In recent months De Unie consultation with ING on the Transition Work Plan (OWP) and on the social plan. We succeeded in reaching a negotiation result on both agreements. We were able to agree that both the social plan and the OWP will be extended with only limited changes.
We are satisfied with the agreements made. It is nice not to have to burden the collective bargaining with the negotiations on the social plan.
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- Read which changes have been agreed
- Can you read the text of the agreements?
Explanation social plan
The starting point in the negotiations was to extend the social plan unchanged as much as possible. We have made some changes to bring it into line with the new legislation. In addition, the travel allowance for a change of location has been adjusted to the new agreements on working from home.
An important part of the negotiation result is that the amount of the severance payment in the event of redundancy remains unchanged.
The most important agreements
a. Extension of the social plan for a period of 2,5 years: January 1, 2025 – June 30, 2027.
b. Limited adjustment in the mediation period.
The mediation period in the event of redundancy remains unchanged: 6 months. This also applies if the period of preventive mobility has lasted less than 3 months. The extension to 9 months of mediation due to short preventive mobility is deleted.
c. Adjustment of the travel allowance in the event of a change of location.
In the current social plan, the travel allowance is still based on working five days a week in the office. This is no longer the practice at ING. That is why it was agreed to base the allowance on working two days a week in the office. However, an indexation of 10% has been implemented.
d. A minor adjustment to Deferred Mediation.
If you accept an assignment during your redundancy, and are therefore Deferred Mediation, you will have periodic discussions with a Mobility Coach.
Text social plan
The full text of the social plan can be found here here. .
Explanation of the Transition Work Plan (OWP)
The OWP sets out how ING and trade unions deal with outsourcing processes within the Netherlands. In that case, employees will in principle take their work with them to the outsourcing partner. The law stipulates that you take your employment conditions with you to the new employer. The OWP contains procedural agreements, and we make agreements if the acquiring party cannot implement all ING employment conditions. The text of the OWP was very outdated and no longer in line with the legislation. This agreement has therefore changed significantly.
The most important agreements about the OWP
a. Duration of the OWP from 1 January 2025 – 31 December 2030.
The text has been updated and the agreements are now again in accordance with the applicable regulations and case law. In addition, the text has been simplified.
b. An employee is always eligible for a compensation payment of up to €11.500 gross, to compensate for any inconvenience caused by the transition.
c. If ING reverses the outsourcing within 36 months, you no longer have to repay the benefit.
d. The compensation of employer contributions to pension has been adjusted. It is now in accordance with pension legislation.
e. The right of return has been abolished. The ING Social Plan will continue to apply to the employee for 3 years after the transfer.
Text OWP
The full text of the OWP can be found here. .
To vote
The members of De Unie (with a Complete or Additional membership) have received a voting form. They can until Friday, September 20, 2024, 12.00:XNUMX noon cast their vote.
Contact
Do you have any questions regarding this message? Then contact me. This can be done by sending an email to: inge.de.vries@unie.nl