De Unie, in your interest
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Sabic IP: Not unexpected, but a shame nonetheless. No collective labor agreement.

On Friday 1 February 2019, we again negotiated with the employer about the CLA SABIC IP 2019-2020. Unfortunately, we have not been able to reach an agreement and the employer has made a final offer. This outcome was certainly not unexpected, but we still think it is a shame.

I would like to hear the opinion of de Uniemembers about this! And please indicate in your response whether or not you are covered by the collective labor agreement!

Below is an overview of the points we raised and the final response from SABIC IP. We would like to know what they think of all our members. Since the Exempts are not covered by the collective labor agreement, we would like to expressly request that you indicate in your response whether or not who is covered by the collective labor agreement. This is formally very important! We would like to receive this response by e-mail no later than Sunday 17 February 2019 marco.vallebella@unie.nl.

Duration: 
De Unie1 year.
SABIC: 1 year.

Position Exempts: See further in this newsletter.

Salary: 
De Unie: partly depending on the rest of the package.
SABIC: 3% as of 1 January 2019. In addition 0,25% in the Personal budget. This 0,25% does not apply to pension accrual, holiday allowance, allowances, future wage increases and is cannotapplies to Exempts. Just as the 3%, by the way.

Sustainable Employability / Workload: 
De Unie: Deploy various instruments such as Generation Pact and career scans. In addition, an urgent appeal to tackle this issue energetically and concretely. With workload as the topic to be tackled.
SABIC: No concrete instruments now. Do not implement tools until January 1, 2020. Further participation in the project “move for Sustainable Employability”. SABIC also states that they are working hard on the Manufacturing Bergen op Zoom plan of action. This is about 100 FTEs. Of these, 59 are intended for growth projects, 22 are existing vacancies and 19 are Operators that will be hired, looking at the expected outflow in the coming years. For the record: These measures, while very welcome, are only intended for Manufacturing. For the rest of the population nothing is on the rise.

Mobility: 
De Unie: Use, as in Limburg, of the Financial Photo instrument. This enables the employee, looking at the overall financial situation (not just wages or pension), to see the consequences for the net disposable income now and in the long term, if the employee makes a certain decision: Go less work, demotion, earlier or later retiring and so on.
SABIC: Possibly include in discussion about Sustainable Employability.

Paternity leave:
De Unie: 3 times the average working hours per week.
SABIC: Nothing more than what the law prescribes, being 1 time the average working hours per week.

Educations:
De Unie: Draw up high-quality Training Plans in consultation with employees.
SABIC: More than enough on offer, employees should make more use of it.

Summary

In short, apart from a wage offer that, if all goes well, is just enough to preserve purchasing power and which again does NOT apply to the Exempts, SABIC has little or nothing to offer. We are particularly disappointed in this when it comes to tackling workload. We applaud the story about the 100 FTE at Manufacturing, but it is largely pure necessity and overdue maintenance. Of course it is a good move. But in the opinion of De Unie should simply be “stocking in order”. In addition, this only concerns Manufacturing. What about the rest of the organization?

Exempts, a different story

As de Uniemembers know we had asked a lot of attention for Exempts' position. In fact, we have requested anchoring within the collective labor agreement for that group. Of course we had no illusion that SABIC would go along with this. But we thought and believe the time was right to offer this group the attention and clarity they deserve. The same clear and legally strong position (because it is anchored in the collective labor agreement) as their colleagues who fall under the collective labor agreement and the colleagues in Limburg who are in the same grades.

As expected, we have not yet achieved anything concrete in this area. We have   has achieved that SABIC has now in any case been formally addressed by one vakbond. Also that SABIC at least acknowledges that something must be done for this group. About what, how and when will we, De Unie, remain in formal dialogue with the employer. If more colleagues join us, our input and negotiating position for this group will become much stronger. De Unie can then become the advocate of the Exempts as a group. The power of the collective approach. More clarity. More clarity. More rights.

Frits and I appreciate it very much de Uniemembers want to respond within the set period. And / or want colleagues not yet organized to respond. This is to ensure that all voices are heard. And to De Unie enable them to enter into a dialogue with non-organized colleagues. Thank you for this!