How are things going with the merger of the employment conditions of Aegon and asr? With surcharges we see many similarities, but also clear differences. The arrangements for leave differ considerably. There is still much work to be done here.
Surcharges
On Monday, May 15, 2023, we had a consultation about allowances and leave & time frame. With regard to supplements, we see many similarities and some differences between the employment conditions of asr and Aegon. When it comes to VPL allowance, butter with the fish/bonus, shift work, irregular hours allowance, on-call duty/standby, labor market allowance, deputy allowance, death benefit, promotion and demotion/remotion, employers propose to apply the scheme at asr. With regard to the stipend allowance, overtime hours, jubilee bonus and variable remuneration, the differences are such that a transitional measure is proposed. We will look into it and come back.
Leave of absence
There are also similarities with regard to leave, but there are some more differences. Pregnancy and maternity leave, birth leave, additional birth leave, long-term care leave, adoption and foster care leave, transition leave and rainbow leave are the same at asr and Aegon. There are differences with regard to parental leave, short-term care leave, calamity leave, special leave, voluntary leave, sabbatical, scheme for sustainable working, RVU, buy/sell leave and unpaid leave. Furthermore, asr still has Good Friday as a day off and this is included in the flex budget at Aegon. There is also a difference in the number of available extra-statutory hours and the work-life balance hours at Aegon. Employers want to include these hours differences in the conversion model. At asr they have no compensation hours, but they have a plus and minus system whereby you have to be at 0 at the end of the year. Here too, we will discuss it and come back to employers next time.
Time frames
With regard to the time frames, we see some differences in working hours and compensation for working during the week and at the weekend at unusual times. Grosse modo sums the same, but it is distributed slightly differently in one organization and another.
Continuation
The next meeting is on Friday, June 2, 2023. Then Jos van Baeten will come by to give a presentation about the integration. We will also talk about vitality & disability and employee discount & insurance. Since we will have had all the employment conditions blocks by then, let's see where we stand on all subjects. We then have to divide the open negotiation points into the remaining negotiation moments until July 1, 2023. This means that the further sharing of information with you from employers and trade unions really needs to get underway in order not to come up with the total package at the end. .
The mutual atmosphere is also good during the consultations. We deal with the substantive themes one by one, ask questions back and forth and explain our positions. Sometimes we can consider some points as provisional, but for most subjects we still have to make decisions about whether it is an agreement or whether it is a minor or major negotiating point. We will do that more and more in the coming meetings. We have to, otherwise we won't be ready in time.
Opinion and contact
Do you have questions or comments about this post? Please contact the representative Emanuel Geurts via emanuel.geurts@unie.nl and/or 06-5252 2074. If you have an individual question or need advice, please contact our Service Center at sc@unie.nl or by phone on 0345-851 963. We are happy to advise you!
