In this message we inform you about the proceeds of the call from social partners, the collective labor agreement negotiations, pension, social agenda, workload and the month of the union.
At the beginning of this year, the parties to the collective labor agreement signed a call made to employers, employee participation and employees in the insurance sector to discuss the effects of interest rates and inflation and to take appropriate measures that contribute to mutual understanding and solutions. The parties to the collective labor agreement have also asked to indicate what a suitable mix has become for employers and employees. There are employers who have done nothing and referred to the next collective bargaining. A number of employers are known to have taken action, namely Ansvar, Allianz, ARAG, De Goudse, HDI Global, De Vereende, Univé and Zurich. They have applied one or more proposed measures to their staff.
At the end of the year, the two-year collective labor agreement for the insurance companies expires and a new collective labor agreement can be negotiated. Four rounds of negotiations are now planned. Negotiations will start on September 15 and the final round will be on December 13, 2023. For the start of the negotiations we ask the members of De Unie wishes for a new collective labor agreement.
After the House of Representatives voted in favor of the new pension law in December 2022, the Senate also did so at the end of May 2023. With this, the Future Pensions Act (WTP) formally entered into force on 1 July 2023. You can find more about this at https://www.werkenaanonspensioen.nl/.
Trade unions and employers have a joint pension working group that discusses the new pension scheme and its introduction to the insurance sector. The working group will advise the social partners before the negotiations that start in September.
In 2022, employers will have a three-year contract through the Association of Insurers and the trade unions social calendar established with each other. Three spearheads have been chosen in the agenda, namely: increasing job security by guiding people from job to job, recognizing and recognizing talent and a diverse and inclusive labor market. On behalf of De Unie I am part of the working group that is designing a new infrastructure to help employees move from job to job. We do this, among other things, by setting up an intra- or inter-sectoral mobility pool, collecting studies on relevant labor market developments and setting up a network of mobility advisers. Before the end of the year, we will make concrete recommendations to the steering committee, which includes representatives of employers and trade unions. An update of the state of affairs of all working groups will follow in the autumn.
We regularly get the signal from our supporters that there is work pressure at an insurer. Research has shown that more than one third of employees who call in sick suffer from stress and work pressure. So make sure not to let it get to that point. In the insurance sector we have a work pressure meter, so that action can be taken in good time. You can learn more about this here find back.
Month of the union
In the collective labor agreement, trade unions and employers have agreed to organize a 'month of the trade union'. Social partners have chosen September 2023 for this. The employers will facilitate this action and reimburse 50% of the union membership of the employees for twelve months. This applies to both existing members of the trade unions and new members. More (practical) information about this will follow in a next post.
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