Last Monday, September 27, the second round of negotiations between De Unie, the other trade unions and the employer's delegation of the insurers. With this newsletter, I, representative Emanuel Geurts, inform you about the progress of the negotiations for a new collective labor agreement as of 1 January 2022. The agenda included the topics of time and place-independent work (TPOW), sustainable employability (DI) and the social fund. . I explain the discussion of the topics below.
Not receiving our newsletter yet? Then sign up quickly.
TPOW
Trade unions indicate that they receive signals from their members that not every insurer has a TPOW scheme. Employers do not experience any problem with the current TPOW framework regulation and therefore want to keep the existing regulation. We want a minimum scheme as a safety net in the collective labor agreement if there is no scheme with an employer. Employers don't want this. The alternative; They also do not want to include a model scheme in the appendices to the CLA for information, with the agreement to further investigate its elaboration next year. That does not help.
In preparation for the next discussion about TPOW, I would like to hear from you whether and how time and place independent working is arranged at your organization. I would like to receive your response via emanuel.geurts@unie.nl no later than October 22. Thanks in advance!
Social Fund
The insurance industry has a social fund that finances collectively agreed projects. The decision-making process takes place in our joint quarterly meeting. The financing of the social fund is now a point of discussion. Which subjects/themes are/are not sector-wide and how do we finance them? Do they also play with the large insurers with their own company collective labor agreement? There is a three-year social agenda for the entire insurance sector and there are also specific points for each collective labor agreement period. So far, employers and unions are pretty much thinking the same thing. We will discuss the ways to finance the social fund in more detail next time.
Sustainable employability
Trade unions notice that due to the issues of the day, work pressure and targets, it sometimes fails to develop further in addition to the training required for the position. This also applies to the more time-bound (production) departments where the working time factor is strictly controlled. And that in a further digitizing sector where your personal development cannot stand still in order to remain permanently employable. Although employers indicate that sufficient provisions have already been made in the collective labor agreement, trade unions want extra development time for employees. So to be continued.
Early Retirement Scheme (RVU)
The current collective labor agreement has been evaluated by the social partners and trade unions want to make agreements about better promotion of it in the sector, a pro-rato compensation for part-timers, a reference requirement of 10 years in the sector and the maximum tax-exempt amount. Employers do not have a new position from their previous position and do not want changes. Adjusting the RVU scheme is important to us, so we will keep this point on the negotiating table.
Diversity
Trade unions want to make a new agreement about diversity in the collective labor agreement. Employers suggested referring to the diversity charter signed by the Covenant. Trade unions prefer to use their own text. This item will come back on the agenda next time.
The next round of negotiations is scheduled for Monday, October 25. Then the subjects (parental) leave, work code and dispensation from the collective labor agreement and pension are discussed.
Contact
Do you have any questions or do you want to discuss something with me? I can be reached via emanuel.geurts@unie.nl and via 06-5252 2074. If you have an individual question or need advice, please contact our Service Center via sc@unie.nl or by telephone on 0345-851 963. We are happy to help you!
[print_link]
