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Hearing and Improvement Opportunity Prior to Dismissal in Zoetermeer: Employee Rights

The hearing and improvement obligation (art. 7:672(2) BW) provides employees in Zoetermeer with an opportunity to defend themselves before dismissal. Discover obligations, local exceptions at Zoetermeer companies, and consequences of non-compliance for valid procedures.

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Hearing and Improvement Opportunity Prior to Dismissal in Zoetermeer: Employee Rights

In Zoetermeer, with its thriving economy around the Stadshart and innovation parks such as the Business Park, employers must hear the employee before dismissal (art. 7:672(2) BW). This provides an opportunity for explanation and improvement, crucial for valid termination by local employers such as in the IT sector or retail.

What is the Hearing Obligation in Zoetermeer?

Employers in Zoetermeer invite the employee to a meeting at the office or in the Stadshart, inform them about the intended dismissal and the reason. The employee may defend themselves and be assisted by a trade union or lawyer from the region, for example via the Juridisch Loket in Zoetermeer.

Improvement Opportunity in Case of Poor Performance

In case of poor performance (a-ground), an improvement trajectory is mandatory: documented in writing with goals and deadlines (art. 7:669(3) BW). In Zoetermeer companies, a minimum of two months applies, with interim evaluations, often linked to local training via the ROC Mondriaan.

Exceptions

  • No hearing obligation in case of urgent dismissal or employee resignation, such as seasonal work in the Buytenpark.
  • For UWV permission in Zoetermeer: hearing obligation prior to the application at the UWV office in the region.

Consequences of Non-Compliance

Termination null and void; employee may claim continued payment of wages or seek dissolution with compensation from the sub-district court in The Hague, which strictly checks compliance in Zoetermeer cases.

Practical Examples from Zoetermeer

In case of illness: demonstrate relocation plan within the network of Zoetermeer companies. In case of conduct: issue prior warnings, such as in hospitality in the Stadshart. Document everything for evidence in local proceedings.

Employees: use the meeting to propose alternatives, such as retraining via regional funds. Employers: comply with the hearing obligation for risk-free termination in Zoetermeer. (248 words)

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