Friday 12 November 2021 was the fourth round of negotiations between De Unie, the other trade unions and the employer's delegation of the insurers about a new collective labor agreement as of 1 January 2022. In this newsletter I, representative Emanuel Geurts, explain a few topics from the negotiations in more detail.
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Wage and term
Employers have finally put a wage offer on the table. They propose to structurally increase wages by 2022% as of February/March 0,75 and structurally again as of 1 January 2023 by 0,75%. We have indicated that we do not consider this a realistic proposal and have made a joint wage offer of 3,4% as of 1 January 2022. Employers will come back to this in the next round. The duration is the final part of the negotiations and depends on the agreements. We are still in doubt between a term of two and one year. The preference is now for a one-year contract, partly in view of the fluctuating inflation and the low wage offer from employers.
TPOW
Thank you very much for the many responses to the question about whether and how time and place independent working (TPOW) is arranged at your organization. This input has been passed on anonymously to employers who will come back to it in the coming round. The trade unions have now taken it upon themselves to write an example scheme for the collective labor agreement. Good suggestions and examples are welcome!
Leave of absence
The extension of the bereavement leave that we want has been approved and we are still looking for a suitable assessment framework for non-family ties. The birth leave is extended to (co-) carers / 'rainbow families'. Transition leave for transgenders is not arranged through illness, but through either a period of six weeks, for example, or a tailor-made arrangement in consultation with the Occupational Health and Safety Service. We have adjusted the desired supplement to parental leave of up to 100% to the start date of the law (2-8-2021) instead of 1 January 2022.
Early Exit Scheme (RVU)
Trade unions have once again indicated their proposed points to the RVU; the maximum amount of more than 22.000 euros gross applies to a full-time and pro rata part-time employee with a participation requirement of 10 years working in the sector, including insurers with their own collective labor agreement. Employers are not very enthusiastic about the RVU because the accountant wants to have a provision on the balance sheet for those who could use the RVU for a period of 3 years. As an alternative, we proposed the generation pact scheme of 80% working, 90% wages and 100% pension accrual, but this was immediately dismissed by employers as inappropriate.
Continuation
The fifth round of negotiations is all day on Thursday 25 November. The last appointment is Tuesday 7 December in the joint agenda. Considering where we are now, I think this is quite a short day.
Retirement
The parties to the collective labor agreement have decided that the premium contributions of the individual defined pension contribution (IDC scheme) included in the collective agreement will not increase in the coming year. This means that the employee contribution for 2022 will not increase. The parties to the collective labor agreement also call on employees to delve into their pension, partly in connection with the low interest rate. More information on this subject can be found on the website of the insurers.
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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!
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