In this message we will inform you further about the result of the collective labor agreement negotiations and what De Unie of the outcome. We will also explain the voting procedure.
The collective labor agreement result
In our last message we had already informed the members about the most important agreements such as the term, salary, pension and the 34-hour working week. The full text of the collective labor agreement result is here to read.
What finds De Unie of the result?
When assessing the result, we mainly look at the outcome of the employee survey at the very beginning of the negotiations. After all, in this report the employees have clearly indicated what they consider important. The question is what has been achieved and what has not?
Pay raise
As far as the agreed wage increases are concerned, we think the result is quite good. Salaries (and therefore the purchasing power of employees) will increase considerably in the coming period. Due to the floor of 300 euros as of January 1, 1, lower incomes will receive a somewhat better increase in proportion. The higher scales now receive a slightly higher percentage (2024%) and more perspective. The leveling effect of Achmea's original proposal has therefore been somewhat 'dampened', making the outcome somewhat more 'in balance'. We would also have liked to agree on a structural correction for the year 6. This has now become a one-off payment of 2023 euros gross. Quite substantial, but unfortunately no structural solution for the backlog incurred in 2.000.
Retirement
It is a pity that we have not yet made agreements about the necessary adjustments to the pension scheme in the context of the Wtp. These conversations will continue parallel to the collective labor agreement negotiations, but will continue as usual. Because employees have clearly indicated that they consider pensions to be an important issue, it is good news that the current scheme will be continued unchanged.
Working hours and working hours
Many employees have indicated that they would like to have more control over their working hours and hours. In recent years it has become apparent that - for various reasons - not everyone wants to work a maximum of 34 hours. Unfortunately, we were once again unable to make agreements about this. The existing transitional arrangement will also not be extended again. However, the Achmea Select application procedure will be tightened up for more/fewer hours, including an objection procedure. It is not the budgets that should guide the assessments, but, in our opinion, the amount of work. Naturally, we will monitor this with more interest than ever in the coming period.
It is positive that the Select hours will count towards profit sharing and that there will be a safety net arrangement (partial financial compensation) during the term of the collective labor agreement if additional Select hours are not allocated.
Arrangements
Another positive aspect is that part-timers can also receive the full RVU allowance, new employees can also use the climate budget, and continued payment for short-term care leave will be increased. We will continue to discuss the agenda of the future and whether the employability days can also be used for non-compulsory studies.
Conclusion
In summary, this result meets many wishes from the employee survey, but on some points it does not (yet) meet. We have to be that honest. It is now up to the employees to decide whether this result will also be an agreement.
To vote
To increase support for the collective labor agreement, all Achmea employees have not only been able to indicate what they consider important, but they can also vote on this result. De Unie has been clear about this from the start. Already in our newsletter of June 15 this year we have indicated that De Unie will only sign the new collective labor agreement if there is sufficient support for it.
On behalf of the 3 unions, employees will receive a message and invitation to vote early next week from the independent research agency Innervoice. This agency also conducted the previous survey. The vote is of course confidential.
As soon as the outcome of the vote is known (probably January 9, 2024), we will know whether there is a new collective labor agreement. Naturally, we call on all our members to exercise their voting rights. The more employees/members vote, the more representative the result!
If you have any questions or comments regarding this message, please send a message to Huug Brinkers (advocate) email huug.brinkers@unie.nl We try to answer all questions as quickly as possible.
