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Housing services: collective labor agreement negotiations

On Wednesday December 1, we had the fourth round of negotiations for a new collective labor agreement for residential services as of January 1, 2022. In this newsletter an explanation with some 'color' from me on a number of points and the important question what do you think about it?

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Loon
Employers have made an improved wage offer in line with the market for a two-year collective labor agreement. They offer you a structural salary increase as of July 1, 2022 of 1,65% (previously 1,5%) and a structural salary increase as of July 1, 2023 of 1,65% (previously 1,5%). If we compare this to an inflation of 3,4% (CBS CPIA), an adjustment amount that is deducted from many employees and a increase of 3,35% as of January 1, 2022 for the corporation directorsthen we won't get there. That is why we will hold on to our wage commitment for a year at the most until employers really start to move.

Furthermore, employers want to promote the influx of young people by reducing entry salaries by 9% and freezing the new entry amounts for five years. Trade unions think that in this tight labor market, employers should be happy if young people enter the sector and do not go along with this proposal. It also seems that employers want to return to the start-up scales that were abolished in 2018.

Another proposal from employers is the reduction of the observation allowance. Employers propose to have the height determined at the corporate level in order to promote the mobility of employees. We do not see how this improves the position of employees and we do not agree with this proposal.

Generation pact
Employers are linking the continuation of the Generation Pact as of 1 January 2022 to their proposal for lowering the entry-level salaries of young people. If we do not support their proposal, the extension of the Generation Pact will not take place either. And we can choose. Trade unions look at the interests of all (groups of) employees and do not cooperate in this form of 'blackmail'. We propose to extend the Generation Pact and add a choice of 60% working, 80% wages and 100% pension accrual. We think this option makes it easier to adapt the work of the participants and thus create real jobs for young people.

Other points
An arrangement for time and place-independent working with a role for management and works council about working conditions, work patterns, facilities and compensation will be introduced.  

  • There is support from employers and trade unions about a number of leave schemes (exchange public holidays, entitlement to unpaid leave, leave savings and supplement to birth leave).
  • Both parties want the PAWW scheme (3e years of unemployment benefits) by five years.
  • The parties want to make it possible to include the ILOP budget for the next three years.

Response requested

I, advocate Emanuel Geurts, am curious what you think of the employer proposals. Email me at emanuel.geurts@unie.nl or call me on 06-5252 2074. Then I will take your reaction to the last round of negotiations.

Continuation

The last collective labor agreement round is scheduled for Wednesday 15 December. It will be exciting whether we will manage to realize a new set of agreements before 1 January 2022.

Contact

If you want to respond to this newsletter or want to contact me about a collective matter, you can reach me via emanuel.geurts@unie.nl. For individual advice you can contact my colleagues from the Service Center department via 0345-851 963, via email sc@unie.nl or the chat function www.unie.nl.

 

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