In the past period we have negotiated a new collective labor agreement a number of times. The conversations were intensive because many topics were discussed. We have arrived at a two-year collective labor agreement with a number of larger topics. Here you can view the entire result in a clear manner in the interactive The roadmap go through. You can click on the different parts and see the agreements. Below are the main points.
Pay raise
The term of the collective labor agreement is two years and runs from January 1, 2024 to December 31, 2025.
The structural pay increase depends on your scale as follows;
February 1, 2024 July 1, 2024 January 1, 2025
4 – 9 3,5% 2,5% 3,25%
10 – 11 3% 2,5% 3%
12 – 13 2,5% 2,5% 2,5%
In addition, there is a progression through the scale. The standard salaries will be increased by 31% on March 2024, 5, which will lower your RSP and give you more room in the scale.
As of April 1, 2024, salaries based on the individual RSP will be increased as follows.
Up to 81% 4%
81% – 90,5% 2,5%
90,5% – 95% 1,5%
95% – 100% 1%
100% and higher than 100% –
Wage building
In 2025 there will be one pay line that will apply to everyone. There will be one salary table and there will be a 13th month and holiday pay. The current collective labor agreement budget (10,5%) and the variable bonus opportunity (associated with the variable remuneration plan and scale) will be combined into holiday pay (8% of the fixed salary). and a
fixed 13th month (8,33% of the fixed salary). Optional time hours are harmonized into contract hours. In the document where the entire result is stated, you can: here see what steps are being taken to harmonize this. You don't go backwards.
Flex and Boost
In 2025 you can have your holiday pay and 13th month paid out monthly if you wish. There will also be a larger gross net budget that you can use to exercise, for example, or make your home more sustainable. You can also repay part of your student debt gross net or settle your trade union contributions gross net.
Leave of absence
KPN wants to agree on a new arrangement as of January 1, 2025 to give employees more autonomy and a healthier work-life balance. The guideline for the number of days of leave is 27 days, but it can also be more or less. The minimum number of days is 20, in accordance with the law. The days are no longer kept track of, or awarded or carried over to the next year. This is first tested in scheduling departments. If you now have extra/surplus days according to the 2019 collective labor agreement, these can be converted into a nominal allowance upon request.
To vote
We realize that there are many topics that are changing. You can read these in the roadmap and it also contains calculation examples. We are positive about a number of topics, such as: the extension of the RVU and the almost unchanged extension of the social plan, flex and boost and one pay line. But we would have liked to agree on a higher wage. Also take a good look at the proposal about the new way of taking holidays. We don't know how this will turn out and how you will experience this.
You can use here read the entire agreement.
The members have received an invitation to vote until January 23, 2024 at 12.00:XNUMX noon.
If you have any questions regarding this message, you can email the advocate, Harma Pethke, at harma.pethke@unie.nl.
