How does it look De Unie against the 2021/2022 collective labor agreement negotiation result for the plastic, rubber and adhesive industry?
The judgment on the agreements made in the negotiation result naturally lies with the employees to whom this collective labor agreement applies. We can imagine that that judgment is not always easy if there is no or insufficient frame of reference against which you can compare the agreements made; this applies in particular to the agreed wage increases. How do I now assess the structural salary increase?
In the negotiation result, we agreed on a total wage increase of 4% (2x 2%) in a collective labor agreement with a term of 12 months. We can conclude that this does not fully compensate for the current unprecedented high inflation (more than 7%). Incidentally, the latter is not resolved in any collective labor agreement in the Netherlands and cannot in all reasonableness be expected.
We can say the following about the 4%. In recent years, the parties to the collective labor agreement in your sector (the KRLI) have been guided in the wage increases by the agreements about the collective labor agreement increases in the 'Other industry' sector. At the moment (until May 2022), the average collective labor agreement wage increase (on a 12-month basis) in that sector is 3,0%. The average wage increase for all collective labor agreements concluded in 2022 (more than 220 to date) is also 3,0% (on a 12-month basis). The average collective labor agreement increase agreed in April/May 2022 in the Netherlands is higher and amounts to 3,5%.
Our conclusion is that the agreement on the structural wage increase of 4% in the new CLA KRLI is above these averages.
Given that wages came first in the DigiC survey and the current inflation trend makes a wage increase urgent, the unions and employers have agreed to first make an agreement about this wage increase. We see this as a sensible choice under the current circumstances.
Naturally, all parties find the results of the broad DigiC survey very valuable. And that is why we have agreed that we will start working intensively on this in September, based on a DigiC action plan. This includes possible agreements to improve sustainable employability (for example generation schemes), researching the level of starting salaries, improving career prospects, exchanging working conditions, investing in vitality programmes, leave and leave schemes and training/investment. in personal development.
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