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Rabobank: progress of pension and social plan negotiations

On Monday, June 8, 2020 De Unie, Rabobank and the other trade unions continued to negotiate about pensions and the social plan. With the membership letter we inform the members of our steps towards a negotiation result for pension and social plan. The collective labor agreement will be discussed from September to allow the new employment conditions package to take effect on 1 January 2021.  

Retirement

In the pension file, we discussed the period up to the expected commencement date of the new national pension agreement as of January 1, 2026 or 2027. The current pension contract will run until December 31, 2020. So we still have 5 or 6 years to bridge. With which scheme are we going to do this, in one or two periods and with which rules? As it stands now, I can act as an advocate on behalf of De Unie do not anticipate the outcome of the national negotiations. This means that the pension scheme that we now have has to continue for a while. During the transition period, we look at the different interests of the active (employees), sleepers and pensioners. Technical points in this respect include the value of catch-up indexation and the expected development of the funding ratio. Fortunately, the social partners have support from a working group with external 'calculators'. Every negotiation day, the working group provides a clearer picture of the choices to be made and their effects.

Social plan

With regard to the social plan, the choices to be made for the bank and the unions mainly relate to the duration of the extension of the social plan and a possible departure arrangement for employees. A severance scheme would be a new instrument for the bank and its employees that could contribute to reducing the forced departure of employees during a reorganization. Parties to the collective labor agreement are exploring the (im) possibilities with each other. How do we keep the process manageable? For what period do the parties wish to enter into this arrangement? Should the scheme be included in the collective labor agreement, social plan or separately? What is the link with active mobility and the replacement scheme? What is the correct amount of the compensation? How long before a movement or reorganization do you open the scheme and to whom? How do you avoid disappointment among employees who want to leave but cannot or may not? What is the role of employee participation in the process? These are all questions that have been discussed and which the parties will discuss with each other during the coming negotiation moments.

Continue negotiations

Monday, June 15, 2020, we have another day to digitally further negotiate about social plan and / or pension. After that, June 30, July 1 and July 7 are in the agendas and we want to finish the negotiations.

Contact

If you want to respond to this member letter or want to contact me about a collective case, you can reach me via emanuel.geurts@unie.nl or via my telephone number 06-52522074. For individual advice you can contact my colleagues from the Service Center department on 0345-851 963, by e-mail sc@unie.nl or the chat function www.unie.nl.

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