If you have seen a vacancy that suits you, Please respond via the application option on our website. Would you like to know more about us or about the vacancy? Then call us, we are looking forward to pass more details. Our phone number is 0492-558833.

As an agency, we are a member of the NBBU: the Dutch Association of Intermediary and Temporary Employment Agencies (Nederlandse Bond voor Bemiddelings- en Uitzendondernemingen). We also comply with the quality mark of SNA (Association for Work Normalizing). In order to meet these requirements, we are regularly audited by means of an inspection at our office. We consider this membership and this quality mark to be very important, because we want to be a reliable temporary employment agency for both our flex workers and our clients.

Probably you have already sent your CV via the website or by e-mail. If you haven't already done so, bring a copy with you. If you have relevant diplomas/certificates, please bring them (or a copy of them) with you.

We hope that you will trust us and we are open to all your questions, comments and complaints. You can also find a lot of information on the website of the Dutch Association of Intermediary and Temporary Employment Agencies (NBBU), of which we are a member. The Collective Labour Agreement app is also a good source of information for you. You can also contact the SNCU (Foundation for Compliance with the Collective Labour Agreement for Temporary Agency Workers). Many questions are also answered on their website. If you suspect that something is wrong, you can report this to them.

You can change your details yourself using the login details you have received from us. If you have lost the login-details or if you need help, send us an e-mail or call us.
If any of your contact details changes while you work for us (e.g. your address or phone number), please let us know by phone or e-mail.

Because Technodeal is a member of the Dutch Association of Intermediary and Temporary Employment Agencies (NBBU), we use the phase system.
Phase 1 lasts 26 weeks. Phase 2 lasts 52 weeks.
These contracts exclude the obligation to continue to pay wages. So when you work, you get paid for the hours you actually work.
An unlimited number of contracts may be entered into in phases 1 and 2.
If the work stops (end of the assignment), the employment contract with the agency will also stop immediately.
Legally, if you're sick, your Phase 1 and Phase 2 contracts stop. However, this does not mean that you will not be paid.
You can read more about this under "I'm sick, what should I do?"

Phase 3 lasts up to 4 years and during this period Technodeal is allowed to give you a maximum of 6 fixed-term contracts.
Phase 4 is an open-ended contract. (A permanent contract)
If there is an interruption between 2 contracts of more than 6 months, you start again in Phase 1.

Temporary agency workers who are 21 years of age or older and who have worked at least 26 weeks for one employment agency are entitled to a basic pension from the StiPP Fund.
You will remain in the Basic Scheme for a maximum of 52 working weeks.

If you continue to work longer, you will become a member of the Plus Scheme.
The difference is that under the Plus Scheme you will contribute to your own pension as well.

If you have worked for another temporary employment agency and have accrued pension there, please report this to Technodeal. Then we can continue with your pension accrual right away.

For more information see https://www.stippensioen.nl/

In order to determine your wages, we have to use the Collective Labour Agreement of the client hiring the employee. The CLAs differ per client / sector.

We are obliged to ask the hiring company what they pay to their own/permanent staff. It's called the hirer's remuneration.

The purpose of the hirer's remuneration is to ensure that the temporary agency worker earns and actually receives the same wage as the hirer's other employees who perform the same work and are paid in accordance with the hirer's Collective Labour Agreement.

Companies can only deviate from this rule in a way that is advantageous for the employee. Some companies therefore have their own wage structure.

For some clients, the client decides what you can earn and make an offer to you. Sometimes the wage is discussed with the temporary employment agency at a later meeting after the introductory meeting.

All our contracts are subject to the CLA of the NBBU (Dutch Association of Intermediary and Temporary Employment Agencies). On this page you will find more information about this: https://www.nbbu.nl/thema/nbbu-cao/. The CLA of the NBBU is also available as an app. Download it from the Google Play or App Store. This way, you always have all the latest information available. In case of questions you can always contact us!

If you have a Phase 1 or 2 contract, you have no notice period. You can stop immediately, but the client can also decide that the work stops immediately. In principle, a Phase 3 contract cannot be terminated prematurely by the employer and also by the employee.

If you are ill, you must report your illness personally to the company where you work before working hours and also to Technodeal (at 0492-558833) before 09:30 a.m. Sickness reports via WhatsApp, e-mail, etc. and via family/colleagues will not be accepted. If you get ill at work, report it to your manager and to Technodeal.

The first 2 days of illness are waiting days. From the 3rd day of illness, you will receive a sickness benefit from the Employee Insurance Agency (UWV), which amounts to 70% of your daily base wage used to calculate the benefit entitlement. In addition, you will receive a 20% supplement from Technodeal for the first 52 weeks.

As soon as you feel fit enough to go back to work, we expect you to report your recovery to Technodeal. It is also important that you inform that you can resume the work partially or you can carry out modified work.

You can choose to receive your wage once a week or once in 4 weeks. We pay with one week delay. This means that there is always a week between the working week and the week we pay out (on Monday morning). For example: if you work in week 1, we will transfer your first wage on Monday of week 3. If you have opted for a payment every 4 weeks, you will work, for example, in week 1, 2, 3 and 4 and we will transfer your wage on Monday of week 6.

Since there is new privacy legislation in force, we are no longer allowed to send these documents by e-mail. We use the flexwrapp app of Easyflex. For this you will receive a login code from us. This allows you to create an account and log in to the website http://www.flexwrapp.com/. You can also download and install the app on your phone from Google Play or Apple store.

Of course you'll be paid for your overtime work. First of all, it is governed by the Collective Labour Agreement that the hirer applies. The overtime percentages are taken from this CLA. There is also a possibility to convert overtime hours in paid time off, which we call paid time off in lieu of overtime work. So you can take these hours as time off hours.

That's very common. The amount of this reimbursement depends on the CLA that the hirer applies. Different rules may be applicable in this respect in each collective agreement.

As a temporary employee with Phase 1 and 2 contract, you build up provision that you can use for holidays and short-term absence. You also accrue 8% holiday bonus over the gross salary of your hours worked. The holiday bonus is paid out in the month of May. This is the standard option that we use. At the temporary agency worker's request, the holiday bonus may be paid earlier if the holiday period is at least five consecutive working days. In the case of an agency work employment contract with agency clause (i.e. in case of almost all phase 1 and 2 contracts with us), holiday bonus can even be paid out on a weekly basis.

In phases 3 and 4, you do not build up a provision for short-term absence. You will then be entitled to continued payment of your wages (paid leave) (which is subject to specific legal rules). On your last payroll specification you can see the rights have you built up in total per type of leave.

If you normally have to work during a public holiday, you will receive holiday hours for that day. You don't need to build up a provision for that from contract in phase 1 onwards.

A pay slip looks different in every company. We can imagine that that can be quite difficult. If you have questions or you just want a good explanation about your payslip, ask us. That works best!

Do you think there is something wrong with your pay slip, for example an arrangement on hourly wages, reimbursement or number of hours worked? Then just contact us. We'll check that out for you. We try not to make mistakes in payslips, but it's still human work.

This is a levy that is deducted from the wage that is further transferred by the employer to tax authorities. Think of wage tax and statutory social insurances (such as health insurance, unemployment insurance, pension insurance, etc.) This explains for the most part the difference between the gross and the net wage.

If you have work less than the number of agreed hours, then the hours that you haven’t been working will, in principle, be treated as your holiday hours (provided that you have built up sufficient balance of holiday hours available). 
If you don't want us to do that this way, let us know. 

The holiday bonus is paid out always in the month of May.

If you need a few days off (a short-term absence) or a special leave, then in phases 1 and 2 of your contract you can use your short absence hours, possibly supplemented by hour of your annual holiday leave.

If you have a phase 3 contract, please contact us to discuss what kind of special leave/short absence is involved and how many hours would be applicable in that case.

 At the end of your employment, all outstanding provisions will be paid to you.

You can have your wage paid on a weekly basis (which is very common among the employees), so you don't have to wait long for your first wage. You will receive your first wage on the Monday of your 3rd working week.

Have you just started and are you really short of cash or do you have an unexpected expense? If so, we can and do help you in exceptional cases. An advance will then be deducted from your next wage and paid to your bank account (we will agree on the amount together). We never pay in cash (this is not allowed)!