Second-Track Reintegration
Reintegration office in Hoofddorp
When it becomes clear that an employee will not be returning to their own role, the search for suitable work with another employer begins. Care4Careers guides that process from Hoofddorp, with a dedicated coach for the employee and a case file built to meet the requirements of the Gatekeeper Improvement Act.
Trusted by organisations that invest in their people
What the second track involves
Finding suitable work with another employer, supported by a carefully built case file
When returning to the employee's own role proves unachievable and no suitable alternative position is available within the organisation, the second track comes into play. The employee then explores which activities remain feasible, builds up their capacity step by step and orientates towards work with another employer. The structure of a second track programme is described in detail elsewhere.
For the employer, this involves more than meeting the statutory obligation. Starting on time gives the employee more room to explore the options and reduces the risk of a wage sanction from the UWV at the gatekeeper assessment.
Our office
Second-track reintegration in Hoofddorp and nearby
Our Hoofddorp location is on Opaallaan, in Beukenhorst and minutes from Schiphol. The picture is set by aviation, logistics and professional services, with international head offices clustered around them. That has one consequence rarely seen elsewhere: the language you worked in partly decides which employers are open to you. That is a question people rarely ask themselves until they start looking.
About Hoofddorp
Good to know about Hoofddorp
English is no exception here
If you have mainly worked in an international environment, it can be useful to have both a Dutch and an English version of your professional profile. Which version you use depends on the role and organisation you are approaching.
Living and working diverge here
A large share of the people working at and around the airport live elsewhere in the Randstad. Their local network is often smaller than their years of service suggest, and it is spread across several towns.
Aviation moves in cycles
Ground handling, cargo, catering, maintenance and security all track flight numbers. When those drop it hits several employers at once, and the search area widens beyond the airport of its own accord.
Opaallaan, in Beukenhorst
A few minutes from Hoofddorp station, with space for the car at the door. Sessions can also run entirely on screen. If you would rather skip the trip, you join digitally.
What the programme looks like
From intake to aftercare, step by step
Below is the route the employee follows, from the first conversation through to aftercare. Together these steps form the second track programme, with the content differing per situation and the recording following the Gatekeeper Improvement Act.
Intake meeting and situation overview
Before anything is recorded, the coach and the employee talk at length. What is medically possible according to the company doctor, what work did the employee do, and which direction do they see for themselves? If they work in an English-speaking environment, we hold that conversation in English. The resulting action plan aligns with the requirements the UWV sets.
Capacity analysis & occupational health assessment
Using the FML and the additional medical information, we establish which work remains feasible. Around the airport the distinction between the activities and the working hours is often decisive: irregular shifts may fall away while the tasks themselves remain possible. That distinction returns in the goals of the reintegration plan and in the monthly report.
Career scan & personal coaching
We then turn to the employee themselves. Through assignments, tests and conversations it becomes clear which skills they bring, which work gives them energy and where their limit lies. This results in a search profile, in two languages where needed, with which they can approach employers outside their own organisation.
Labour market exploration & job matching
With that profile we enter the market. The search area is not confined to Haarlemmermeer, because many employees around the airport live elsewhere in the Randstad and that whole region is within reach. If the move proves too large in one step, we use a work experience placement as an intermediate stage.
Active job search & network approach
The employee now makes real contact with companies, including without an open role. CV and profile are set to the target group and conversations run through beforehand; with international employers that happens in English. Which steps were taken comes up weekly.
Aftercare and sustainable placement
Once the employee has started, the guidance continues for a further two months. That period leaves room to discuss how settling in is going and whether the workload in practice matches what was agreed. At the same time we complete the file and the reintegration report goes to the UWV.
Our approach
Four questions that form the basis of the case file
In practice, a second track rarely stalls because of the employee's commitment. More often, the file lacks a substantiated answer to one of these four questions.
What is the employee's current capacity for work?
This question should be answered through an assessment rather than an estimate. The occupational health assessment establishes which activities are feasible and forms the starting point for every subsequent step.
Have all internal options been fully explored?
A head office or ground handling company generally has more roles than any single manager can oversee. It is important to review those options systematically and to record which were considered and why they were not suitable.
Where can the employee rebuild their capacity?
Building capacity works best in a genuine working environment. A period in a work experience placement shows which activities prove sustainable in practice, and that period counts towards the reintegration efforts.
What are the consequences of an incomplete file?
A negative assessment leads to an extension of wage payment, up to a maximum of one additional year. The financial scale of that is worked out at the cost of a wage sanction.
What we are working towards
The employee has been placed in a role that falls within their capacity, and the reintegration report demonstrates that every step was taken in good time and with proper substantiation.
Aviation, logistics and business services
Why employers in Haarlemmermeer work with us
The labour market around Hoofddorp is shaped by aviation, logistics and business services. Long-term absence occurs regularly in these sectors, and a carefully structured second track then becomes important.
A search area that matches the region
Many people working around the airport live elsewhere in the Randstad. We take this into account when defining the search area, so that the search is not unnecessarily limited to the municipality.
Guidance in Dutch or in English
English is the working language at a number of employers in this region. Let us know which language the employee speaks when you submit your request, and we will match the guidance accordingly.
Attention to working hours and shift patterns
With shift work and irregular hours, it regularly turns out that the activities themselves remain feasible while the hours do not. We advise recording this distinction explicitly in the occupational health assessment, as it determines which roles qualify as suitable work.
A case file that keeps pace with the programme
Conversations, applications and interim results are recorded as they take place. This means that at the gatekeeper assessment it is clear which steps were taken and what they produced.
Questions from employers
What employers in Haarlemmermeer put to us
When should a second track begin?
Earlier than most employers expect. The first year of absence is the formal reference point, but in practice the programme can already be running as soon as the company doctor considers a return to the employee's own work unlikely. The duration of a second track programme sets out how much time the phases require. A generous run-up makes careful work possible.
What does a second track programme cost?
The price follows from two things: how long the programme runs and which components it contains. A quotation setting out those components and the corresponding amounts is provided before the first appointment is made. The introductory conversation itself is free of charge.
Our employee works shifts. What does that mean for the programme?
It may in fact widen the search area. In this region it is common for the irregular hours to be the obstacle while the activities themselves remain feasible. Have this distinction recorded explicitly in the occupational health assessment, as it determines which roles count as suitable work.
The employee mainly speaks English. Is guidance still possible?
Yes. In the international working environment around the airport, English is the everyday working language for many employees. Let us know which language applies when you submit your request and we will match the coach accordingly. If you would like to know what to look for when selecting a provider, read choosing a good reintegration agency.
Where is Care4Careers in Hoofddorp?
Opaallaan 1180, 2132 LN Hoofddorp, in the Beukenhorst office district. Mention that you are coming and we reserve a coach who has read your question.
Which places are covered?
This area takes in Schiphol, Nieuw-Vennep, Badhoevedorp, Aalsmeer, Amstelveen and Haarlem, with Amsterdam twenty minutes off.
Not seeing your question? Put it to us in a conversation without obligation, in English if you prefer.
Contact with your coach
Reintegration coaches in Hoofddorp
The employee works with a dedicated coach throughout the programme, and as an employer you have a single point of contact. This keeps the guidance and the reporting aligned at every stage.
Reintegration near Hoofddorp
Second-track reintegration throughout Noord-Holland
Employers in Nieuw-Vennep, Aalsmeer and Amstelveen can count on the same support.
From this office we also provide outplacement in Hoofddorp and career coaching in Hoofddorp. All towns are listed at our locations.
Care4Careers location Hoofddorp
How can we help you further?
In the form, let us know how long the absence has lasted so far and which steps have already been taken. We will get in touch with you as soon as we can. A meeting at our office on the Opaallaan is arranged by appointment.
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