Thursday, November 25, 2021 was the fifth round of negotiations between De Unie, the other trade unions and the employer's delegation of the insurers about a new collective labor agreement as of 1 January 2022. I, representative Emanuel Geurts, indicate below where we stand on a number of topics after a new day of negotiations. There are more topics we talk about but more on that later.
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Wage and term
Employers offer a structural salary increase of 2022% as of February 1,7 and a further 1% structural as of January 2023, 1,7. Employers will make the first increase in February to avoid having to work retroactively. Trade unions have made a structural wage offer of 1,6% as of February 2022, 1,6% as of July 1, 2022, 1,6% as of January 2023 and 1,6% as of July 2023. Employers will come back to this in the next round. The term now seems to be two years, but this depends on the total set of agreements.
Early Exit Scheme (RVU)
Employers agree with the demand from trade unions to apply the maximum amount of more than 22.000 euros gross for a full-time employee and pro rata for a part-time employee. Employers only do this with a participation requirement of 10 years of working in the company instead of the sector. We have agreed to this, with the comment that this may have a restrictive effect on mobility.
Leave of absence
Bereavement leave, transitional leave for transgender people and the extension of birth leave to (co-) carers / 'rainbow families' are matters that we have or will soon resolve. What is still on the table is the supplement we want to take to parental leave. We propose to increase the amount of the benefit by 20% as of August 2, 2022, the effective date of the law. Employers will respond to that next time.
TPOW
The many reactions about time and place independent working in the sector were already shared anonymously with the employers. They would still comment on this. Employers see a diverse picture and are mostly positive about grassroots consultation. We have presented an example scheme for the collective labor agreement. The employers thought this was too firm and wanted to be free to draw up a scheme that suited their company. The next step is now for an external expert to draw up model regulations. This document will then serve as the basis for the follow-up discussion on this subject.
Continuation
The last appointment is scheduled for Tuesday, December 7, 2021 in the joint agenda. Whether this will continue due to the situation surrounding corona, is the question? We'll just wait and see how it goes.
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Contact
Do you have any questions or do you want to discuss something with me? I can be reached via emanuel.geurts@unie.nl and via 06-5252 2074. If you have an individual question or need advice, please contact our Service Center via sc@unie.nl or by telephone on 0345-851 963. We are happy to help you!
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