Second-Chance Reintegration in Rijswijk
In Rijswijk, **second-chance reintegration** helps sick employees secure new employment with a different employer when returning to their original job is not feasible. This process falls under Dutch employment law and typically begins after the first year of illness as part of the **Improved Gatekeeper Act (Wet Verbetering Poortwachter)**. It prioritizes rapid workforce reintegration, with an active role for the employer. Residents of Rijswijk can seek free advice on this process at **Het Juridisch Loket Rijswijk**.
What Does Second-Chance Reintegration Mean for Rijswijk Residents?
Second-chance reintegration marks the phase in the reintegration process where the focus shifts to finding suitable employment outside the current company. Unlike the first phase, which centers on recovery and adaptation within the existing organization, the second phase explores external opportunities. This is critical for Rijswijk employees with long-term health issues who cannot resume their previous roles.
The process usually begins around the **52nd week of sickness**, or earlier if recovery in the original position is unlikely. A reintegration specialist or coach assists the employee in identifying job openings, often emphasizing local opportunities in Rijswijk and its surrounding area. For employers, this step is crucial as it impacts the **UWV assessment** for **WIA (Work and Income According to Capacity)** claims. The Municipality of Rijswijk offers additional support through employment programs.
Legal Framework of Second-Chance Reintegration
The legal basis for second-chance reintegration stems from the **Improved Gatekeeper Act (Wet Verbetering Poortwachter)**, integrated into social security laws. Key provisions include:
- Articles 22 and 23 of the Gatekeeper Improvement Act: These require both employer and employee to cooperate in reintegration efforts, including the second phase.
- Article 4:29 of the Dutch Civil Code (Book 7): This mandates employers to make reasonable efforts to reassign employees, potentially in a different role.
- WIA (Work and Income According to Capacity): The UWV evaluates whether sufficient reintegration efforts—including the second phase—have been made. Failures may result in wage continuation obligations for the employer.
The **Sickness Benefit Act (ZW)** applies during the first and second year of illness, and the **Unemployment Insurance Act (WW)** may come into play if new employment is secured through the second phase. The Gatekeeper Act emphasizes shared responsibility: employees must cooperate, or risk sanctions such as benefit suspensions. Rijswijk residents are advised to seek counsel from **District Court Rijswijk** or **Het Juridisch Loket Rijswijk** in case of disputes.
The Second-Chance Reintegration Process: Step-by-Step
- Assessment and Initiation: Around week 52 (or earlier), the occupational physician determines if the first phase has failed. The employer notifies the UWV and initiates the second phase.
- Plan Development: A coach collaborates with the employee to create an action plan, including CV optimization, job application training, and job searches in Rijswijk.
- Job Search: The employee applies for suitable roles, supported by a reintegration agency. Jobs must align with education, experience, and health limitations.
- Trial Period: A trial placement with a new employer tests suitability (up to 2 months, with no wage risk).
- Conclusion and Review: If successful, the employee is hired; otherwise, a report is submitted to the UWV for WIA evaluation.
The process typically lasts **6 to 12 months** and is funded by the employer through the **UWV reintegration budget**.
Rights and Obligations in Second-Chance Reintegration
Employee Rights
- Support: The employer must hire a reintegration agency and cover associated costs.
- Income Protection: Sick pay continues until week 104.
- Dismissal Protection: Limited termination rights; UWV approval required.
Employee Obligations
- Cooperation: Actively apply for jobs and adhere to agreements, or face sanctions.
- Transparency: Share health information with the occupational physician (not directly with the employer).
Employer Rights and Obligations
- Duty of Care: Maintain wage payments for up to 2 years during illness, including reintegration efforts.
- Compensation: The UWV reimburses up to **€3,000 annually** for reintegration costs.
Comparison: First vs. Second Phase
| Aspect | First Phase | Second Phase |
|---|---|---|
| Focus | Return to original job | External employment |
| Start Timing | Upon sickness onset | Around week 52 |
| Responsibility | Primarily employer | Shared, with agency support |
Practical Examples of Second-Chance Reintegration in Rijswijk
Consider Marie, a 45-year-old office worker from Rijswijk who, after an accident, can no longer lift or sit for extended periods. After seven months, workplace adjustments prove impossible (first phase fails). The second phase begins: a coach from **Het Juridisch Loket Rijswijk** advises on local job openings. She revises her CV for administrative roles and applies at an IT company in Rijswijk. After a successful trial as a data assistant, she is permanently hired—with costs covered by her former employer.
Veelgestelde vragen
Wat is mijn retourrecht?
Bij online aankopen heb je 14 dagen retourrecht zonder opgaaf van reden, tenzij de wettelijke uitzonderingen gelden.
Hoe lang geldt de wettelijke garantie?
Goederen moeten minimaal 2 jaar meewerken. Defecten die binnen 6 maanden ontstaan worden verondersteld al aanwezig te zijn.
Kan ik rente eisen over schulden?
Ja, je kunt wettelijke rente eisen (momenteel ongeveer 8% per jaar) over het openstaande bedrag.
Wat kan ik doen tegen oneerlijke handelspraktijken?
Je kunt klacht indienen bij de consumentenbond, de overheid of naar de rechter gaan.
Wat is een kredietovereenkomst?
Een kredietovereenkomst regelt hoe je geld leent, wat de rente is, en hoe je dit terugbetaalt.