Hospitality cao: special leave, what are you entitled to?
The collective labor agreement (cao) for the hospitality industry includes agreements and regulations that apply to employees and employers in the sector. An important component of this cao is special leave. This type of leave grants employees the right to be temporarily absent from work under certain circumstances without losing their pay or vacation days. In this article, we will look at the different situations in which special leave can be taken and the specific rights according to the hospitality cao.
What is Special Leave?
Special leave, also known as short-term leave, is leave that an employee can take for personal or urgent circumstances. This leave is granted without loss of pay. The goal is to enable employees to handle important personal matters without facing financial consequences.
According to the hospitality cao, employees can take special leave in the following situations:
For the employee's own wedding or registered partnership: Maximum 1 day.
For the 25th, 40th, 50th, or 60th wedding anniversary or registered partnership of a child, (in-law) parents, or grandparents: Maximum 1 day.
For the wedding of a child, grandchild, brother, sister, parent, or grandparent: Maximum 1 day.
In case of the death of a spouse or registered partner or a (step)child: Maximum up to 4 days.
In case of the death of (in-law) parents: Maximum 2 days.
In case of the death of a grandparent, grandchild, (in-law) brother or (in-law) sister: Maximum 1 day.
For the birth of a partner's child: Maximum 2 days.
For the employee's own move: Maximum 1 day per year.
Doctor or hospital visit: If an employee or a family member needs to see a doctor or go to the hospital and this cannot be scheduled outside working hours. The required time off is given, provided it is discussed and approved in advance by the employer. This is also known as care leave. The employer then pays 70% of the salary.
How to request special leave?
Requesting special leave should always be done as early as possible. This allows the employer to take appropriate measures to cover the absence. The usual procedure is as follows:
Inform the employer: Notify the employer of the reason and the expected duration of the leave as soon as possible.
Provide supporting documents: If necessary, provide supporting documents that substantiate the reason for the leave, such as a wedding invitation, death notice, or medical appointment confirmation.
Approval: Wait for the employer's approval. In most cases, an employer will grant special leave if the reason falls within the terms of the cao.
Conclusion
Special leave is an important right for employees in the hospitality industry, allowing them to be absent from work in urgent and personal situations without losing their salary. The hospitality cao provides clear guidelines on the circumstances under which this leave can be taken and the procedures that must be followed. It is essential for employees to be well-informed about their rights and for employers to respect and facilitate these rights.