After a number of consultations, we have reached an agreement for a new social plan. The meetings took place in a good atmosphere. Executives have also taken a seat at the table. You can read the agreement below.
Appointments
Many members have participated in the past period De Unie clearly state that the severance payment for older employees is very important. And that you did not want to reduce and/or phase out. This was the employer's wish. De Volksbank has listened to this and this scheme has been extended unchanged and is not being studied. We will, however, look at a number of other topics. We will involve executives and members in this and keep them informed.
These are the agreements we have made:
- Duration
The term of the social plan is one year, from January 1, 2024 to December 31, 2024. - Content
The content of the 2024 social plan is the same as the content of the 2021 to 2023 social plan. The social plan has been extended unchanged for a period of 1 year, during which two study agreements have been made. - Study agreement 1: sustainable employability and preventive mobility¹In the preventive mobility phase, an employee is given the opportunity to prepare for an expected reorganization by working more intensively on his own employability and increasing his own job opportunities. As also stated in the collective labor agreement, de Volksbank encourages its employees to continuously focus on employability and mobility. This includes offering various facilities (including the Learning Experience Platform (LXP) and the Personal Development Budget for Sustainable Employability (POB)).
Now that we are continuously working on employability and mobility is (increasingly) commonplace within de Volksbank, the question is justified what the value of the current preventive mobility phase is. The parties want to investigate this together and draw further conclusions based on this, which will provide input for the discussions about a next social plan or a next collective labor agreement.
¹By mobility in this case we mean labor mobility and not transport mobility. This concerns the development of the employee in favor of his own employability and career.
- Study agreement 2: The New Way of Working 2.0 and change of location
According to the current social plan, if an employee's location changes due to a reorganization and the travel time increases, this may (among other things) mean that the employee automatically becomes redundant. This is based on the idea that if you travel longer than three hours a day, there is a limit to what can be considered an acceptable travel time. The time when employees had to come to their place of work every working day to work is behind us. For example, de Volksbank uses HNW as a working method; There are no longer fixed office or home working days, which means that many employees only have to be at their place of employment a maximum of 1 or 2 days a week on average.
Now that the total annual travel time of employees is more limited due to HNW, the question is justified whether the current provisions in the social plan, in which the consequences of an increase in travel time in the event of a change of location are elaborated, correctly reflect the interests of the employee and the employer. The parties want to investigate this together and draw further conclusions based on this, which will provide input for the discussions about a next social plan or a next collective labor agreement.
To vote
Above you can see the agreements of this agreement. We are satisfied with the result. The members have received an invitation to vote until December 7, 12.00:XNUMX noon.
If you have any questions regarding this message, you can email the advocate Harma Pethke at harma.pethke@unie.nl