IIn the message of December 1, '23 you could read that we would have periodic consultations with the management. The main topic of all topics was the condition for signing the new collective labor agreement. That condition was that there would be clarity about the remuneration for working after 17.30:XNUMX p.m. and the remuneration for administrative services.
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Overtime compensation theory and administration
Employees have already been able to read the results of this conversation on the intranet. We do not agree with the explanation that is now being given, but that it is being implemented in accordance with the collective labor agreement. The fact that in the past an allowance was paid here and there to some employees was not necessary, but it did happen. The “good” news is that you do not have to pay that surcharge back. We have announced that we will put this firmly on the table in the next collective labor agreement. This will become part of the agreements that the CBR wants to make about self-scheduling and everything that comes with it.
The outcome is that you cannot be obliged to work after 17.30:7,5 PM in any case. If you are asked to do this and it suits you, then do it, unless you have already worked 17.30 hours that day. If your manager does put pressure on you, ask for an email in which the manager clearly indicates that he/she obliges you to work after XNUMX:XNUMX PM. Then you will receive an allowance. If you feel like you have no choice, leave it De Unie know. If you are a member, we will stand in the gap for you!
Self-rostering
We then discussed the self-scheduling program in detail. Assuming that De Unie is not opposed to a form of self-scheduling, but clear frameworks must be agreed for this and, above all, who will receive what allowance and at what times. To get an idea you can here is the presentation read about the process of introducing a new scheduling system. A complicated process where the input of our members is indispensable to me. When we start, we will talk to the members so that they can provide their input about their wishes and obstacles. I will take that with me then. If you want to influence this, become a member.
Holiday planning
We regularly receive complaints about planning your holiday in the summer period. The basis is that everyone can take his/her holiday in the desired period. However, not everyone can take their vacation at the same time. This would seriously disrupt business operations. It appears that there are no (clear) agreements about this in the collective labor agreement. The reason is that this is primarily not a collective labor agreement subject, but rather it is something for the Works Council to make clear agreements and rules about the scheduling system. We will now try to talk to the Works Council to ask how they see this and what steps the Works Council wants to take in this regard. They have the right to consent to this.
The role of De Unie within the CBR in 2024
We have a very full agenda for the coming year. First of all, conclude a new collective labor agreement, preferably before November 1, 2024. Define the theme of self-scheduling in more detail. Developing the Individual Choice Budget, the IKB. Further elaboration and making agreements about the reimbursements within the CBR. Rewriting the collective labor agreement texts. And monitoring the agreements made and whether they are followed not only according to the letter of the law, but also according to the spirit of the agreements. There is still a world to be won for us within the CBR.
It remains for me to wish you happy holidays, good health and a very wonderful 2024!
Also on behalf of the framework group of De Unie who has once again invested a lot of time and energy this year in representing your interests within the CBR.
