As indicated in the previous newsletter, we would analyze the result of the vote and the comments made with Achmea this month. It would be discussed what the result means (for De Unie no majority for the final offer and a small majority for fellow unions) and to what extent this can be taken into account, for example in the further elaboration of the various agreements.
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We have previously established that the results of the employee survey in 2021 and Achmea's final offer do not appear to be 'in balance'. That is why we have drawn attention to the wage agreement in the second year, the 4×9 and the austerity (lower accrual) of pensions. The meeting with Achmea has since taken place earlier this week and has led to the following result.
- Income
Due to the broad criticism of the wage agreement in the second CLA year (1% structural, in combination with a one-off increase of 750 euros gross), we asked Achmea to convert the one-time increase of 750 euros gross into a percentage and structural increase. Achmea did not accede to this request and was not prepared in any other way to improve the wage agreement in the second CLA year. - 4 × 9
We have asked Achmea to reconsider the decision not to work 4×9 anymore. In response, Achmea has indicated that it is prepared to assess the effects of the 34-hour working week on, for example, vitality, health and work patterns. (including 4 x 9) to 'monitor', after which to discuss the findings with the trade unions and to see whether there is reason to make new agreements. - Retirement
Restricting the costs of the pension scheme (max 40%) resulting in a lower pension accrual (approximately 1,6%) is considered by many members to be too big a step. That is why we asked Achmea to reconsider with us whether we could still improve the pension accrual. Achmea did not agree with our suggestion to increase the maximum premium. Not changing the 'click' in the interest rate does not offer a solution either.About our request to once again talk to the board of the Stichting Pensioenfonds Achmea and to ask them again jointly to (temporarily) agree to a (somewhat ) lower premium coverage ratio than 100%, we have agreed the following:
Based on the collective labor agreement, the pension accrual in 2022 will be approximately 1,6%. If new facts emerge from a comparison with other funds (for example with regard to the funding ratio), Achmea is prepared to enter into further discussions with SPA in order to increase/improve pension accrual.We believe that there is indeed a reason for this, and we are therefore counting on being able to start this conversation with the board of SPA in the short term.
For the rest, some more information is now also known about a number of other (CLA) topics:
- Climate budget
In the coming period, the agreements on the climate budget will be further elaborated jointly (such as determining the spending targets). In addition, Achmea is prepared to examine whether climate investments that employees have already made or will make in 2022 can be reimbursed from the climate budget that will become available from 2023. Achmea expects there in the course of the 2e quarter of this year to provide more clarity. - Unlimited training budget (internal and external training)
Work is underway to implement this agreement. In addition to the agreements that will be made with training suppliers, the systems and processes must also be set up accordingly. It is expected that the unlimited training budget by the end of the 2e will start in the quarter of 2022 or earlier if possible. In the communication that takes place about this, attention will also be paid to all collective labor agreements that apply to time use/training leave. Until the time when the unlimited training budget takes effect, the current system with a departmental budget for training will continue to apply. - Where you work compensation
The existing travel allowance scheme for commuting in the collective labor agreement assumes that you travel to the office a fixed number of days a week. That no longer fits in well with the new way of working ('that's how we work'), in which the nature of your work partly determines where you work (at the office or at home). The homework allowance (€30 net per month) that everyone receives from the home working scheme agreed with the COR in October 2020 is also based on a fixed number of days a week working from home. A tripartite working group (trade unions, COR, Achmea) will soon start working with the aim of designing a scheme that is better suited to the new way of working, if we are expected to start working in a new hybrid way again, partly in the office in the long term. and partly at home. Until then, the existing regulations apply. - RVU scheme
As indicated in previous communication, the agreement about the RVU scheme is being worked out so that it can be completed during the 2nd year at the latest.e quarter of 2022 or earlier if possible. From that moment on, employees can make a request to make use of the RVU scheme, and the application period of a maximum of 4 months applies. It is not possible to request a retroactive request.
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Conclusion and what's next?
The good news is that Achmea has been prepared to discuss the earlier final offer. The results of the consultation among trade union members also gave sufficient reason to do so.
Less good news is that this conversation has so far delivered less than we – and probably many of you – had hoped (and perhaps counted on). The structural wage increase in the second CLA year is and will remain only 1%. We have not (yet) been able to make concrete agreements with regard to the 4×9 and the desired improvement of future pension accrual. Being able to use the climate budget a little earlier is of course fine, but it certainly cannot remove all criticism.
As indicated earlier, the mood at all unions was very tense. With bee De Unie just short of a majority for the earlier final offer. We wonder whether this will be much different with the outcome of the last meeting with Achmea. In the coming period, we will therefore continue to consider the situation that has arisen – including in consultation with our executives.
At the moment it is not (yet) possible to sign a person under this collective labor agreement De Unie come to be. That is also clear. Nevertheless, we will continue to talk with Achmea. We remain constructive, but also critical. Perhaps the results of our follow-up conversation about the 4×9 and the pension could change our mind, but we don't know that at the moment.
Contact
If you have any questions or would like to respond, please feel free to contact us (huug.brinkers@unie.nl).
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