On Thursday, January 25, 2024, another consultation took place in the context of the Bi-monthly meetings. The negotiation process for the 2024 collective labor agreement was looked back on. In general, people are satisfied with how things went, especially if we think about previous years.
The following themes and expectations for 2024 were also discussed:
- Participation: Sabic will provide insight into the current status of placing people at a distance from the labor market. Sabic prepares affected candidates for the labor market.
- Leave savings: Start in 2024 in close consultation with the works council (OR).
However, is it not a subject for consultation with employee organizations? So with you? - On-call for maintenance: This involves more than abandoning the age limit of 57. Article 9.4 -G Overtime (the expiration of the obligation to).
- Sabic in numbers: Career paths / Career paths. Concept plan is ready. When to share with Works Council and employee organizations? We have not seen any further figures.
About the sale of Functional Forms: 125 employees are involved. New owner: Advent. Sale should take place on April 1, 2024 (Polyvantis). All employment conditions (including Pension) will be taken over by the new owner. The new owner is also free to adjust the employment conditions in due course in consultation and with mutual consent. If you are one of the 125 employees involved in this sale, please let me know via john.kapteijn@unie.nl.
For our part, we have pointed out to the employer the dissatisfaction that we observe, not only among the members but also among the potential members and especially among the exempts that we also hear this dissatisfaction on behalf of non-members. What will Sabic IP do to keep exempts happy?
The employer only seems to be concerned about the collective labor agreement population.
Last year, a one-off bonus for exempts (to compensate for inflation) was offered. This is a nice gesture and covers the costs for the short term, but prices have risen further, making the loss of purchasing power even greater.
In addition, the workload is increasing on all sides for the exempts due to the hire freeze (operators are being filled in the chemical plants, but a process engineer is not yet). Hirefreeze creates a lot of holes in the organization, colleagues are given extra responsibilities and workload.
A salary that does not grow creates the necessary friction. Together with issues that have been waiting for improvement for some time, this causes some dissatisfaction.
We have now pointed this out to Sabic IP/SHPP during the periodic consultation. It has been taken note of. We can also expect action from the employer on this point.
Contact
If you have any questions about this message or would like to give your opinion, please contact the advocate John Kapteijn by email john.kapteijn@unie.nl or call 06-5252 2067.
