In our previous newsletter we have de Unie- informed members about the progress of the collective bargaining until then. Since then, we have consulted Philips a number of times to make agreements that are acceptable to all parties.
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Despite the conversations that took place in a constructive and good atmosphere, Philips ultimately submitted a total package as a final offer / end result to De Unie for a new collective labor agreement. Read the result here. According to Philips, there is no longer any room for making agreements that would cost more financially than in the end result.
The difference between our initial commitment and the final offer / end result is mainly in term and the wage offer 1,3% as of July 1, 2021 and 2% as of 1 July 2022 for a collective labor agreement of 26 months. A minimum increase (floor) of € 400 in 2021 and € 600 in 2022 applies on a full-time annual basis for individual employees. This floor has been specially built in to guarantee that people in the lower grades also receive a clear salary increase. We would have liked a shorter term of 12 months and higher wage offer from 3% want to meet on an annual basis. In times of uncertainty, we always conclude contracts that are as short as possible. Because 2022 may look different again.
From 2021 it is legally possible to make an appointment for early retirement, three years before reaching the state pension age. Philips has made a big move during the negotiations. In their final offer / end result, Philips wants to open this scheme to a limited number of employees (view the list of functions here) up to and including grade 50. While De Unie had this scheme before all employees want to meet. In the course of this CLA, this scheme will be evaluated and if possible expanded, depending on the outcome of the evaluation.
Despite these differences, we were able to make a good agreement about, among other things, the personal training budget. During the term, Philips twice an amount from € 500.000 available so that employees can invest in their future through training.
We also wanted to make a start for one profit-sharing scheme with an equal percentage for all departments instead of the current remuneration system.
Philips is willing to the variable salary scheme to simplify for employees in the departments 20 to 45. For these employees, 70% of the scheme is linked to the results of Philips and for 30% the variable salary remains dependent on their personal performance. We hope to further expand the target group in the next collective labor agreement.
There is one too improvement in the purchasing shopping days. As a result of the improvements in the MyChoices tooling that makes the à la Carte choices possible, the employee has more freedom of choice in a number of schemes. You will be able to purchase the desired number of days at once throughout the year (up to a maximum of 1, assuming full-time employment). The same is the option to pay out extra-statutory holidays.
This is now a final offer from Philips and we have to present this to the members as well. That means that the members are now speaking. They have received a message to vote.
If you have any questions regarding this newsletter, you can contact me, Suat Koetloe (representative), via suat.koetloe@unie.nl or call 06-5252 2061.
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