Kemira: Question about new collective labor agreement Kemira and the current status of flexible employment conditions
31 October 2018
On Monday, October 15, 2018 De Unie and her colleague vakbondand reaches a conditional pension negotiation result with your employer. This negotiation result is conditional, because Kemira links this result to the negotiations on a new Kemira collective labor agreement. The current collective labor agreement will expire on 1 January 2019.
Question about new collective labor agreement
De Unie is of the opinion that it is better to treat both subjects separately. We believe it is important that the pension collective labor agreement is concluded as soon as possible prior to 1 January 2019. Because the current pension scheme expires at the end of this year. Of course, another factor is that most of our members are above collective labor agreements. For them, the link between the pension CLA and the regular CLA is not an obvious one.
The link that Kemira makes means that in addition to the pension for 2019, there is still 2,7% CLA wage margin. Another realistic option for Kemira is a two-year collective labor agreement, whereby a collective labor agreement increase of 2,7% in 2019 and 3% in 2020 is a possibility. Kemira still has to submit this two-year option to Corporate in Finland.
The collective labor agreement increases are not relevant for the majority of our members. But for a number of members it is. As an advocate, I am therefore curious about how Union members view a possible wage increase of 2,7% in 2019 and 3% in 2020. So that I know how best to approach collective bargaining.
As soon as the negotiation result about the new pension scheme is no longer conditional De Uniemembers are further informed about this and they can vote. Union members can submit their reaction to the possible collective bargaining increases for 2019 and 2020 no later than November 8, 2018email via email firstname.lastname@example.org.
Flexible terms of employment
The negotiations about a new collective labor agreement invariably bring up the discussion about the difference in wage increases between collective labor agreement staff and higher collective labor agreements. De Unie and its members therefore decided in January 2018 to focus on more flexible employment conditions. To this end, we have submitted a proposal for an Individual Choice Budget (IKB).
For the summer vacation de Uniemembers have been informed about this a number of times. But it has been silent on this front for several months now. That is because we have not had any more consultations with the employer after the summer vacation. The proposal at hand has sparked some debate in Finland. The discussion at Corporate has not yet been settled. The consultation that we had planned after the summer holidays was therefore canceled.
The intention is that the IKB would become available in a pilot form for the higher-level collective labor agreements from 1 January 2019. I am now starting to doubt whether that date is still feasible. Kemira has those doubts much less. She realizes the time pressure and expects to be able to resume consultations about the IKB in November. As soon as there is progress to report on this topic, I will inform members about it.
Questions or remarks?
Are there any questions or comments in the meantime? Please contact the representative by e-mail email@example.com or call 06-52522073.