We inform you about the third round of negotiations that took place on Tuesday 15 October 2024 and again ask members for their views on this.
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3e round negotiations
Tuesday 15 October the third consultation took place for a new collective labour agreement and social plan for you and Aegon. Many thanks for all the responses that were sent to the previous round! It gives a clear and unambiguous picture of the negotiations so far. It helps us to give the right feedback and to make efforts at the negotiating table.
At the end of the 2nd round, the external chairman asked the three trade unions to make a joint integrated proposal so that we can make progress in the negotiations. This voorstel we explained on the 15th. In response to this, Aegon also made us a new proposal. Below we highlight a number of components, starting with the wage offer and the term.
Wage offer and term
Aegon offers an average salary increase of 5,5% for a collective labor agreement with a term of 12 months (1-07-2024 to 1-07-2025). For scale 7 to the end of scale 14 (100%), this is an increase of 10,6%, decreasing to 4,5%. Above the end of scale 14 (100%), this is less than 4,5%. The minimum and maximum monthly salary increase (excluding Flexbudget) is €330 and €520 respectively. Aegon is sticking to a differentiated salary increase based on the same arguments from the 2e round.
Other points
Aegon wants to increase the internet allowance to 35 euros net per month as of January 1, 2025. Furthermore, Aegon is prepared to continue the current RVU scheme provided that the government continues this scheme after January 1, 2026. Aegon wants to make agreements with the works councils about mobility and not with the trade unions in the collective labor agreement. Aegon wants to 'freeze' the compensation leave scheme for current employees. New employees will then no longer have this option. They no longer want to register worklife-balance leave hours separately, but include them with the regular leave as of 2025.
Then Aegon wants to make a few more study agreements. For example, to evaluate the current range of financial advice, to conduct research into equal pay and to conduct a study into pay-per-performance. Regarding pensions, we make an agreement to set up a working group here in order to have the new scheme ready before 1 January 2027. Aegon's starting point is to continue the current scheme for current employees and only change the survivor's pension (legal obligation). New employees will then receive a new scheme that is also part of the pension negotiations that must take place in 2026.
Social plan
Aegon believes that the social plan is complex and too broadly set up compared to their benchmark of financial institutions. That is why they want to simplify the social plan and make it more market-oriented. The main change is that transit legislation will become the basis and the factor will be reduced from 2,10 to 1,80 for the first 6 years of service and from 2,70 to 2,25 from the 7e year of service. The cap of 200.000 euros remains unchanged and the proposed term is one year.
Become a member with a high discount
Aegon employees can have their union contribution offset against their flex budget in a tax-friendly way via Flexbenefits. New employees can become members for a year De Unie, paid by Aegon. You do not pay any contribution, we arrange that directly with Aegon.
Continuation
In the next round, trade unions will respond to the employer's integral offer on the points for the collective labor agreement, but also the social plan. Because it may be that we need more time for the negotiations, we have reserved Friday, November 22, 2024 in addition to Tuesday, October 8, 2024.
What do you think?
We want to express and represent the opinion, arguments and interests as well as possible at the negotiating table. That is why we ask for a response to the integral offer of the trade unions and Aegon to be sent by e-mail to emanuel.geurts@unie.nl and/or call 06-5252 2074.
PS: this newsletter can be read in English on our website page of Aegon.
