We have been in consultation with Philips for some time now about the contract choice to be made with which we will set up the new pension scheme within Philips. To this end, some time ago there were consultations and collection sessions with the supporters of the 4 unions. Our members at Philips indicated in 2022 that they will opt for the solidarity premium scheme.
Consult with Philips
Philips commitment: contract choice and other employee premium
Philips initially indicated that it wanted the flexible pension scheme. It was later indicated that a solidarity contribution scheme could also be justified, provided that all employees were given the choice of paying no or less employee contribution into the pension pot and having more net money left over. This is called an opting out.
Philips proposes to increase the employee premium and compensate employees for that higher premium, so that there is no disadvantage from the higher employee premium.
You could then opt out: less or no employee premium in your pension pot.
Philips states that people want flexibility when it comes to pensions. This would also become apparent from a – in our opinion very short – survey that Philips conducted among employees last September. Response to that short survey was just over 1/3 of employees.
Union response
De Unie notes that Philips combines the choice of contract with an element of employment conditions, namely the employee premium. Philips can make that choice. People choose what they put on the negotiating table. The delay that this may cause is then a consequence of that choice.
From the unions, we see enormous risks for employees in the event of an opting out for all employees. Take, for example, the younger employee who is in a lower professional group and chooses not to pay any or less employee premium into his pension pot. If this employee chooses more cash now, he will never be able to catch up later if he wants to pay more premiums again in a number of years. Especially in a new system where we have less accrual as the employment progresses. A choice for less or no employee contribution has significant consequences.
The unions have therefore indicated that we do not wish to opt for a salary below a limit of € 86.000 on an annual basis. If you earn more, you could participate in an opting out for that part. In other words: you pay your employee premium for the salary up to that limit. For the salary portion above that limit, you can choose to pay less employee premium.
This salary limit must then be indexed every year. How do we get to that limit? On the one hand, the average salary within Philips is around that amount and on the other hand, we also keep a close eye on the maximum pensionable salary in the large metal industry.
In Summary
The decision about the choice of contract has not yet been made. Philips is currently considering this. It is expected that pension discussions will be resumed after the Christmas recess.
Contact
If you have any questions or comments regarding this message, please contact our advocate Suat Koetloe via Suat.Koetloe@unie.nl or on 06-5252 2061.
