sickness absence regulation easystaff · sickness absence regulations easystaff & profcare b.v....

Sickness absence regulation

EasyStaff 2018 – Version 1

Sickness absence regulations EasyStaff & ProfCare B.V. – 2018-1 2

Introduction These sickness absence regulations are intended for all employees of EasyStaff. General Sickness and incapacity for work are of course first and foremost unpleasant for the people affected by them. But sickness absence also has an adverse effect on the client and EasyStaff. The client has to make do for a longer or shorter period of time without an experienced co-worker who knows the ropes. And then there are the substantial costs involved in sickness absence. Since 1 March 1996 employers in the Netherlands have been obliged to continue to pay their employees' salaries in the event of sickness. The employer - EasyStaff - undertakes in accordance with the CBA for Temporary Employees of the ABU, to continue to pay 91% of the daily income from benefits with effect from the first day of incapacity for work. This obligation to continue to pay the employee's salary has a maximum duration of 52 weeks. During the 2nd year of sickness the incapacitated employees receive a maximum of 80% of their salary. Travelling expenses and other expenses are not paid during periods of sickness. The sickness absence regulations form part of the overall absenteeism policy of EasyStaff. These regulations set out which procedures and responsibilities apply. Please contact EasyStaff if you have any questions about the procedure or if situations not covered by the procedure arise. Our working conditions service: ProfCare B.V. EasyStaff has made agreements with the working conditions service ProfCare B.V. (referred to below as: ProfCare). The ProfCare doctors will judge aspects such as whether you can rightly claim sick pay in the event of sickness. To make that judgement possible you will need to comply with the instructions given in these working conditions regulations. If you report sick to ProfCare, your application will be processed by a case manager of the working conditions service. Penalties We would like to point out that if you fail to comply with the instructions set out below and/or to cooperate with the working conditions service's assessment, this may affect your right to sick pay and/or the additions over and above the statutory requirement may be withdrawn. This is explained in more detail under 2.19.


Contents Introduction ............................................................................................................................................ 2 Contents ................................................................................................................................................. 3 What to do in the event of sickness in 6 steps: ................................................................................. 4 1. Sickness absence regulations ......................................................................................................... 5

1.1 Implementation of the sickness absence regulations ................................................................... 5 1.2 The parties involved in the implementation of the sickness absence policy ................................. 5

2. Procedures and activities ................................................................................................................. 6

2.1 The procedure for reporting sick ................................................................................................... 6 2.2 Consult your GP ............................................................................................................................ 6 2.3 Urgent summons (to the company doctor) .................................................................................... 6 2.4 Urgent check-up (home visit) ........................................................................................................ 6 2.5 Changes to your situation ............................................................................................................. 7 2.6 Staying home ................................................................................................................................ 7 2.7 Not impeding your recovery .......................................................................................................... 7 2.8 Contact with the case manager..................................................................................................... 7 2.9 Cooperating with the assessment of incapacity for work .............................................................. 8 2.10. Working during periods of incapacity for work ........................................................................... 8 2.11 Reporting your recovery .............................................................................................................. 8 2.12 Holiday or stays abroad during sickness .................................................................................... 9 2.13 Reporting sick and recovery during holiday periods ................................................................... 9 2.14 Holiday or stays abroad during sickness .................................................................................. 10 2.15 Cosmetic procedures ................................................................................................................ 10 2.16 Second opinion ......................................................................................................................... 10 2.17 Preventative consultation .......................................................................................................... 10 2.18 Expert opinion ........................................................................................................................... 10 2.19 Activities and responsibilities during the first and second years of sickness. ........................... 11 2.20 Preventative working conditions consultation ........................................................................... 11 2.21 Contact with ProfCare following the second year of sickness benefits .................................... 11 2.22 Termination of temporary and permanent employment contracts ............................................ 11 2.23 Additional information about reintegration during the 104 weeks under the Sickness Benefits Act. .................................................................................................................................................... 11 2.24 Consequences of failing to comply with the sickness absence regulations (penalties)............ 11 2.25 Payment of sick pay: ................................................................................................................. 12 2.26 Conflict ...................................................................................................................................... 12

3. Protection of privacy ....................................................................................................................... 13 4. Amendments to the Sickness Absence Regulations .................................................................. 13 5. Important addresses and telephone numbers ............................................................................. 13


What to do in the event of sickness in 6 steps:

To report sick, you must contact ProfCare in person using the following telephone number: Tel: +31(0)575 -760009 and also contact your client. (If you fall sick whilst at work, you must report sick to both parties on the same day.) If you report sick outside of office hours, you must leave a message on the voicemail of ProfCare. Clearly state your name and date of birth.

1. You will need to answer the following questions when reporting your illness:

a. What is your name and date of birth? b. On which telephone number can you be reached? c. What is the address where you are staying? d. Has there been an (industrial) accident? e. When do you think you can work again? f. Are you covered by a safety net provision?

2. Make an appointment with your GP if necessary. 4. For the first 7 days you must remain home between 10.00 am and 6.00 pm and be reachable by

telephone by the ProfCare case manager. 5. If there are any changes to your situation, you must inform ProfCare of this as soon as possible.

(Tel: +31(0)575 -760009) 6. As soon as you are able to resume your work, you should report this in the morning before 10.00

am to ProfCare (Tel.: +31(0)575 -760009)


1. Sickness absence regulations 1.1 Implementation of the sickness absence regulations All parties share responsibility for the implementation of the sickness absence regulations. You are presumed to be familiar with the procedures laid down in these regulations. 1.2 The parties involved in the implementation of the sickness absence policy The following parties are involved in the implementation of the sickness absence policy the employee, the client, EasyStaff and ProfCare B.V., and each of them have their own obligations. A. The employee's obligations Employees who are unable to work owing to sickness are obliged:

To cooperate with the measures taken by EasyStaff (or an expert designated by EasyStaff);

To cooperate with drawing up, evaluating and adjusting a problem analysis and the reintegration action plan;

To carry out suitable work offered by EasyStaff;

In the context of the implementation of the Eligibility for Permanent Incapacity Benefit (Restrictions) Act (WvP) and/or the Sickness Benefits Act (ZW), to actively cooperate with his reintegration (see points 2.19 and 2.21).

B. The client's obligations: The client is obliged:

As soon as possible, to take measures and provide instructions that can reasonably be expected to be necessary to enabling the sick employee to resume his own or carry out other suitable work;

EasyStaff has an important role in the prevention of sickness and absence and with supervising the reintegration of sick and incapacitated employees who come under its responsibility.

In the context of the implementation of the WvP, EasyStaff has opted to leave the role of case manager to the ProfCare case manager. C. EasyStaff's obligations: The general tasks of EasyStaff in the context of sickness absence include:

Identifying problems and providing support in the context of the WvP for the "action plan". D. The obligations of ProfCare BV (working conditions service) The company doctor and case manager of ProfCare are responsible for the registration and supervision of the sick employee and the provision of support to EasyStaff. The primary tasks of the case manager include:

Maintaining contact by telephone. The four steps set out below can be followed regarding the contact by telephone: 1. making an agreement on the date for resuming work 2. referring the employee to the company doctor (walk-in consultation); 3. subsequent contact by telephone for a maximum of 36 days following the first day of sickness; 4. advising EasyStaff on matters such as the legal aspects.

Conducting sickness absence interviews to monitor progress during sickness absence;

Conducting sickness absence interviews for the drafting or adjustment of the action plan;

Referral to third parties (e.g. early appointment with the company doctor, use of corporate social work, use of reintegration office or urgent check-up by sickness absence inspector);

Process-based supervision of the absent employee. The primary tasks of the company doctor include:

Establishing the degree of incapacity for work;

Medical supervision of the absent employee;


Giving a prognosis regarding work resumption;

Formulating a problem analysis in the context of the WvP;

Advising the employee and manager on preventative measures. The company doctor has the following powers:

To summon the employee to his surgery;

To make agreement with the employee on the resumption of work;

To carry out a medical examination; With the consent of the employee the company doctor can consult with or obtain information from: the employee's GP, specialist or others providing treatment (corporate social work).

After each appointment with the company doctor ProfCare informs EasyStaff in writing of the agreements made and/or relevant restrictions or reintegration options. This information can be used during the sickness absence interview and is kept as provided for by the WvP in the reintegration file. The company doctor is subject to doctor-patient confidentiality. The case manager has a duty of professional confidentiality derived from that. Consultations between ProfCare and EasyStaff on matters such as the resumption of work are therefore limited to the restrictions and options for the resumption of work. ProfCare operates the guidelines provided for under the Personal Data Protection Act. A summary of this is given on the website of ProfCare (www.profcare.nl).

2. Procedures and activities 2.1 The procedure for reporting sick As soon as you are unable to work owing to sickness you should report this (in person) by telephone before 10 am to ProfCare and the client. Details/information needed when reporting sick When reporting sick, in addition to the information already held you should pass on at least the following information to ProfCare:

The telephone number on which you can be reached;

Your citizen service number (BSN) and your date of birth;

Your nursing address or the address where you are staying if different from the address given in the personnel information system;

Whether there has been an industrial or other accident and/or whether anybody else is involved;

The possible cause of sickness. Reporting sick whilst at work You must directly inform ProfCare and your line manager or client of your sickness before you go home. The sickness report will then be registered and will count as the first day of incapacity for work. 2.2 Consult your GP If you go off sick you should seek medical treatment from your GP as soon as possible and follow the doctor's instructions. As soon as you have been to our company doctor, the advice given by our company doctor will be the advice on which we base our further action. If there is a difference between the advice of the company doctor and the GP, we may - with your consent - arrange for our company doctor and your GP to contact each other to clarify the situation. 2.3 Urgent summons (to the company doctor) If there is any reason to do so, ProfCare may urgently summon you to the surgery of the company doctor. ProfCare will inform you about this. 2.4 Urgent check-up (home visit) In special situations EasyStaff may, in consultation with the case manager or company doctor, apply for an urgent check by an absence inspector. It must be possible for the inspector to reach you. It is therefore necessary for you to give him the opportunity to visit you. If there are any particulars


affecting the visit (while you are home), such as the doorbell not working or there not being anybody to open the door, you will need to make arrangements to ensure that the inspector can still gain access to your home. You must ensure at all times that that inspector knows where you are if he does not find you at home. 2.5 Changes to your situation You should contact ProfCare as soon as possible if there are any changes to your incapacity situation and/or to where you are staying. 2.6 Staying home For the first seven days after reporting sick you must remain home between 10.00 am and 6.00 pm and be reachable by telephone by the ProfCare case manager unless a different agreement has been made. If there has not been any contact with the ProCare case manager during the first seven days, you should stay home at the address you have given to ProfCare until you have reported your recovery or until you have been in contact with the company doctor of the working conditions service and he has given you permission to leave your home. Once you have received this permission you must however be at home during the following periods for the first three weeks:

huntil 10 in the morning

from 12 to 6 pm in the afternoon. During these times you are only permitted to leave your home for an appointment with the company doctor or your GP or to resume work. If your incapacity for work lasts for longer than three weeks, the obligation to remain home at the times set out above will no longer apply unless a decision to the contrary is made by the company doctor. If you feel that there is good reason to do this, you can ask the company doctor to be exempted from the obligation to remain home at certain times. If your nursing address or the address where you are staying changes you must report this to ProfCare as soon as possible but within 24 hours at the latest. 2.7 Not impeding your recovery During periods of incapacity for work you will be expected to do everything possible to promote your recovery and to cooperate with reintegration. You are obliged to follow the instructions of the company doctor. You must also seek medical treatment within a reasonable time period and following the instructions given by the treating physician. 2.8 Contact with the case manager Reporting sick The first contact (by telephone) takes place on the day on which you report sick. The chart below is applicable to the duration of your employment contract.

Week 1 to week 2 If you are unable to indicate when you will be resuming work, ProfCare will contact you at least once and twice at most by telephone during weeks 1 and 2, and will keep records of these calls with the aim of making an agreement with you on the options available for your return to work.

Week 3 to week 8 There will be one telephone call a week between you and the case manager.

Week 4 An appointment with the company doctor will be scheduled in week 4. This appointment will be scheduled for the 6th week.

Week 6 An action plan will be drawn up in week 6.

From week 7 to 104 weeks


Periodic appointments with the company doctor will be made. The standard frequency for this is once every 6 weeks unless otherwise dictated by the situation. There will be periodic contact once every 4 weeks between you and the case manager.

Week 40 ProfCare will notify the UWV that the employer has been sick for 42 weeks.

Week 51 ProfCare will draw up a first-year evaluation and have you sign this document. If there are any reintegration possibilities at this time, but no options for you to resume your own work (for any reason), then this will serve as the starting point for the commencement of "reintegration track II".

Week 88 You will receive a letter from the UWV Employee Insurance Agency for your application for an unemployment benefit under the Work and Income (Capacity for Work) Act (WIA benefit). It is your own responsibility to make the WIA application and this must be done by week 93 at the latest.

Week 91 ProfCare will carry out its final evaluation around week 91. ProfCare will draw up the final evaluation action plan and have it signed by you. You will be given the necessary documents for the WIA application (current opinion drawn up by the company doctor, copy of reintegration file and other documents). The company doctor will send the medical information directly to you. Subjects including the following may arise during subsequent contact by telephone:

The current situation regarding your incapacity for work;

The anticipated duration of your recovery;

Recovery behaviour;

Reintegration aspects such as adjustments to the work. Keeping doctor's appointments You are obliged at all times to keep appointments with the company doctor. If you are unable to keep the appointment you must contact ProfCare at least two days beforehand. If you have since resumed your work you do not need to keep the appointment unless explicit agreements have been made in that regard. 2.9 Cooperating with the assessment of incapacity for work You are obliged to provide the case manager and company doctor with all the information they ask for and to submit to a medical examination by the company doctor to assess your incapacity for work. 2.10. Working during periods of incapacity for work You require the permission of ProfCare to carry out paid or unpaid work (within and outside of office hours) during your period of incapacity for work. 2.11 Reporting your recovery

Returning to work on your own initiative As soon as you are able to return to work you should do so without awaiting specific instructions in that regard. You do not need the permission or instructions of the company doctor or the case manager to return to work. In this case, too, you should report your recover ProfCare and your client before 10 am.

The company doctor judges that you have recovered If the company doctor judges that you are full or partly ready to return to work, ProfCare will inform EasyStaff of the date on which the work can be resumed. On the agreed day you should report your return to work to ProfCare by 10 am. If you do not agree that you should return to work you can apply to the UWV for a second opinion. Information about this is given at www.uwv.nl. In the meantime, you should resume your work on the stated date of recovery.

http://www.uwv.nl/


You must at all times report your date of recovery directly to ProfCare!

2.12 Holiday or stays abroad during sickness If you wish to stay somewhere else or go on holiday during a period of incapacity for work, you must discuss this with the company doctor or case manager. The company doctor or case manager will decide whether staying elsewhere or going on holiday will impede your recovery or reintegration. You will then need to ask ProfCare to give its approval. Before making its decision ProfCare may contact the company doctor or case manager. 2.13 Reporting sick and recovery during holiday periods Reporting sick during a holiday period must always be followed by a recovery report by way of:

A recovery report during the holiday;

Or a recovery report when you return to work. Reporting sick during a holiday in the Netherlands If you fall sick during a holiday in the Netherlands you should report this to ProfCare using the normal procedure, stating the nursing address or the address where you are staying and the telephone number on which you can be reached. For the first seven days following the sickness report you must remain available to be contacted by telephone by ProfCare. It is possible that you will then be summoned to the surgery of the company doctor at the closest location. Reporting recovery during a holiday in the Netherlands If you recover during your holiday or are deemed to have recovered by the company doctor or case manager, you must report this by telephone to ProfCare as soon as possible but by 10 am on the next working day at the latest. Reporting sick during a holiday abroad if you have the nationality of an EU country If you fall sick during a holiday abroad you should report this using the normal procedure to ProfCare, stating the nursing address or the address where you are staying and the telephone number on which you can be reached. For the first seven days following the sickness report you must remain available to be contacted by telephone by ProfCare. It is possible that you will then be summoned to the surgery of the company doctor at the closest location. Reporting recovery during a holiday abroad If you recover during your holiday or are deemed to have recovered by the doctor, you must report this by telephone to ProfCare as soon as possible but by 10 am on the next working day at the latest. Report to the indicated organisation in that country within three days A doctor at that organisation will issue you with a medical certificate. He or you sends this to ProfCare. This is what to do if one of the following situations applies to you:

You have the nationality of an EEA country or Switzerland and you are on holiday in a country of the EU, the EEA or Switzerland.

You do not have the nationality of a country of the EU, EEA or Switzerland, but live and work in an EU country. You are on holiday in a country of the EU (other than Denmark).

You are on holiday in Israel, Croatia, Macedonia or Norway.

You are on holiday in Bosnia, Herzegovina, Cape Verdi, Morocco, Montenegro, Serbia, Tunisia or Turkey and you have Dutch nationality or the nationality of one of these countries.

Have a medical certificate issued by your treating physician in your holiday country and send it to ProfCare. This is what to do if one of the following cases applies to you:

You do not have the nationality of a country of the EU, EEA or Switzerland, but live or work in an EU country. You are on holiday in Denmark.


None of the above situations applies to you. The countries of the EU: Belgium Hungary Poland Bulgaria Ireland Portugal Cyprus Italy Romania Denmark Latvia Slovenia Germany Lithuania Slovakia Estonia Luxembourg Spain Finland Malta Czech Republic France the Netherlands the United Kingdom Greece Austria Sweden Croatia The countries that are not members of the EU but are members of the EEA, and Switzerland: Lichtenstein Norway Iceland Switzerland Summons to the company doctor's surgery after returning from holiday. Once you return from holiday (even if you have already recovered) you will be summoned to the company doctor's surgery. During the appointment you must hand over a medical certificate or other documents (prescriptions, medicine containers labelled with your name, etc.) in order to demonstrate the incapacity for work that occurred during a holiday period. 2.14 Holiday or stays abroad during sickness If you wish to stay somewhere else or go on holiday during a period of incapacity for work, you must discuss this with the company doctor or case manager. The company doctor or case manager will decide whether staying somewhere else of going on holiday will obstruct your healing process or your reintegration. After that you also need to ask ProdCare for persmission. ProfCare can, before making a decision, contact the company doctor or case manager. 2.15 Cosmetic procedures If you have cosmetic procedures without medical need (that have been confirmed by a doctor), your absence of work is for your own account. This means that cosmetic procedures where there’s no medical need will not be paid by the employer. You can take days off or have unpaid leave. 2.16 Second opinion It’s possible to request a second opinion from another company doctor if the first doctor approves. The first company doctor collects the data for the second company doctor. If a second opinion is requested, it has no suspensive effect of the primary opinion. In other words, the judgment of the first company doctor must be followed up until the second company doctor has decide something else. However, it could take a while for the second company doctor to give a second opinion, because this company doctor first has to collect the data and must study the file before he can make a judgment. 2.17 Preventative consultation You have the right to make an appointment for an occupational health clinic at the company doctor, even where there’s no absence. This can be completely anonymous. You have to submit the application for this consult to ProfCare. 2.18 Expert opinion It’s possible to request an expert opinion from the UWV in case you have doubts about the company doctor’s judgment. The costs for this expert judgment of €100,- are for your own account. You can request an expert opinion for:

- Is or isn’t there incapacity for work? - Is there appropriate work within the organization? - Re-integration efforts of the employee. - Re-integration efforts of the employer.


2.19 Activities and responsibilities during the first and second years of sickness. The employer and employee share responsible for reintegration during the first two years of incapacity for work. ProfCare has a solicited and unsolicited supporting role in respect of both EasyStaff and the employee. The case manager keeps records of the following:

all documents and information relating to the course of the sickness absence;

The number of hours actually worked in the case of partial incapacity for work;

The reintegration activities that have been undertaken. This information is kept in the reintegration file. 2.20 Preventative working conditions consultation You can consult the case manager or company doctor if you have any questions about problems (or imminent problems) concerning health and work before symptoms or absence owing to incapacity for work occur. If you wish to make use of this possibility you can contact ProfCare for an appointment on your own initiative either by telephone (+31(0)575-760009) or by email ([email protected]). 2.21 Contact with ProfCare following the second year of sickness benefits If you complete your second year of sickness under the Sickness Benefits Act, the contact between ProfCare and you will end when you reach the final waiting time date under the Work and Income (Capacity for Work) Act (WIA). If the UWV imposes a penalty because opportunities have not been taken during the 104-week waiting time under the WIA, the contact between you and ProfCare will continue for the duration of the penalty period. 2.22 Termination of temporary and permanent employment contracts If you are still fully or partially incapacitated two years 104 weeks) after the first day of incapacity for work, the part of your employment contract for which you are still incapacitated will be terminated owing to long-term incapacity for work. In the case of full incapacity for work, your employment contract will be fully terminated. 2.23 Additional information about reintegration during the 104 weeks under the Sickness Benefits Act. If during your period of sickness absence it becomes clear that you will not be able to return to your own job owing to sickness or infirmity (substantiated by the company doctor and occupational consultant), EasyStaff will initiate an external reintegration process for you in the context of the Eligibility for Permanent Incapacity Benefit (Restrictions) Act and/or the implementation of the Sickness Benefits Act. You will be obliged to cooperate with this in the context of your reintegration. If it becomes clear that the restrictions caused by sickness or infirmity are of a permanent nature and that as a result of these restrictions there are no usable options for you to carry out suitable work on a long-term basis, then an early application will be made to the UWV for a medical examination in the context of the WIA. Taking account of the statutory provisions in this regard, this means that benefits can be applied for after 13 weeks of incapacity for work (calculated from the 1st day of sickness) to 68 weeks of incapacity for work. You are also obliged to cooperate with this under the statutory requirements. 2.24 Consequences of failing to comply with the sickness absence regulations (penalties) You are entitled to the continued payment of your salary if you are unable to work owing to sickness. EasyStaff will base its approach on the assessment of the company doctor and/or the case manager. EasyStaff is authorised to impose a penalty if an employee, without any valid reason, breaks one of the rules laid down in this protocol, such as:

Reporting sick late, see 2.1;

Not being home for a check-up, see 2.6;

Failing to return the personal statement;

Failing to appear or appear on time for a doctor's appointment without any valid reason;

Reporting sick when not in fact sick.


Based on the seriousness of the violation the penalty can range from a warning or a deduction of all or part of the salary or suspension of the salary or dismissal. 2.25 Payment of sick pay: Following the sickness notification there is a 1-day waiting period during which no salary is paid. If you have a contract for a fixed number of hours, the sick pay will be based on this number of hours. If you have a variable hours contract, the sick pay will be based on the average number of hours that you worked 13 weeks prior to reporting sick. During the first year of sickness 91% of the gross salary will be paid as sick pay. During the second year of sickness 80% of the gross salary will be paid as sick pay. The salary over the period of sickness (for temporary employment contracts without a temporary employment clause in phase A, B or C) will be paid out two weeks in arrears. If you have a variable hours contract, the sick pay will be based on the average number of hours that you worked 13 weeks prior to reporting sick. If you have not worked during this 13-week period, this will none the less be included in the calculation of the average. If you have not yet been employed for 13 weeks, the average will be calculated from the commencement date of your employment contract. 2.26 Conflict The employer and employee can both signal a conflict. If one of them considers there’s a conflict that obstructs the work, then there’s a labor dispute. This means that this issue must be discussed or resolved. Notification and acknowledgment of the conflict In case of a conflict, you can make a report to your supervisor at EasyStaff or at ProfCare. A conflict is not a reason for reporting sick. An exploratory conversation by those involved can prevent the conflict from getting worse (sometimes rapid interventions can prevent deterioration of the situation). By responding quickly and adequately to a conflict report, conflicts are prevented from ending up in absenteeism. If you do report sick as a result of a conflict, a request will be made to the company doctor to make a statement as soon as possible about whether illness is the cause of the absence.


3. Protection of privacy Both EasyStaff and ProfCare work in accordance with the guidelines of the Dutch Personal Data Protection Act (WBP). All employees of EasyStaff have the right to be treated with due care by managerial staff and external agencies (such as ProfCare) and all of their confidential and personal information must also be treated with due care. Employees have the right at all times to view the information given in the medical file. The company doctor of ProfCare is subject to doctor-patient confidentiality. The case manager of ProfCare is subject to a duty of confidentiality derived from this. Consultation between EasyStaff and the company doctor and/or case manager of ProfCare is confined to the possibilities and restrictions of your return to work without any medical information about you being exchanged unless you have given permission for this to be done. ProfCare will never disclose medical and/or other personal data to third parties (such as the client, insurers or lawyers) without receiving your written authorisation to do so.

4. Amendments to the Sickness Absence Regulations The most recent copy of the sickness absence regulations is available at www.easystaff.nl and/or Mijn Easystaff. It is important for you to download a new copy for each period of sickness.

5. Important addresses and telephone numbers Visiting address: Hanzeweg 5 7418 AW Deventer Postal address: PO Box 75 7400 AB Deventer Telephone: +31 (0)570- 85 05 20 Email: [email protected]

www.easystaff.nl Telephone number and email address of ProfCare (for sick and recovery reporting): Telephone +31 (0) 575 -760009 Email: [email protected]

mailto:[email protected]

mailto:[email protected]

sickness absence regulation easystaff · sickness absence regulations easystaff & profcare b.v....

Documents