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Tailoring the right to training leave The case of Belgium

This article discusses the benefits and criteria for paid educational leave in Belgium, highlighting the need for targeted training and increased rights for part-time and temporary agency workers.

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Tailoring the right to training leave The case of Belgium

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  1. Tailoring the right to training leave The case of Belgium Thessaloniki, 6th juni 2011 Piet Van den Bergh

  2. Paid educational leave • = Betaald educatief verlof / Congé-éducation payé • = Training leave for the employee • Number of hours salary guaranteed (max. 120) • Salary cost compensated by fund • = also used for vocational training • Employers / sectoral joint committees organise trainings • Salary cost compensated by fund

  3. Social partners recognise the need for training Since 1999-2000 agreement on national level 1,9 % of salary cost should be dedicated to training 50 % of employees should participate System of “Paid educational leave” is one of the instruments with the double (implicit) objective

  4. Paid educational leave • = Training leave for the employee • Criteria for courses (e.g. weekend, evenings, …) • Negative lists (e.g. Floral Design) • = also used for vocational training • In principle same criteria apply • Training courses can also be recognised : • by sectoral joint committees • by federal joint committee on paid educational leave

  5. Trade unions • Double goal  acceptance by all parties • “Vocational training” part is already well targeted • by joint committees • “Training leave” part should be more targeted • Increase hours of training leave for employees without • degree of secondary education (120 => 180) • Give rights to all part-time workers • Temporary agency workers

  6. Thank you for your time! pvandenbergh@acv-csc.be

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