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Your collective labor agreement and industry

HEMA: switches to the Collective Labor Agreement Retail Non-Food (RNF)

February 16 2023

HEMA wants to continue without HEMA CAO hp and also without it De Unie!
(and also without the HEMA CAO for job groups A to I)

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Aanleiding

HEMA has to switch to the Collective Labor Agreement Retail Non Food (RNF). But there is a significant difference between the collective labor agreements at HEMA and the RNF collective labor agreement. HEMA has ideas on how to solve this.

HEMA's intention 

HEMA wants to bridge the difference between the RNF CLA and the current HEMA CLAs by supplementing the RNF CLA with so-called HEMA proprietary schemes to make. HEMA wants to agree this with the HOR by means of consent requests; not with De Unie and other trade unions. We do not agree with that, by the way.

HEMA has indicated that it is its intention / intention that there at the time of transition (July 1, 2023) no deteriorations will occur.

For 'new' employees

The following will apply to these employees: RNF collective labor agreement + the company-specific schemes = the current HEMA collective labor agreements.

The value of the employment conditions package would then be the same before and after 1 July. It makes no difference to an employee whether he/she entered or will be employed before or after 1 July 2023.

For employees with long(er) employment contracts

In addition, the HEMA collective labor agreements contain terms and conditions of employment that relate to employees who have been employed for a long time and who have to deal with old rights; rights from the past. To safeguard and/or compensate for these rights, HEMA wants a Transitional arrangement meet; negotiating with the trade unions.

The following would apply to these employees with longer employment contracts:

RNF collective labor agreement + the company-specific schemes + transitional scheme = the current HEMA collective labor agreements.

HEMA is wearing De Unie asked if she would like to agree on the transitional arrangement with HEMA.

The position of the HEMA employee  

All employees will be askedmust are asked) to sign or not for the new employment conditions package as of 1 July 2023.

  1. If an employee does this, he/she agrees to: RNF collective labor agreement + HEMA company-specific schemes HOR + (if applicable to them) a transitional scheme.
  2. If an employee does not sign, the RNF collective labor agreement + the HEMA collective labor agreements apply to him/her insofar as they exceed the RNF collective labor agreement. In other words: if he/she does not sign, the employee retains the current package of terms of employment and the terms of employment set out in the RNF collective labor agreement. And also the agreements made in the RNF collective labor agreement to go such as (future) wage increases. So: with this option you at least keep what you have now! The HEMA proprietary schemes would then not apply.

HEMA aims to have employees sign up for option 1. That is why HEMA wants to agree on the transitional arrangement with trade unions. After all, the agreement/approval of the transitional arrangement by the trade unions will give many employees the confidence that it is 'good' and that it has/will be properly arranged.

What finds De Unie? 

We believe that the rights that employees now have on the basis of the current HEMA collective agreements must be respected and must continue to be respected (particularly employees with longer employment contracts); so not only at the time of the transition, but also afterwards! Such an agreement is good, clear and not difficult to make.

However, we believe that HEMA wants to use a transitional arrangement to ensure that the current rights of employees are extended at a certain pace after the transition. be phased out. An agreement on such a transitional arrangement is not in the interest of our members and other employees. At the moment we therefore do not see that we should agree on a transitional arrangement with HEMA.

Whether or not an employee will sign up for the new employment conditions package (option 1) will depend on the quality and level of the HEMA company-specific schemes and the transitional arrangement. We also believe that the transitional arrangement does not need to be negotiated. This is because HEMA can ensure that the new package (including transitional arrangement) looks such that it is attractive enough for the employee to sign up for the new employment conditions package.

If the employee comes to the conclusion that the transitional arrangement affects his current rights, it is obvious that the employee opts for option 2: then the RNF collective agreement applies and the employment conditions of the HEMA collective agreement that go beyond this will also continue to apply. application. The employee then at least keeps what he has now. The future agreements that will be made in the RNF collective agreement, including wage increases, will also apply to him/her.

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Advice

Every employee, every member, will soon be able to receive advice or a check from us as to whether it is wise to sign for the new employment conditions package (option 1) or whether it is better not to sign, so that you at least keep what you have now (option 2). And this consideration can work out differently for each individual.

We will continue to keep members informed of future developments.

Contact

For questions or comments, please contact Jan Admiraal, representative at jan.admiraal@unie.nl or call 06-5252 2048.

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