Everyone is equal
One of our core principles is that we treat everyone equally. Whether you have been working for Koodin for years or have just completed your first day: You have an equal voice in how we do things. The employment contract that Koodin offers is therefore the same for everyone and non-negotiable.
Consultant or non-consultant
It should be noted that there are minor contractual differences between the contracts of consultants and those of non-deployed personnel (overhead). This is unavoidable, as the Koodin Salary Model only applies to Koodin consultants due to the revenue aspect.
Adjust jointly
If there is something in the contract that is incorrect, or if something changes over time (which can happen, because we are a young and dynamic company), we will discuss and implement the desired contractual adjustment in good consultation with you.
Contract for an indefinite period
Bij Koodin geloven we sterk in de waarde van een duurzame samenwerking.
That's why we offer all employees a permanent contract from the very first day. Also known as a contract for an indefinite period. So you immediately know what to expect.
Probation period
During the extensive recruitment process, we got to know you and are embarking on the new business partnership together and with confidence. Fortunately, it has not happened so far that we had to reconsider this. However, you really get to know someone when you work together. Therefore, we apply a probation period of two months. This starts on the day of your arrival. During this period, you and we are free to terminate the employment contract.
Notice period
We can all make this very complicated, but this is simply legally stipulated. If you cancel, there is a notice period of one month. Cancelling can take place on any day of the month, after which the period starts on the first day of the next calendar month.
If Koodin cancels, the period depends on the length of employment. For an employment period that:
Lasted less than five years: one month;
Lasted five years or longer, but less than ten years: two months;
Lasted ten years or longer, but less than fifteen years: three months;
Lasted fifteen years or longer: four months.
Leave
Leisure time is important. That is why, with a full-time contract, you are entitled to 27 vacation days per year and the option to purchase extra days off. So, take a break every now and then and explore the world!
Aside from these days, we recognize the following days as official days off, during which you will be paid as usual (regardless of the number of working hours per week):
January 1 - New Year's Day
Variable - Second Easter Day
April 27 - King's Day
Variable - Ascension Day
Variable - Second Pentecost Day
Variable - Liberation Day (once every 5 years)
December 25 - Christmas Day
December 26 - Boxing Day
In addition to vacation days, there are certainly other reasons why you are entitled to leave. Think of maternity leave or the funeral of a family member. Much has already been established by the government for these situations, see here and here for example. Just let us know what’s going on and we will sort it out.
Flexible holidays
Why should you be required to be off on one of the national holidays? Maybe you would prefer to be off on another holiday, such as Eid-al-Fitr, Keti Koti, Pride, Diwali, Chinese New Year, or your birthday? We want you to be able to celebrate what is important to you. Hours recorded on a national holiday will be converted into flexible holidays in Harvest. You can then use that day later in the year on another holiday, provided that you can continue your daily tasks as you are used to.
Illness
Of course, we hope it doesn’t happen, but it can occur that you get sick. In case of illness notification, we expect you to inform management (even if it’s just for one day) and we ask you to report your sickness in Harvest. You can do this by using the ‘Sick’ time code.
It goes without saying that it is important to follow the official rules, especially in cases of illness that last longer. Therefore, we adhere to the rules laid out in the code. At Koodin, we choose to pay 100% for the first 6 months of the first year, 90% for the second 6 months, and only transition to 70% in the second year.
Pension
We are also happy to take care of your old age. Koodin has therefore made arrangements with Bright Pensioen. There is a good scheme available, which is above average in the consulting world and with which we together (you and we) ensure that a nice pension is ready. You can find more information about this here.
Koodin contributes €273.60 (based on a full-time contract) to the pension premium by making a deposit into a pension account that Bright opens together with you. This contribution of €273.60 is added to your monthly gross salary, after which we withhold €547.20 from the net salary (with you contributing the other €273.60).
If you have questions, Bright is ready to answer them.
