Anti-discrimination policy FlexToday

General starting point

The business operations of FlexToday BV aims to give job seekers a fair chance at work, regardless of age, gender, marital status, sexual orientation, life, political or religious beliefs, race, ethnic origin or nationality.

In recruitment and selection, job seekers are treated equally because they are only assessed on criteria that are related to the job. Job seekers are treated equally by internal employees for FlexToday as temporary workers who FlexToday are intended to be placed with external parties/customers.

Goal

The purpose of this policy is to be clear and transparent to employees and third parties about:

  1. What FlexToday BV understands discrimination/discriminatory requests as;
  2. What is the position of FlexToday BV with regard to discrimination/discriminatory requests;
  3. Action by the employees:
    • What is expected of employees in terms of how they act during their work, in particular in the work (in support of business activities) surrounding recruitment and selection;
    • Where the employee can go for consultation and/or a report;
  4. Employer responsibilities.

1. Definition of discrimination

Discrimination means making a direct or indirect distinction between persons on the grounds of age, gender, marital status, sexual orientation, life, political or religious beliefs, race, ethnic origin or nationality.

Discrimination is also explicitly understood to mean responding to requests from clients to make a distinction between persons during recruitment and selection on the basis of criteria that are not necessary or relevant for the proper performance of the position.

2. Position of FlexToday BV

  1. FlexToday BV rejects any form of discrimination.
  2. Requests from clients to take certain criteria into account during recruitment and selection will only be honored if there is objective justificationThere is objective justification if the selection based on the requested criteria:
    • A legitimate purposeThis means that there is a good -function-related- reason to select on the basis of the relevant criteria during recruitment and selection (an example of a legitimate purpose is safety);
    • Results in achieving the legitimate purpose, the means is suitable to achieve the goal;
    • Is in reasonable proportion to the objective, There isproportionality to the objective;
    • Necessary because there is no other, less discriminatory way to achieve the goal, is metthe necessity criterion.
  3. FlexToday BV does not tolerate employees being treated discriminatorily by third parties. Employees are also understood to mean employees who perform work under the direction and supervision of a hirer.

3. Action by the employees

  1. Employees have their own responsibility to be alert to requests from clients that are discriminatory in nature, to recognize such requests and to ensure that no cooperation is provided.
  2. If the employee has any doubts about whether or not there is an objective justification for a request from a client to take certain criteria into account during recruitment and selection, or has questions about how to handle a request, the employee can contact the manager for consultation.
  3. If the employee notices discrimination and wants to raise the issue, report abuses or misconduct and/or has a matter of trust, the employee can contact the manager. If this does not lead to a satisfactory result for the employee, the employee can contact his contact person at FlexToday BV

4. Employer Responsibilities

FlexToday BVis responsible for:

  1. Creating a safe working environment where people treat each other with respect, there is room for constructive consultation and unwanted behavior in any form is prevented and addressed;
  2. The recognisability and implementation of this anti-discrimination policy. This includes ensuring that employees:
    • be informed about and familiar with the policy. This is achieved in the following way: by organizing an information meeting and periodically discussing this theme in work meetings (permanent agenda item).
    • have received good instructions on how to recognize discrimination and discriminatory requests. This is achieved in the following way: by organizing an information meeting and periodically discussing this theme in work meetings (permanent agenda item). For this purpose, employees also receive the guidelines upon entering employment werkjijmeezegnee.nl of the ABU, which are reviewed in detail and periodically (twice a year) discussed and tested by the branch manager (during the branch manager meeting) and subsequently by the branch manager with the employees of the branch.
    • be prepared for the situation in which they are confronted with a discriminatory request and know how to conduct and reverse the conversation with clients.
  3. Borrowers will be informed (annually) by means of a newsletter that FlexToday BV conforms to this policy. If the situation occurs at a hirer, a customized approach will be used (incl. written registration) which in the extreme sense can lead to the end of the collaboration.
  4. This policy will be available on the website of FlexToday BV https://flextoday.nl/downloads/
  5. The evaluation and adjustment of the current policy. The establishment manager and management have a conversation about the content of the policy at least once a year and adjust it if this appears to be necessary based on practical experience.

5. Security

  1. The Research Factory carries out research on behalf of FlexToday throughout the year, mystery calls are made to our branch. We do this to keep ourselves on our toes. These conversations are recorded and can be listened to by management. If a discriminatory request is complied with, the employee and the manager are contacted to discuss this. The results are monitored and published internally every quarter.

6. Complaints procedure

  1. Have you encountered discrimination during your work through us?
    Report this immediately to your contact person at the branch where you work!
    In your opinion, your report is not being handled properly, please let us know via this form to us. Your report will then be picked up by our confidential advisor and you will be contacted.
  1. If there are temporary workers who report complaints or questions about the discrimination policy, they can also send an email to complaint@flextoday.nl or contact the External Confidential Advisor for Undesirable Conduct and Integrity by telephone:
    Stijn Arts (Familiar Conversation)
    +31 (0)6 23 28 62 93
    info@vertrouwdspraak.nl - trustedconversation.nl
  1. Complaints or comments can also be submitted via the website. https://flextoday.nl/klachtenformulier/

7. Handling complaints and/or disputes

  1. The employment agency and the temporary worker can submit a dispute to the Disputes Committee about:
    • the implementation or application of this collective labour agreement;
    • the determination of suitable work; or
    • the job classification in the event of application of the collective labor agreement remuneration.
  2. The temporary worker reports a dispute as referred to in paragraph 1 sub a. and c. to the employee of the temporary employment agency and goes through the following steps:
    • The temporary worker will consult with the employee of the temporary employment agency within three weeks to arrive at a suitable solution.
    • If no solution is reached, the temporary worker can submit a complaint to the employment agency within four weeks, which will then make a decision within three weeks.
    • If the temporary worker does not agree with the decision of the temporary employment agency, he can submit the dispute to the Disputes Committee within four weeks.
  3. In the event of a dispute regarding the determination of suitable work as referred to in paragraph 1 sub b., the following steps shall be taken:
    • The temporary worker will consult with the employee of the temporary employment agency within one week to find a suitable solution.
    • If no solution is reached, the temporary worker can submit a complaint to the employment agency within one week, which will then make a decision within two weeks.
    • If the temporary worker does not agree with the decision of the temporary employment agency, he can submit the dispute to the Disputes Committee within two weeks.
  4. The committee regulates its working methods in regulations. These regulations also stipulate the composition in which the committee can handle a dispute. The regulations of the Disputes Committee can be consulted at www.abu.nl/www.nbbu.nl.

Thus established by the management, dated June 2025