On Tuesday, November 16, we had the third round of negotiations for a new collective labor agreement for Residential Services as of January 1, 2022. In this newsletter, I, representative Emanuel Geurts, explain a few points from the negotiations in more detail.
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Nursery baskets
The CLA parties have formulated a list of points that they bring up in the negotiations on behalf of their supporters in a so-called letter of commitment. These letters of commitment are exchanged at the beginning of the negotiations. This is how you have the bet of De Unie and from employers in a previous newsletter can read. After the exchange, all proposals made are brought together in 'baskets'. For example, there are the wages, generation pact, leave, hybrid work, sustainable employability, flex and other baskets. In this third round of negotiations, we discussed all the baskets of proposals. I'll pick a few below.
Loon
Aedes has now finally made a wage offer, which they themselves consider to be 'conform to the market'. This concerns a structural wage increase of 1% as of 2022 July 1,5 and a structural wage increase of 1% as of 2023 July 1,5. The proposed term of the collective labor agreement will therefore be two years for employers.
Aedes also wants to promote the influx of young people by lowering entry-level salaries. They think the starting salaries of higher vocational education graduates in particular are too high compared to other sectors, as a result of which employers do not hire young people. They will further elaborate this proposal for the next time.
Another proposal is the reduction of the observation allowance. This would not promote mobility because the allowance lapses as soon as someone actually fulfills the higher perceived position. We asked them whether observation in the event of illness and absence is different from mobility and whether employers would therefore like to make us a different proposal. We wait and see.
I would like to hear from you what you think of these employer proposals and whether you have experience or examples of this yourself? Please let me know at emanuel.geurts@unie.nl or 06-5252 2074. Then I can take your reaction to the next round of negotiations.
Generation pact
Aedes is still unsure about this important point for the extension of the Generation Pact for trade unions. The biggest bottlenecks are the redeployment of young people and the failure to adjust the work packages. Matters that employers have to tackle themselves according to the scheme but apparently have not done or have insufficiently done. In order to meet this requirement, we have proposed making more variants, for example 60% working, 80% wages and 100% pension accrual. This will probably make the reoccupation by young people and the adjustment of the work packages easier. Employers will respond to this in the fourth round. We are curious.
TPOW
With regard to time and place-independent working (TPOW), employers believe that this is up to the local management and works council, whereby the management listens to the Works Council but then decides for itself. We believe that matters should be well organized when it comes to working conditions, work patterns, home working facilities, travel and home work allowances and this should not depend on each local corporation director whether he/she wishes to demonstrate good employership in this regard. Let's just arrange this practically in the collective labor agreement, so that everyone does not have to reinvent the wheel.
Continuation
The next collective labor agreement round is scheduled for Wednesday, December 1, and the last round is on Wednesday, December 15, 2021. Pretty tight on time if I can estimate where we are in the process.
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Contact
If you want to respond to this newsletter or want to contact me about a collective matter, you can reach me via emanuel.geurts@unie.nl. For individual advice you can contact my colleagues from the Service Center department via 0345-851 963, via email sc@unie.nl or the chat function www.unie.nl.
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