Agreement in principle Metalektro: The members have the floor
February 21 2019
As we have previously announced, a result has been achieved in the negotiations on the Metalektro collective labor agreement. The National Board of Metal De Unie (the national framework group) has determined, together with the negotiators, that we accept the agreement in principle with a positive advice de Unie-member to vote. We reiterate the results achieved in outline. We will enclose the protocol with the full agreement in principle.
The last word is up to the members
Also the National Board of Metal De Unie (the national management group) is of the opinion that we can submit the agreement in principle with a positive recommendation for a vote. But of course the members have the last word. We ask de Unie-members to vote positively up to no later than March 17, 2019.
We can imagine that there are still questions about the agreement in principle reached. We have therefore planned a number of explanatory member meetings in Hengelo, Culemborg, Eindhoven, Helmond and Stein. You can find the planning of these meetings here.
In general terms, the agreement in principle is as follows:
The following wage increases have been agreed over a term of 30 months (effective June 1, 2018):
- As of February 1, 2019 3,5%
- As of August 1, 2019 € 58, -
- As of January 1, 2020 € 116, -
All amounts are gross and structural. No one-off payments have been agreed. This means that you can look forward to a significant wage increase within 1 year.
Employers have the option to deviate from these wage increases for employees to whom the collective labor agreement for senior personnel applies. The employee must then have an annual salary that (up to and including January 31, 2019) is higher than € 96.486 gross.
De Unie would have liked to make better agreements for the Senior Staff, but that turned out not to be possible. Partly in view of the fact that at the start of the negotiations, employers wanted to abolish the entire collective labor agreement for higher personnel, we still had to accept this limit for this collective labor agreement and we are pleased that the amount will increase with the collective labor agreement increases. However, we will continue to focus on amendments to this agreement in future collective labor agreements.
The wage increase can be offset against the unilateral wage increase, perhaps granted by the employer, at the end of 2018.
The Generation Pact ensures that older employees have the opportunity to work less and retire in a healthy way, while at the same time giving young people the opportunity to enroll. Because the hours that become available as a result of the shorter working weeks of the elderly are filled by transfer students with a (permanent) employment contract.
Two variants have been agreed:
- 80% -90% -100% (80% work, 90% salary, 100% pension accrual). For this variant, employees who regularly work shifts from the age of 60 are entitled to participate. Employees who do not work in regular shifts are entitled to participate from the age of 62.
- 70% -85% -100% (70% work, 85% salary, 100% pension accrual). This variant applies to employees from the age of 62 on the condition that the employer agrees to the participation (double voluntary action).
The following applies to both variants: if the employee makes use of the Generation Pact, you will still receive half the number of senior days. If the employee no longer has senior days (because the employee only started working in the sector after 2009), then no days of leave need to be surrendered.
For employees with an annual salary above € 70.000, they can participate in both variants from the age of 63 on the basis of double voluntary action. The employer is not obliged to agree to the request.
Still can de Uniemembers their vakbonddeclare the contribution to the employer (for the years that a collective labor agreement applies). Until now, the employer could refuse this (a study day was taken instead). However, in the new CLA, the employer is obliged, if the employee so requests, the vakbondsettle the contribution. In addition, if the employer is a member of the FME, the entire amount paid in 2019 vakbondreimburse contributions (for those who were members on January 1, 2019).
Sustainable employability, training and development
Employees are entitled to 1 day per year to work on their sustainable employability (training, development, health), this day is in addition to the existing right to training days.
Extensive agreements have also been made about training, 5x better (occupational health and safety), career coaching, financial advice, personal training budget, development vouchers, mentorship and the stimulation of industrial (branch) schools.
Relationships in the sector
After 3 CLAs in a row that were not concluded without a struggle, the parties (the FME and the vakbondand) that in the coming period, hard work must also be done to restore trust and the relationship between the parties. De Unie endorses this conclusion and is happy to contribute to it.
What finds De Unie?
In particular, as described earlier in this report, we had hoped to be able to make better agreements for Senior Staff and would have preferred to see percentage wage increases rather than nominal increases.
But all in all, we are satisfied with the result achieved. Apart from wages, several good agreements have been made on issues such as sustainable employability and a generation pact. We can leave behind a months-long campaign and with it disagreements between employers and employees. Thanks to the people who supported us!