Your collective labor agreement & industry

A social plan is an agreement between employer(s) and trade union(s), in which agreements are laid down that regulate the consequences of a reorganization. Does the reorganization of Aegon have consequences for you as an employee? Then the employer must apply the social plan. For example, if it has been decided to move your activities to a different location, to no longer carry out certain activities, or to do the same work with fewer people.

The social plan contains your rights and obligations. And Aegon's. You can also find out whether your position may be discontinued or not, and what Aegon should do to help you find another position (and which other positions you should accept). Are you unable to find another job? Then you are often entitled to a severance payment. This is also regulated in the social plan.

It is actually quite simple: collective labor agreement stands for collective labor agreement and comprises a written agreement between employees 'organizations, employers' organizations and employers. This contains agreements about employment conditions. A collective labor agreement applies in addition to your individual employment contract and therefore largely determines your terms of employment.

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Is a collective labor agreement mandatory or not? A question that is regularly asked by both employers and employees. If your employer is not a member of an employers' association, the application of a collective labor agreement is only mandatory when it concerns:

• A company CLA;
• An industry collective labor agreement that has been declared generally binding (AVV). The collective labor agreement then automatically applies to all employers in that sector who fall under the scope of the collective labor agreement. So also for your employer who is not a member of an employers association. Exceptions are made to this.

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It often happens that no collective labor agreement applies. If there is no collective labor agreement that relates to your employer and thus your employment contract, then you make arrangements with your employer. It is wise to record these agreements in writing in your employment contract.

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If a CLA applies, your employer is obliged to apply the provisions in the CLA. Whether your employer may deviate from the provisions in the CLA depends on the nature of the CLA. With a standard collective labor agreement or standard collective labor agreement, your employer must apply all provisions as described in the collective labor agreement and may not deviate from this. Even if the change will be an improvement for you.

With a minimum collective labor agreement, your employer may deviate from the provisions in the collective labor agreement, but only if it is a better arrangement for you as an employee. The collective labor agreement often states what type of collective labor agreement it concerns.

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