your own accommodation. The fact is that if you arrange it yourself, you also have to arrange everything around it yourself.
  • The living space is always within an acceptable travel distance from work.
  • Household rules apply: e.g. cleaning, tidy living, respect between colleagues / co-residents, paying the rent on time, etc.
  • All living space has the necessary amenities (oven, microwave, refrigerator, freezer, vacuum cleaner, WiFi, etc.)
  • The size of the house (number of rooms) determines how many people can live in that house. In most cases this concerns two persons per bedroom with shared use of the rest of the house (living room, kitchen, shower, toilet, etc)
  • The rent of the living space is in most cases between € 300 and € 400 per month (incl. water, gas and electricity). The accommodation where you are going to live is known in advance and the rental price is also known in advance.
  • You enter into a rental agreement with the landlord. This rental agreement contains all agreements with the landlord.
  • You pay the rent monthly in advance (cash or via bank transfer) to the landlord of the house.
  • Because you cannot pay in advance the first time, a walk-in schedule will be drawn up.


In order to promote as much as possible that you have access to sufficient quality housing, so that the relationship between the employer and you can have the desired continuity, the following has been agreed with the employers with regard to housing. The underlying idea is also: the employees who come to work here for a longer period of time, for example longer than a year, they not only come here for work, but they also come to live here. Setting it up in the right way contributes to continuity, and vice versa. It has been agreed with the employers:


1. Persons who come to work for more than three months will avoid the situation that they will not stay in a bedroom with more than two people;2. The housing situation has been made transparent by the employer by submitting photos of the accommodation (these photos are in our possession);3. Sufficient equipment is available in the accommodation (of sufficient content), such as: oven, microwave, refrigerator, freezer, wifi, vacuum cleaner, washing machine, dryer, cooking utensils, crockery and cutlery;4. In addition to a bed, the bedroom contains sufficient bed linen, a large closet (with a hanging area and with shelves) and two chairs. The bedroom is lockable;5. The rent of the accommodation is known in advance;6. The employer has appointed someone who is the contact person with regard to the accommodation. This contact person ensures that he/she is regularly informed of the situation in the accommodation, that the accommodation complies/continues to comply with the agreements, and if that is no longer the case, that the cause of this is checked and measures have been taken to (a) prevent recurrence and (b) allow recovery to take place;7. House rules are established with regard to how the persons in that housing should behave. These house rules are in the Romanian language in the house. A copy of those house rules is enclosed with this website.


Health insurance

  • This insurance covers the provision of care in the Netherlands, such as GPs, medicines, hospitalization, surgeons and specialists.
  • The health insurance is valid from the first working day to the last working day.
  • The costs of the health insurance are approximately € 154,20 per month, these costs are deducted from the salary (the net salary presented is after deduction of the health insurance premium.
  • For further information about health insurance, see: www.hollandzorg.com

Selection process

During our contact with you, we pay attention to the following information:


  • The employer's requirements.
  • What experience you have (and in which countries) and for how long.
  • Personal data (including name, date of birth, gender, marital status, etc.)
  • What kind of training you have done.
  • The languages you master (English or German are definitely an advantage).
  • Which contract duration applies, it is important that you and your employer have the same expectations about this.
  • Familiarity with the sector in which you will be working.
  • Ability to work well with others, your physical condition, your work ethic, etc.
  • Do you have your own car with which you can travel.
  • Do you have a driver's license.


The recruiter will ask whether you have taken note of this website, and whether you agree with it, or if you have any questions about it.

Agreements between recruitment agency and employer

(including on self-solving capacity)

In order to ensure that the expectations are and remain properly aligned, the following mutual agreements apply between the employer you will be working for and us:


  • We have the opportunity to visit the employer from time to time. This takes place to maintain the relationship, to determine whether agreements should read differently, but also to see under what circumstances and how the work is performed and to see the living situation. Finally, during these visits, complaints that are known to us from the employees will be discussed with the employer.
  • If complaints cannot be settled to the satisfaction of all parties involved, or if the views on work and circumstances differ to such an extent that it is no longer possible to agree on this, we will no longer recruit workers for that employer. We will then inform the employer about this.
  • If the employee has misrepresented the facts, and the complaints are therefore factually unfounded or not of a serious nature, or have been handled (immediately) correctly and therefore no longer exist, we will inform the employee that we no longer want to place you with any employer.
  • It is important that you contact and discuss all matters that need to be discussed directly with the employer. After all, there is an employment relationship between the employer and you, we are not part of that relationship.

Personal characteristics

  • It is an advantage (read: important) if you come from the agricultural sector, or if you are well acquainted with the agricultural sector.
  • It is an advantage (read: important) if you are familiar with the rural culture and/or agricultural environment.
  • A cheeky or opinionated attitude is not accepted and/or allowed by the employers.
  • It is important that you have an attitude that shows that you are eager to learn, that you want to learn the work well.
  • Being able and willing to work well with others is also important.
  • During the selection process, we will assess your posture whether it is suitable for the work to be performed. (this is only for determining suitability for work, such as for bending, stretching, etc.)


Reception on arrival and instruction

For new employees who will arrive for the first time at their employer and/or at the accommodation where they will be staying, the employer will ensure that the following is arranged:


  • The employer itself, or a senior employee designated by the employer, ensures a good reception of the employee. This is simply about a normal welcome, so that you feel welcomed after a long journey;
  • The room of jour is prepared, neatly clean, the bed is made with bed linen, etc.;
  • The employer itself, or a senior employee of the employer, ensures proper instruction on the first day of work, before the work starts. That instruction is of great importance with which pace and quality you can pick up the work.
  • The person instructing the above item should have (1) a good command of the work you are about to do, and (2) good interpersonal skills and attitude to properly teach you the new job. to learn tasks.
  • In the first two weeks of work, the person who gave the instruction should 'keep an eye on' with you and make adjustments if necessary.


Arrivals of new employees should always be on Monday from 09:00 to Friday until 17:00, from Friday 17:00 to Sunday no arrivals of new employees.

Other important points

  • You will be helped to get a BSN number in the Netherlands.
  • Make sure you have a bank account in your home country into which the salary can be deposited. It must be a bank account in your own name, to which amounts can be deposited in euros, and from which you can withdraw money from the Netherlands. If that really doesn't work, you will be helped to open a bank account in your own name in the Netherlands.
  • It is important that you have enough money with you for the first two weeks (think of at least € 100) to be able to live on it in the Netherlands (groceries, etc.)
  • Transport to the Netherlands and transport back and forth to the home country for holidays can be arranged on request. The costs of this transport are for your own account.
  • An interpreter can be provided if necessary.
  • The text of the documents (such as the employment contract and the rental agreement) are also provided in the language of your home country.
  • During the selection procedure you can of course ask your own questions to the person you have contact with during the selection process.
  • The notice period in the Netherlands is one month (Article 672 of the Civil Code, Book 7). If you want to end the employment, you must agree this with your employer one month in advance. If you do not observe the notice period, you are liable for compensation to your employer (Article 672 paragraph 10 of the Civil Code Book 7).
  • The employer also has the same notice period of one month. The exception is that in the first three months of an employment contract in an on-call contract, the employer can dismiss the employee without any notice period.
  • As soon as you arrive at your employer, you should establish contact with your employer. There must be a working relationship between you and your employer, as a recruiter we are not in between.
  • In exceptional situations, it is of course possible to have contact via us as a recruiter. We can then consult and arrange things in the Netherlands with a party who has direct contact in the Netherlands with the employer where you work.

House rules

With reference to the rental agreement, the house rules stated below apply in this house. These rules ensure a liveable, pleasant and clean living environment. Compliance with these house rules is mandatory. The house rules are as follows:

General

  • There is wireless internet in the house. Network overload by downloading heavy files is not allowed; Throwing parties in the common areas is not allowed;
  • Visitors are allowed, guests are not allowed;
  • It is prohibited to store, use, sell and/or cultivate narcotics (including drugs) in the premises;
  • Mail intended for the owner must be kept and handed over to the owner;
  • Subletting and lending spaces to others is strictly prohibited;
  • Changing rooms without the landlord's permission is not allowed;
  • It is mandatory to grant access to the owner of the home for (announced) home inspections;
  • Lending or copying keys to third parties is not permitted;
  • General entrance doors (front door / back door) must always be closed, and when nobody is present in the house, be closed by means of the lock;
  • In the event of (interim) departure, all windows must be carefully closed;
  • Each tenant is responsible and liable for the behavior of visitors, any damage is for his own account;
  • The house must be delivered after termination of the agreement in the same condition as arrival;

Hygiene

  • All areas in the home must be tidy, cleaned and properly maintained;
  • The sanitary facilities (bathroom and toilet) and the kitchen must be cleaned regularly (at least once a week);
  • The tenants are jointly responsible for clearing and cleaning the living areas;
  • In the absence of clearing and cleaning of the house, a cleaning company will be hired at the expense of (all) tenants
  • The garden of the house must be neatly and regularly maintained;
  • Pets are not allowed in the house;
  • Waste may not be left in the house. A container is available for this. The containers are emptied by the municipality. The tenants are responsible for putting the containers on the street and putting them back on the dates indicated by the municipality, only when the containers are full;
  • Waste bins in the home must be emptied;
  • Dishes may not be left unwashed in the home for more than 1 day;
  • Smoking and frying are not allowed in the house;
  • Waste should never be thrown into the toilet. Blockages caused by this are at the expense of the tenants;

Setup/maintenance/energy consumption

  • No changes, adjustments, renovations, painting or other changes to the house and/or garden may take place without the owner's permission;
  • The tenants are responsible for minor maintenance to the house;
  • Moving items such as cupboards, beds, washing machine, refrigerator, microwave and freezer is not allowed.
  • Be economical with electricity, water and gas. Normal consumption is included in the rent. Higher costs than with normal consumption will be borne by the tenants on the basis of subsequent calculation;
  • The stove is set automatically, it is forbidden to adjust the settings;
  • In the event of (interim) departure, all lamps and any other equipment must be switched off;
  • In case of damage to kitchen utensils, furniture, equipment and other furnishings, the broken items must be replaced by the tenants;
  • Damage to the home and/or furnishings must be reported to the owner within 2 days;

Nuisance

  • The tenants undertake not to cause any nuisance or nuisance to the landlord, co-tenant and local residents;
  • Loud music in or around the house is not allowed;
  • Excessive use of alcohol in and around the house is not allowed;
  • It is not allowed to place bicycles, mopeds, prams, planters, drying racks, refrigerators, freezers, etc. in communal areas other than the designated places;
  • It is not allowed to receive visitors if this visit leads to nuisance for the tenants, local residents;
  • It is not allowed to park cars outside the designated parking areas/places in the street;
  • Bicycles must be parked in the shed provided for this purpose;
  • It is not allowed to place objects in the garden that are not intended for normal use in the garden;

Liability

The lessor accepts no liability for, among other things:

  • Theft, loss or damage of any kind during or as a result of the stay;
  • Failure or disabling of technical equipment, utilities and/or facilities of the house;
  • Calamities, in whatever form, that can make your stay unpleasant;
  • The tenants are jointly and severally liable for all loss and/or damage to the house, the garden and the furnishings (inside and outside), if this is the case of act or negligence on the part of yourself or of third parties who, with your permission, are in and around the house;

Tenant refers to all tenants of the house individually and jointly. All tenants are individually and jointly responsible for compliance with the house rules.


If the tenant, his guests or visitor(s) admitted by him do not or not properly comply with the obligations under the terms and conditions, the house rules, the instructions of the landlord (or his deputy) or the government regulations, despite any prior warning to such an extent that according to the standards of reasonableness and fairness the landlord cannot be expected to continue the lease, the landlord has the right to terminate the agreement with immediate effect and to deny the tenant and co-tenants access to the house, without refund of rent. This explicitly includes not respecting the night's sleep or causing unnecessary nuisance.