Delta Lloyd: Progress of the collective labor agreement consultations
November 22 2018
Negotiations took place again on 16 November 2018. Below is the report of these negotiations. We discussed the harmonization of the terms of employment (the coordination of the CLA NN and the Delta Lloyd CLA). And we exchanged views on the coordination of the social plans.
The CLA NN Group and the CLA Delta Lloyd are similar in many respects. But some employment conditions are designed very differently. As a result of the integration, more and more employees do the same work with differences in employment conditions. The pressure on the collective labor agreement parties to harmonize is also increasing as a result.
De Unie is willing to accelerate harmonization on the basis of this consideration. There is an important condition: if we break open the Delta Lloyd collective labor agreement, it cannot be at the expense of the employees' terms of employment. In doing so, we take into account the legal framework of the Undertaking Transfer Act.
Many of the employment conditions can be harmonized. For example, we have come a long way with harmonizing the anniversary scheme, the business hours scheme, parental leave and notice period. But there is no final conclusion on these topics yet.
Other regulations are difficult to harmonize. This is because the principles in both collective labor agreements differ greatly. This applies, for example, to the additional or overtime arrangement, the Saturday allowance, the travel allowance and the consignment allowance. We created and distributed a survey about this. We will continue this on Friday 23 November 2018. Please fill in the survey when the occasion arises.
The current NN social plan expires on December 31, 2018. (There is an extension period of 6 months as long as the parties are busy concluding a new social plan). The current Delta Lloyd social plan will continue until December 31, 2019. The value of the social plans is not the same, but it is reasonably close to each other. NN Group wants to harmonize both social plans as of January 1, 2019. In addition, NN Group wants cutbacks and more investment in employability.
In the proposal letter of De Unie states that we want to talk about harmonizing social plans. Our condition is that the social plan has a level that is at least equal to that of Delta Lloyd's social plan. This is logical because this social plan will continue for another year. Also finds De Unie it is important to agree on a social plan for three years. This gives the employees a longer period of security.
As far as we are concerned, there are two solution directions:
We are concluding a three-year social plan for NN employees. And Delta Lloyd employees will keep their own social plan for another year. After that, the NN social plan applies. Or we make a social plan that immediately applies to everyone. But then the level of the social plan must be equal to the level of the Delta Lloyd social plan.
There is still a big difference in positions between De Unie and the employer. We discussed possible solutions in outline during the collective labor agreement consultations. It is the intention that a working group will carry out a further exploration this week. We will continue with this topic on Friday, November 23, 2018.
No decision has yet been taken on the new pension scheme. We have a blueprint for the new pension scheme under investigation. The features of the blueprint are:
- A fixed annual premium percentage of 30% of the pension basis.
- A transition year in 2019, a new scheme that will take effect in 2020.
- The retirement age will be 1 from 2020 January 68.
- From 1 January 2020, you accrue 1,875% pension annually.
- We want to make regular indexation / supplement possible.
- In 2020, the employee's contribution will increase to 7% of the pension basis (this is now 6%).
- In 2021, the employee's contribution will increase to 7,5% of the pension basis.
- The survivor's pension (partially) on a risk basis. This is now on a build-up basis at NN. And at Delta Lloyd this is now also on a risk basis.
The position of the trade unions is:
- Adjustment of the pension scheme is only possible if we can make a good agreement about collective salary increase, salary structure and top-scaling scheme.
- A pension premium of 30% requires an employee's contribution of 6%
The employer has not yet responded to this.
The employer proposes to determine the pay line by increasing the median of the General Market by 2,5%. The trade unions propose to join the current salary line of NN Group. We are sticking to a collective salary increase of 3,5% for 2019.
The next meeting will be on Friday 23 November 2018. There are no points of agreement yet. So all points come back.