Chapter 3Salary

Article 3.1 | Reference jobs and salary matrix

1. The job and salary matrix included in this CAO will be introduced by the employer as of 1 January 2017. The job and salary matrix – see the relevant appendices in this CAO – consists of the following parts:
   
   – Job grid with a limited number of reference jobs
   – Job descriptions of the reference jobs
   – List of common jobs
   – Job matrix with salary scales
   
   Reference jobs are model jobs in which a particular job content and weighting is linked to a particular salary level. The reference jobs are not standard jobs. This means that they can/must be deviated from if the employer changes the content of the job and sets different requirements for it, whereby the job may become lighter or heavier than the reference job.For jobs that deviate from the reference jobs, the employer will make a suitable description, on the basis of a comparison with the reference job(s). On this basis, the job can then be scaled higher or lower than the reference job(s). Jobs that correspond to a reference job precisely, with regard to weighting, content and result expectations, are scaled in accordance with the classification in the job matrix in the CAO. The employer provides suitable, result-focused job descriptions for all employees.
2. If employees are of the opinion that their job is not (or no longer) described and/or classified correctly, they can object to this. The objection is dealt with in accordance with the applicable procedure within the organisation. If the internal procedure does not lead to agreement, the case can be presented to the Social Committee for Theatre and Dance, in compliance with the applicable procedure included as an appendix to this CAO.

Article 3.2 | Application of job and salary matrix

1. Classification
   The salary scales are divided into steps or salary increments. These increments are an indication of the development in a job, if it is performed well. As a guideline, one indicative salary increment corresponds to one year of experience and development in a job. In principle, one year of experience is counted if the employee can make a reasonable case for having worked in the same or similar job for at least eight months in the previous (calendar) year. The moment at which salary increments are awarded differs per company. As a consequence, employees switching employer cannot claim more than one salary increment per (calendar) year.
2. Awarding salary increments
   In the case of good performance, the employee is entitled to one salary increment per year, until the maximum of the scale has been reached. In the case of exceptional performance and/or in exceptional circumstances, the employer may award more than one salary increment to the employee. The increments are awarded on the basis of performance and/or appraisal interviews, which are recorded in writing. In the case of poor performance that has been pointed out to the employee, or in the case of insufficient opportunity to make an appraisal due to leave of absence or incapacity for work during six months or longer, the employer can decide not to award a salary increment. If there is no performance or appraisal policy, the employee will receive one salary increment per year until the maximum of the scale is reached.
3. Classification of combined jobs
   If an employee combines different jobs that have different scales, the salary is composed of the sum of the part-time salaries of the jobs concerned. If a job on a higher scale is done for a limited number of hours on a temporary basis, another option is to temporarily increase the gross monthly salary by a suitable bonus, equivalent to two salary increments, for example.
4. Classification in a higher scale
   If the job changes or is weighted more heavily and is thus classified in a higher scale, the employee will be placed in the next salary increment up in the new scale.

Article 3.3 | Minimum remuneration for self-employed persons (zzp’ers)

For the remuneration of zzp’ers as defined in Article 1.1, the job and salary matrix of this CAO forms the starting point for the otherwise freely negotiable remuneration agreements. This means that in all cases – irrespective of whether the contract duration is a day, a week, a month or otherwise – the fee has a lower limit based on an hourly rate of 1/143 of the gross monthly salary corresponding to the job, increased by at least 50%.
This increase is given in order to remunerate the zzp’er at a level equivalent to that of an employee and to enable the zzp’er to arrange their own provisions, such as pension and disability insurance.

Article 3.4 | Salary development

– 3.5% as of 1 January 2025

– 3.5% as of 1 January 2026

Article 3.5 | End-of-year bonus

1. Besides the regular salary, the employee is entitled to a bonus of € 400 gross per year, in the case of a full-time contract. In the case of part-time contracts and contract periods shorter than 12 months, a proportionate amount is applicable.
2. The bonus is paid in one instalment, along with the salary for the month of December over the previous twelve months or, if the contract of employment between employer and employee ends earlier in the year in question, along with the last salary payment..
3. The end-of-year bonus is paid out in money. As an exception to this, the employer can decide to offer employees the choice of exchanging their end-of-year bonus for extra days of holiday (on an incidental or recurring basis). In the case of a full-time contract of employment, it concerns three extra days of holiday. In the case of a part-time contract of employment and/or contract periods shorter than 12 months, this will apply pro rata. The extra days of holiday are taken in agreement with the employer.

Article 3.6 | Holiday bonus

1. Employees are entitled to a holiday bonus for each calendar month or part of that month during which they are employed. This holiday bonus amounts to 8% of the salary earned per calendar month. In accordance with the Minimum Wage Act (WML), the sum of the wage (including overtime) and holiday allowance is guaranteed to be at least 108% of the minimum wage.
2. The holiday bonus is paid over a period of twelve months, calculated from the month of June of the previous calendar year.
3. The employer will pay the holiday bonus to the employee on 31 May of the calendar year concerned at the latest.

Article 3.7 | Salary during incapacity for work

1. Besides the legal obligations in Article 7:629 of the Civil Code, the Regeling beleidsregels beoordelingskader poortwachter is also applicable to both employee and employer.
2. An employee who is incapacitated for work as a result of illness, pregnancy or childbirth, and to whom the exclusion and suspension clauses in Article 7:629 of the Civil Code are not applicable, is entitled to continued payment of wages in accordance with the following phasing. During the first 52 weeks, at least the legal minimum wage must be paid, pro rata to the scope of the contract of employment.
   – 100% in weeks 1-26
   – 90% in weeks 27-52
   – 80% in weeks 53-78
   – 70% in weeks 79–104
   
   An employee who is incapacitated for work as a result of an injury sustained while carrying out their work is entitled to continued payment of the salary, as set out below. During the first 52 weeks, at least the legal minimum wage must be paid, pro rata to the scope of the contract of employment.
   – 100% in weeks 1-26
   – 90% in weeks 27-52
   – 90% in weeks 53-78
   – 90% in weeks 79–104
   
3. In addition to the provisions of sections 1 and 2 of this Article, an employee who is incapacitated for work as a result of illness, pregnancy or childbirth and who meets one of the conditions below is entitled to 100% continued payment of wages for a maximum of 104 weeks – calculated from the first day of illness. This concerns an employee who:
   – is fully and permanently incapacitated for work and is entitled to IVA benefit; or
   – is working in their own job or in another suitable job, for at least 40% of the contract of employment as part of a reintegration process, whether or not on an occupational therapy basis; or
   – is training or retraining, or has started in a suitable job with their own or another employer as part of a reintegration process.
4. If, in connection with their partial incapacity for work, employees are carrying out another job, whether or not for the same employer, on the grounds of which they earn income from work or activities, this income will be deducted from the continued payment of wages insofar as it exceeds the 100% level of income from the employer.
5. The continued payment of wages referred to in sections 2 and 3 is discontinued when the contract of employment with the employer is terminated or when the employee reaches the legal retirement (AOW) age.

Article 3.8 | Payment of salary in the event of death

1. On the death of the employee, besides the payment of salary up to and including the last day of the month in which the death occurred, a one-off benefit of two monthly salaries will be paid to the partner with whom the employee had a joint household. If this situation is not applicable, the payment may be made to the person/people whom the employer considers to be eligible in all fairness.
2. The death benefit referred to in section 1 of this Article is reduced by the amount paid to the surviving relatives in the case of the employee’s death pursuant to a health or occupational disability insurance policy.