The terms of employment and legal status of employees is specified in the CAO of Dutch Universities. 

If agreements have been made in the Collective Labor Agreement for Dutch Universities that require further development at the local level, this is done by the Local Consultative Body. The LCB developes (implementation) regulations that apply only to our university. These regulations specify the rights and duties of individual employees. They can only be implemented or modified if the majority of the unions represented in the LCB agree to such an modification.

Some of the regulations that have been agreed on in the Local Consultative Body are:

• GROW Regulations (Conversations on Performance, Development and Well-being)
• Redeployment regulation

If there is an (intended) organisational change, the LCB is informed. The reason and purpose of the change, as well as any potential legal implications, are also reported. On the basis of the CAO for Dutch Universities, the LCB then assesses whether this constitutes a reorganisation and determines whether a social plan is required. If so, the LCB and the Executive Board must reach an agreement before it can be finalised.

The Executive Board informs the LCB at least once per year about general developments at the University and future expectations. This could relate to:

• overview of the personnel budget;
• existing workforce;
• expected employment developments;
• use of fixed-term employment contracts;
• use of third-party labor;
• the quality of the conducted GROW interviews.

Other issues, such as workplace safety, working conditions in the broadest sense, age-conscious personnel policy, professionalisation policy, workload and working atmosphere are also topics of discussion in the Local Consultative Body.