De Unie, in your interest
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Negotiation result achieved at CBR

We have achieved a collective bargaining outcome. We understand that something has to change within the CBR, but De Unie, does not think that this means that employees have to give up for it. This was eventually successful after a lot of pushing and pulling. Ultimately, it is a short-term collective labor agreement and, as several colleagues called it after the latest information from the management on the intranet, has not become a dead-blow collective labor agreement.

The employee receives a total salary increase of 4,25% for a term of 17 months. The day window is stretched, but compensated for this and it is always expressly voluntary. If this is not the case, let the representative, Gerard van der Lit, know and I can intervene. The vitality regulation has been expanded and adapted. A point of attention was that especially the lower paid colleagues could not make use of it because the step to 70% salary was simply too big. We have also converted the 3-month pension benefit into a scheme in which no one makes any concessions and can make choices about how those 3 months are used. In addition, study agreements have been made about reimbursements of the CCV employee, which do require attention and a study agreement about the harmonization of the other reimbursements in the collective labor agreement. The complete result with all agreements is here. to read.

However, there is also a story behind all these agreements. I will now go into that in more detail.

Situation CBR

The CBR has been under the magnifying glass of the client, politicians, for quite some time, but now the CBR is under a microscope and everyone is watching and has an opinion about it. That does mean something for the CBR and therefore also for you as an employee of the CBR. The question is to what extent you as an employee can influence this. The practice is; very little. Nevertheless, we did suffer from this during the negotiations. The management does have to deal with the client and must have something to offer that client. I can understand that, but not if the employee has to pay the bill. So also a wage increase, despite the limited financial scope that the CBR has. This has succeeded.

Day window / working hours

We have stretched the day window, but you just have to work at other times if you want! You cannot be forced. If you start working at other times, you will receive a market-based allowance for this. It is up to you what you prefer, but it does give you the space to work at other times if you wish.

The 3-month benefit

The management was a thorn in the side that a 3-month salary had to be paid to someone who was no longer working for the CBR. We have talked about this for a long time and very penetratingly. Members were clear about this. It's our money and you should stay away from it! In fact, we have realized this. Everyone receives a structural 2,25% wage increase as compensation for the abolition. A phasing-out scheme has been agreed for those who, given their age, are insufficiently compensated for this.

Vitality regulation

In concrete terms, employees aged 64 and older are given the opportunity to structurally reduce their working hours in 2 ways. You can work 60% with 80% salary and 100% pension accrual compared to the current contract. Or you can also work 80% with 90% salary and 100% pension accrual compared to the current contract. For the current participants in the vitality scheme with the 50-70-100 variant, there is no change.

The 80-90-100 variant will apply from 1 June 2020. This means that the existing option of 50% work - 70% salary and 100% pension accrual will lapse.

The underlying idea is that not everyone can afford to go back to 70% salary. This was a signal we had received several times. That is why, after consultation with the executives, we have decided to contribute and agree to the 80/90/100 variant.

Culture

We agree that the culture must be changed within the CBR. In a nutshell, the management believes that employees should adopt a different attitude. And the employees believe that management should adopt a different attitude. You can write down 100 agreements in a collective labor agreement, but if you only look at that rule and say that it is simply stated in the collective labor agreement and will give an explanation, it should not be surprised that the employee feels the same way. to set up. We want to do something about that now. Normally this is not a job of one vakbond. However, we notice time and again that the 'dialogue' between a manager and the employee simply does not go well and that the employee often loses out. This is the reason that I have suggested as vakbond to play a role in this. That is why you are a member of De Unie! That is why we have agreed here jointly, management, vakbondand you as an employee should get started to change this. We're not going to talk about you anymore, we're going to talk to you. Only then can we take steps.

Let one thing be very clear. As far as I am concerned, we are going to wipe the stairs from above. Ultimately, it is the management who must set a good example. It is about “the conversation” that we should have with each other, but if “the conversation” turns into just an assignment, then as far as I'm concerned you don't have to have the conversation.

What now?

We, De Unie and the executives consider the result sufficient to present it to the members with a positive basic attitude. It is not the main prize, but there is simply not more space at the moment. Ultimately, the members decide whether we have a collective agreement or not. The members have received an invitation to vote.

Contact

If there are reactions to this member letter or if you would like to contact us about a collective matter, please contact us via gerard.van.der.lit@unie.nl or via telephone number 06-5252 2010. For individual advice, you can contact colleagues from the service center department on 0345-851 963, via e-mail sc@unie.nl or the chat function www.unie.nl. We are happy to help!