On Tuesday, September 14, 2021, we consulted with employers for the third and last time about a new Collective Labor Agreement for Metal and Technology. Immediately at the start of the consultation, we made it very clear to the employers that our supporters will not accept their proposed deterioration in the current collective labor agreement. In addition, we want to record agreements as much as possible at a central level in the new collective labor agreement to prevent employees from being sent from “the box to the wall”. Employers want everything to be arranged at company level between employer and employee.
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We have also made it clear to them that we would like to receive concrete proposals from them about the subjects we have brought in, such as wage increases, sustainable employability, RVU and participation pact. Based on this, we can then draw up a balance sheet in consultation with our supporters. Then we can see how we value that balance and what the follow-up should be.
Unfortunately, for the third time in a row, the response from the employers was very disappointing and incomprehensible. We had the secret hope that this time they would come up with some concrete and, above all, more positive proposals so that we could ultimately negotiate further with them. To our great surprise and annoyance, the employers indicated that they wanted to maintain their proposals about the deterioration of the current collective labor agreement. Such as exchanging the right to participate in the Generation Pact for a double voluntariness. Also allow the sustainable employability measures in the current collective labor agreement to take effect from the age of 60 instead of the 55th year. This means that you can only make use of the relief scheme, no compulsory overtime and extra leave days from the age of 60. They have not yet made a statement about the pay increase!!
As an argument for their proposals for aggravation, they state that they can use this to pay for the RVU scheme to make use of your AOW entitlement 3 years earlier, and that they want to realize a redistribution without specifying what and how they want to redistribute. The RVU scheme as we would like to agree on it also has many advantages for employers. We have the impression that what they are phasing out of the current sustainable employability measures they want to use for the wage increase. And yes, there it is: the well-known “cigar from its own box”!
De Unie does not see a constructive attitude on the part of the employers in this regard to arrive at an acceptable result. Although it was to be expected on the basis of the proposal letter from employers, we are very surprised at the attitude of the employers and the course of the negotiations so far. A reserve date is planned for the negotiation process on 27 September. We hoped that this reserve day would not be necessary, but in this case we decided to let it go on.
We would now like to consult with our members to find out what they think of this state of affairs. We then want to determine our position together with the members on how to proceed.
You can pass on your opinion and comment or comment to us via metal@unie.nl until Saturday 25 September at the latest. In addition, we also organize a digital walk-in hour to make your reactions known. We will hold this consultation hour on Wednesday 22 September from 13.00 to 15.00. Members have been invited to this meeting.
After the date mentioned above, we will share the outcome of this with the members.
We will meet again on Monday 27 September. Immediately afterwards we will inform you of the outcome. Do you want to stay informed (live) of the latest developments? Like and follow us on social media:
Linkedin.com/company/de-unie-metal
If you would like to give us any comments for the upcoming negotiation round, please contact us by email metal@unie.nl
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