Collective bargaining agreement
On January 6, we continued the negotiations for the collective labor agreement for banks for 2022. The employers used the period between December 14, 2021 and January 6, 2022 to develop a concrete proposal and discuss it with the representatives of the member banks. Employers submitted this concrete proposal on January 6, 2022 De Unie presented. On January 18, 2022 at 17.00 p.m. De Unie a members' meeting. Are you also talking? We and other trade unions will respond to these proposals on 24 and 26 January.
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Content
The employers have tried to formulate a complete proposal, for example we have a salary proposal from the employer for the first time. A number of subjects have also been deleted from the initial employer proposal. And the employers have some proposals from De Unie taken over. I, advocate Inge de Vries, explain the topics below.
Term and salary
Employers are proposing a collective labor agreement that runs from January 1, 2022 to December 31, 2022. During this period, they want to increase wages by 1% on March 2022, 1,5 and by 1% on July 2022, 0,5.
De Unie wants to increase the salary by 4%, after all, inflation has risen sharply since October 2021.
Place- and time-conscious working
Employers expect that regular work from home will continue in the future. They consider it important that each affiliated bank can make appropriate agreements with its own works council within the organisation. To support this, they want to agree framework agreements and preconditions with the trade unions in the collective labor agreement. although De Unie If you prefer a standard scheme so that we can guarantee the rights of employees, I must also recognize that the employers' proposal is in line with what is customary in a sector collective agreement.
Leave of absence
Under this heading, the employers make three different proposals:
- Recently, birth leave has been regulated by law. After the birth of a child, the father is entitled to a benefit for 6 weeks. In the first week, the benefit is 100% of the salary up to a maximum of the maximum daily wage, and thereafter 70% of the salary up to a maximum of 70% of the maximum daily wage. The employers want to supplement this benefit to the normal salary.
- The statutory regulation for parental leave will come into effect on 2 August 2022. This scheme also has a benefit. The employers propose to supplement the benefit for a period of 4 weeks to the normal salary.
- Employers propose to increase the extra-statutory leave from 64,8 hours to 72 hours, that is 7,2 hours extra.
We welcome these proposals from the employers. They are in line with the proposals that we have submitted on behalf of the members.
De Unie has also proposed to allow for leave savings of up to 100 hours.
The employers first want to conduct a study on this because they cannot properly estimate the feasibility.
RVU scheme
Employers indicate that they have listened carefully to the trade unions and our urgent proposal to support older employees (3 years before the state pension age) who want to take early retirement voluntarily. It is legally permitted for a limited period (currently approximately 4 years) to pay these employees a compensation up to the amount of the AOW benefit (pro rata for part-timers). Unfortunately, the employers do not want to write down the scheme as a hard right of the employee. Your employer determines in the employer's proposal whether or not you may use the RVU. But this is an important step towards De Unie.
Retirement
In the past year a working group has been working on how the collective labor agreement should be adapted to the new Pension Agreement. Because the legislation on this is not yet final, we have not yet been able to formulate definitive texts. I expect that we will reach a process agreement on how to deal with pension issues in the coming year.
PAWW
It has been agreed in the collective labor agreement that you are affiliated with the income insurance of the PAWW Foundation. With this we extend the benefit if you become unemployed or incapacitated for work. The employers have proposed to extend this agreement by five years. De Unie thinks this is a good proposal.
Proposal letter De Unie
Attention to sustainable employability is included in our proposal letter. The employer has done nothing about it.
How further?
The collective labor agreement consultations will be continued on 24 and 26 January 2022. De Unie has promised to respond in writing to the employers' proposal by 20 January 2022 at the latest. I would therefore very much like to hear your opinion. What do you think is important? What do you want to know more about. What do you like about the employer's proposal? You can send me an email with your vision. This can be done via e-mail address: inge.de.vries@unie.nl
You can also register for the online members' meeting. This meeting will be held on Tuesday, January 18, 2022 from 17.00 p.m. to 18.00 p.m.. Would you like to join the conversation? Email me at and then my email address inge.de.vries@unie.nl
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