Introduction
In Rijswijk, a vibrant municipality in the Haaglanden region near The Hague, sanctions in case of illness affect not only benefits, but also wages of local employees. This article, relevant for Rijswijk employers and employees, compares wage sanctions by employers with UWV reductions. The focus is on procedures, amounts and protection, with attention to local institutions such as the UWV office in Zoetermeer and the subdistrict court in The Hague.
Wage Sanctions by Employer
During the first-year wage payment, a Rijswijk employer may reduce by 70% if you refuse reintegration, for example in a absenteeism procedure via the occupational health service in the region. This always requires a warning and hearing procedure. The legal basis remains Article 7:629 of the Dutch Civil Code, unchanged for Rijswijk. Local tip: consult the Municipality of Rijswijk for reintegration programmes such as the Werkplein.
UWV Benefit Reduction
After two years WIA assessment by the UWV in Zoetermeer: up to 70% reduction or full termination. Stricter than wage sanctions, but with right of objection at the court in The Hague, which handles many Rijswijk cases.
Differences
- Period: Wage reduction immediately upon refusal, benefit reduction only after UWV assessment in the region.
- Amount: Wage more flexibly determined by employer, benefit fixed at 70%.
- Appeal: Possible for both via subdistrict court The Hague or UWV objection in Zoetermeer.
Protection
Medical necessity, confirmed by a general practitioner in Rijswijk, blocks sanctions. Use collective labour agreement provisions and local regulations, such as subsidies via the Municipality of Rijswijk for reintegration, for extra safeguards. In case of unjustified sanctions: immediately engage a lawyer via the Juridisch Loket in Rijswijk.
Choose the right strategy per situation in Rijswijk. (278 words)