Over the past period we have presented a number of polls to the members. Many members and non-members responded. This means that De Unie This ABN AMRO collective labor agreement will focus on pay increases, performance management, compensation and diversity. These proposals obviously fit in with the policy of De Unie. We are now only negotiating the collective labor agreement. The social plan runs until the end of 2024.
You can read the draft proposals below. On Tuesday January 16 from 12.00:13.00 to XNUMX:XNUMX ( Save this webinar in your calendar now ) we will hold a Webinar about the collective labor agreement proposals. Then you can ask all your questions and comments. You see that no percentage for the pay increase has yet been mentioned. We will make this percentage concrete, together with you, during the webinar on January 16. This way we can take the most recent developments into account.
Income and maturity
Income
De Unie is focusing on improving purchasing power this year. We would like to see this improvement in purchasing power in percentage terms. Not only low income earners, but also middle and high income earners have seen their income deteriorate. We will discuss the specific percentage with you during the webinar
Duration
We propose a term of one year. Namely from July 1, 2024 to July 1, 2025. A longer term is negotiable if the wage increase is in line with this.
performance management
Since 2018, there has been a new system Together & Better, a new way of Performance Management that focuses on development. Functioning is determined by the themes, development, behavior and vitality. There are interviews throughout the year and no assessment grade is awarded. In the past period, a study has been conducted into experiences with this system. There were comments in many places. The system is applied in various ways. That is not perceived as fair.
It has therefore been agreed for the coming year that there will be more direction in the application of the percentages for the progression in your scale, which are: 0-2%, 2-4%, 4-6% and 6-7%. Functioning is determined by the themes, development, behavior and vitality.
We would like to evaluate this direction in the autumn to see whether the bottlenecks have been removed and whether this is indeed a solution. Or whether we have to make other agreements.
End of scale
Many employees are at the end of their scale. They can then no longer grow and receive no reward for good performance. We also want to give these employees perspective. That is why we propose to give employees who are at the end of the scale a one-off reward in accordance with the system of progression through the scale.
Fees
Homework allowance
We propose to increase the internet allowance from €25 net to €40 net per month.
Kilometer allowance
We propose to increase the number of kilometers that are reimbursed
from 40 kilometers to 60 kilometers and to increase the amount to be reimbursed to the fiscal maximum of € 0,22 to € 0,23 per kilometer.
Company car
We would like to discuss whether this arrangement meets current standards. The scheme, for example, does not seem to be sufficiently suitable for electric driving.
Diversity
In recent years there has been a development in the diversity of family forms. De Unie wants to make agreements about this. This concerns, for example, an intentional multi-parent family, who together form a co-parenting relationship. Two partners with legal parenthood and a partner with authority. Or two partners with legal parentage and two partners with authority. Unfortunately, in various family forms the legal situation is not (or only after a long time) the same as the actual situation. As a result, parents who actually care for a child (but are not legally/not yet the official parent) are not eligible for schemes such as maternity leave, additional maternity leave, parental leave, care leave, emergency leave, special leave, etc. We propose to treat everyone equally and to apply the same employment conditions to these parents as to more traditional family compositions.
We also want to make agreements about transition leave.
Caveat
These themes, proposals and principles are not exhaustive. We reserve the right to present additional and/or amended proposals that have not yet been mentioned during the negotiations. We also reserve the right to withdraw the above proposals.
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Questions or remarks?
We will hold a webinar on January 16 at 12:00 in which we will explain all our proposals again and discuss the desired wage increase. Save this webinar in your calendar now (.ics agenda file), then you won't forget it! Register for this! If you have any questions or comments in the meantime, you can ask them via email harma.pethke@unie.nl
