Administration
Manager login NMBRS
Apart from your personal NMBRS login (where you can view your own payslips, etc.), you also have a manager login. This login is based on your Guidion email address instead of your personal email address, and you can sign in with single-sign-on. This manager login allows you to see your team members and all the information about your team members, such as addresses, salaries and employment contracts. You can report them sick or recovered.
New employment contract
You will draw up the employment contract for your new team member yourself, using the fillable PDF. This tool is fairly straightforward and self-explanatory. If you have any questions while using it, please contact People for assistance.
We typically work with a 7-8-12 months system at Guidon, so the first contract will be for 7 months with a probation period of 1 month;
This chain of contracts continues if an employee has worked for Guidion before within the past 6 months (working as an intern does not count);
Pay attention to the end date: ‘to (tot en met)’ means including that date and ‘until (tot)’ means excluding that date;
You can find the hourly wages for on-call colleagues here.;
The contract is usually not checked because the format is pretty error proof. If you have any doubts however, please send the contract to salaris@guidion.net to let People do a check. Take into consideration that this may take some time;
Time to sign! You can do this together at the Guidion office or digitally via Signrequest. Whichever you decide, make sure to create a festive moment and celebrate!
When you have the signed contract, you can complete the application package and upload it in the People & Culture portal. The application package consist of:
An application form (on this form you can already fill in the right department, manager and cost centre);
The signed contract;
A copy of the front and back of identification (ID/passport). A driver’s license is not sufficient.
Extending employment contracts
When a contract expires you get an automated email signal 60, 40, 35 and 1 day(s) in advance. Let People know you want to extend the contract and:
You will draw up the extension contract for your team member yourself, using the fillable PDF tool . If you have any questions while using it, please contact People for assistance;
We typically work with a 7-8-12 months system for on-call contracts at Guidon, so the second contract will be for 8 months, the third contract for 12 months and a fourth contract for an indefinite period of time.
Pay attention to the end date: ‘to (tot en met)’ means including that date and ‘until (tot)’ means excluding that date.
You can find the hourly wages for on-call colleagues here.
The contract is usually not checked because the format is pretty error proof. If you have any doubts however, please send the contract to salaris@guidion.net to let People do a check. Take into consideration that this may take some time.
Time to sign! You can do this together at the Guidion office or digitally via Signrequest. Whichever you decide, make sure to create a festive moment and celebrate!
We are obliged by law to take the period of notice into consideration (1 month). The contract should be sent to the employee before the period of notice starts.
Send the signed contract to salaris@guidioin.net before the 22th of the month.
Termination of the employment contract
Go to the People & Culture service portal to make notice of this via the ‘Exit Employee’ ticket at least 30 days in advance. In this way the exit is guided in a proper way (aka the final salary payment is done in the right way, IT licences are ended on time, etc). Together we keep everything GDPR proof.
Attach the resignation letter (if a colleague takes notice) or the notice of termination by Guidion (‘aanzegging’).
Other personal changes / administrative changes
When your team member changes teams or cost center, go to the People & Culture service portal to make notice of this via the ‘Mover’ ticket. You can state all the necessary changes for IT and People in this ticket. Administrative changes will be applied from the 1st of the (following) month;
If your team member gets a new manager (and is not changing teams) please send an email to salaris@guidion.net so that the new manager can see all the details of the employee and signals about contracts or reflection formats go to the right manager;
For any other changes concerning the correct payment of salary (like corrections, or new contracts): send an email to salaris@guidion.net. Make sure to do this before the deadline so we can make sure that all colleagues get their correct salary on time. If you want to make an hourly wage change, please discuss it with Anna.
The deadline for mutations of on-call colleagues: 22nd of the month before 12 a.m. If you send mutations after the deadline, they will be processed in the following month.
Approval of shiftplanning
Each month you have to approve the hours of the on-call workers. Deadline: for approval of shiftplanning schedule hours: 1st of the month before 10 a.m. If you have not approved the hours on time, they will not be paid due to our dependence on an external payrolling company. The hours that are approved after the deadline will not automatically be paid the next month without any notice, because they require a manual correction. You can request a correction for the next month via salaris@guidion.net.
Go to Shiftplanning and log in. On the left side you will find a button 'Check Shift Approvals'. Here you will find all the shifts of your teammembers that have not approved yet.
Struggling? Ask your People support!
Register sick leave and recovery
You register the absence of your team members due to sickness in NMBRS. In this way the Arbodienst noticed on time and we can meet our responsibilities in the “poortwachter traject”. Besides that, you receive a signal when a colleague is sick 3 times or more in 12 months, which we call “frequent verzuim” and is a good reason to check if someone is ok.
Go to NMBRS and use your 'manager login'.
After you have logged in, you go to the team member it concerns and click on "Verzuim" and you will see a pop-up.
This pop-up is pre-filled, check if the first day of sickness is correct and how much percent someone is sick.
In the comments field you don't have to fill in anything, often it is actually better to fill in nothing at all, because we are not allowed to register medical information according to the law.
The first two days of illness of an on-call worker count as waiting days (wachtdagen). This means that an on-call worker does not receive payment for the first two days that he/she is on sick leave. You must also register this.
Go to Shiftplanning/Humanity
Click on the shift that the on-call worker did not work due to illness
Click on the department in the left top of the block that now opens
Now click on the shift that applies; 'department' waiting days (wachtdagen) if it is the first two days of illness and 'department sick pay' (ziek uitbetalen) after these two days.
If your team member is ill for more than two days and is still scheduled to work. Then you can set these hours to 'sick pay' (ziek uitbetalen).
This is done in the same way as registering waiting days. But instead of clicking on 'waiting days' (wachtdagen) you click on 'sick pay' (ziek uitbetalen).
If your team member is ill for more than two days (and isn't scheduled), please contact your People Support what to do.
As soon as your team member can (partially) work again, don't forget to report your teammember (partially) recovered in NMBRS.
Go to the sickness registration in NMBRS via your manager login
Click on "herstelmelding" (recovered) or "gedeeltelijke herstelmelding" (partitially recovered) depending on the situation. You will see a pop-up.
Check if the last day of sickness is correct and click 'opslaan' (save) and you're done!
WAB
On 1 January 2020, the 'Wet Arbeidsmarkt in Balans' was introduced. The purpose of this Act is to narrow the gap between permanent and flexible contracts. Contact your People Support get informed about this, and understand what it entails.