It has been quiet from our side for a while when it comes to RJC. That does not mean that we and the executives have been sitting idle. On the contrary, since it June agreement we have been very busy shaping the elaboration. Three working groups have been set up. The first is the working group Nachtwerk, the second working group is concerned with Company Skills and the third working group has been working on it Salary house. We would like to inform you in more detail about the latter working group. We have reached agreement with RJC on the elaboration of our agreements regarding the G-salary house. In this message we explain the agreements to colleagues who are in the G-salary house. You can do the protocol here .
Everyone goes through the salary house faster and gets an extra salary perspective of 5%
Current G salary house
We thoroughly overhauled the G-salary house in a number of sessions between October 2023 and March 2024. We have along the line of de Unie-proposals from last year, the salary structure has been narrowed, so that there are fewer steps in the salary scales. There were a maximum of 17 steps, including an extension period that you could only reach after waiting 5 years. In addition, the G salary house had 15 scales.
To see the table better, click on the table.
New G salary house
We have transformed the extension periodic into a normal periodic. We have also removed scales G12 to G15 from the salary table. No functions are classified in these scales and are therefore redundant. In addition, we have reduced the maximum number of steps from 17 steps to 12 steps. And along that line we have reduced the steps in all other scales.
We then lowered the steps by 2,5% each time from the scale maximum (the transformed run-out period). So that there is no longer any difference in the level of the periodic increase based on the scale and step you are in. To top it all off, we have added two extra increments of 2,5% in all scales. So that there is an additional 5% salary perspective for EVERYONE who is in the G-salary house.
We have also added 11 extra periodicals in scale G2, creating a total additional perspective of 10%.
De Unie is extremely happy with this (1) simplification of the salary structure, (2) acceleration of the periodic increase, (3) reduction of the time to reach the end of the scale and (4) expansion of the salary perspective by 5%! All this in addition to achieving the full 13e month (8,334% end-of-year bonus) and the wage increase to be agreed this year in the Metalektro collective labor agreement.
To see the table better, click on the table.
How do we move the employee from the current/old salary house to the new salary house?
We have also made agreements on how we will move the employee from the current salary (in a scale and a step from the current salary structure) to the new salary (in a scale and a step from the new salary structure). The starting point here is that we want to realize the transition by April 1, 2024. So that the employee will be in the new salary house when the salary is paid in April 2024.
Our guiding principle for the transition is that no colleague may receive less salary as a result of the transition than what he/she currently receives. We make a distinction between (1) colleagues who are already in their extension period on April 1, (2) colleagues who are in their scale maximum of the current salary scale on April 1 and have a waiting period for the extension period and (3) colleagues who have not yet the scale maximum.
Colleagues who will be in their extension period on April 1, 2024
These colleagues are now in their extension period and their salaries will not be (negatively) affected by the adjustment of the G salary structure. They continue to have the same salary and do not suffer any deterioration. Their next periodic increase (of 2,5%) is on January 1, 2025.
Example: A colleague now earns 4.849,44 euros (Scale G10 step 17). As of April 1, this colleague will transfer to the new G salary scale G10 step 12 with a salary of 4.849,44 euros. As of January 1, 2025, this colleague will earn 4.970,68 euros (G10 step 13). All this without taking into account the salary increase to be agreed in the Metalektro collective labor agreement.
Colleagues who are at the scale maximum on April 1, 2024 and have a waiting period for their extension period
These colleagues will move to the extension period on April 1. After all, this extension periodical has become a regular periodical. These colleagues will therefore have to deal with an increase in their salary to the level of the extension period. Their next periodic increase (of 2,5%) after April 2024 will take effect on January 1, 2025.
Example: A colleague now earns 4.426,52 euros (Scale G09 step 15). As of April 1, this colleague will transfer to the new G salary scale G09 step 11 with a salary of 4.489,91 euros. As of January 1, 2025, this colleague will earn 4.602,16 euros (G09 step 12). All this without taking into account the salary increase to be agreed in the Metalektro collective labor agreement.
Colleagues who have not yet reached the scale maximum on April 1, 2024
These colleagues will transfer to the higher salary of the new scale on April 1. These colleagues will also receive an additional interim increase as of April 1.
Example: A colleague now earns 3.335,04 euros (Scale G07 step 5). As of April 1, this colleague will transfer to the new G salary scale G07 step 4 with a salary of 3.404,89 euros. As of January 1, 2025, this colleague will earn 3.489,60 euros (G07 step 5). All this without taking into account the salary increase to be agreed in the Metalektro collective labor agreement.
AML and Lead Surcharge
We agreed last year that we would arrange the AML and Lead allowance in such a way that holiday allowance, end-of-year bonus and pension would also be accrued. In addition, from the payment of the allowances in October 2023, discussion arose about the way in which these allowances were paid. Both allowances were paid in proportion to your part-time percentage. If you work 100%, you received 100% of the allowance. If you worked 60%, you received 60% of the allowances.
AML allowance is not pro-rated part-time, but full for everyone
We settled the discussion with the following agreements. First of all, we will pay 100% of the AML surcharge for everyone from April 1, 2024. In discussions about this surcharge, the unions have always talked about “the KLM system”. Because this is an obligation that amounts to the same study load for every colleague, full-time or part-time, we think it is only normal that every colleague also receives the full allowance.
We have subsequently agreed that colleagues who have not received the full AML allowance from October 1, 2023 – because they work part-time – will still receive it in full by June 2024 at the latest. The difference between six months of 100% AML surcharge and what was actually paid out will then be transferred.
Lead allowance pro rata part-time
We have agreed that the Lead GWK job allowance will be paid in proportion to your part-time percentage. This will continue the current system used by RJC from October 2023. The reason behind this is that this allowance is related to the position that these colleagues perform and is not related to studies or anything else that they have to do for this.
Promotion to position without AML and/or Lead surcharge
What we have also agreed is that both allowances will be included in the determination of “the next higher salary” upon promotion to a position that does not have one or both allowances. Suppose you become a Lead GWK (scale G11) DMS member, then your Lead surcharge will count towards determining at which level you end up in scale G11. The AML surcharge applies to both functions and is therefore not included in the comparison. After all, in this example you will continue to have it as a DMS employee.
How do we convert these allowances from a gross amount to a gross amount on which holiday allowance, end-of-year bonus and pension are accrued?
In our agreements last year, we agreed that the gross AML allowances (750 euros and 1.800 euros) and the Lead allowance (2.000 euros) would be converted budget-neutral (for RJC) into gross amounts on which pension, holiday allowance and end-of-year bonus would be accrued. . That's a straightforward mathematical calculation. Pension is also accrued on the end-of-year bonus (8,334%) and holiday allowance (8%). RJC currently pays 27,98% of the pension premium of 20,41% in total. The employee pays 7,47% of the premium. This leads to the following overview:
The AML surcharge Cat. A will be a gross amount of 554,16 euros for everyone, regardless of part-time percentage. The AML surcharge for the other categories will be EUR 1.329,98 for everyone, regardless of part-time percentage. And the Lead allowance will be 1.477,75 euros based on a part-time percentage of 100%. Because the employee also pays 7,47% pension premium on the AML and Lead allowance (and the associated holiday allowance and end-of-year bonus), the net amount for these allowances that you ultimately see on your pay slip is lower than what it is now.
Conclusion
De Unie is extremely satisfied with the agreements explained above regarding the G-salary house. We have achieved a very good result where all colleagues in the G scales get an extra perspective of at least 5%. We are convinced that employees have the same opinion. For that reason, we will not submit this elaboration to the members in a formal vote. If you have any questions and/or comments, please contact the representative Gertjan Tommel at gertjan.tommel@unie.nl or call 06-5252 2034.
Closing comments
We are currently also finalizing the elaboration of the agreements regarding the Company Skills. We will also inform members about this soon. In addition, over the past year and a half, work has been done on describing the functions of the M-function building. This has also been discussed with the trade unions recently. These discussions should soon lead to an agreement regarding an M-salary house. We will inform the colleagues concerned in more detail about this when the time comes.
Finally, we would like to introduce Wicher van der Hoef. He has been updating since last year De Unie. RJC is in favour De Unie an important company to continue doing our trade union work within. For that reason, we will serve RJC together in the near future. We will therefore go onto the work floor in the near future to introduce Wicher to the employees and the great work you do. We do this in consultation with the framework group and RJC. Wicher's email address is wicher.van.der.hoef@unie.nl. His telephone number is 06-5252 2023. The prospect is that Wicher will eventually take over RJC from Gertjan Tommel. That won't be very soon.
