Wednesday, March 16, 2022, we had the last round of negotiations for a new collective labor agreement for Residential Services as of January 1, 2022. In this 'cattle call', I, representative Emanuel Geurts, inform you about the ultimate offer that employers have made to us and how it will go further.
Not receiving our newsletter yet? Then sign up quickly.
Ultimate collective bargaining offer
Below are the key points from the ultimate bid:
- A collective labor agreement with a term of 2 years (1 January 2022 – 31 December 2023).
- Two structural wage increases:
- 3% as of January 1, 2022 (retroactive)
- 2,4% as of January 1, 2023
- Continue with the Generation Pact Residential Services for a period of 3 years and 3 months, whereby housing associations have the freedom to deviate from the entry age of 63, in a positive sense for the employee, and can also choose a different variant than working 80%, 90 % salary and 100% pension.
- The option for the employee to save more hours of leave for, for example, stopping work earlier, a sabbatical, informal care, long-term care leave.
- Right to unpaid leave (whereby the employer continues to pay his part of the pension premium).
- Supplement UWV benefit up to 85% of the wage during additional birth leave.
- Possibility for the employer to designate public holidays in consultation with the Works Council, which the employee may exchange for another festive day.
- Right for the employee to withdraw future career development budget.
- Entitled new employees to an individual career development budget from commencement of employment.
- Integral campaign “Learning and developing” employee, manager, employer and corporation through the FLOW training fund.
- Obligation for housing associations to determine policy in the field of time- and location-independent working in consultation with the Works Council.
- The CLA parties will also develop a guideline for housing associations that they use when developing their policy regarding time- and location-independent working.
- Continuation of the homework allowance of € 2 per day worked at home until 31 December 2023.
- Joint research into a 'where you work' policy aimed at facilitating place and time independent working and stimulating sustainable choices for work travel. Various allowances are involved, such as the home/work allowance, business mileage allowance and work from home allowance. The research is funded through FLOW.
- Adjustment of the right to an allowance for working outside normal working hours (only applicable if this is on the instructions of the employer).
- Extension of the compensation for the PAWW premium to the amount of 0,2%.
- The employer's contribution for trade union work (Article 11.2 Collective Housing Services) will be increased from 19 to 21,74 euros.
- Decrease in deputy allowance from 10% to 5% (for employees who start deputizing after 1 July 2022).
- To ensure that housing associations with regard to the remuneration of temporary staff, secondment and payroll workers are in line with agreements made in the temporary employment collective agreement (ABU/NBBU) and in the law.
- The parties to the collective labor agreement also provide the sector with a sample hirer's statement that corporations can use when hiring temporary workers.
Continuation
You will receive a newsletter from me next week with further explanation and a voting form.
Contact
If you want to respond to this newsletter or want to contact me about a collective matter, you can reach me via emanuel.geurts@unie.nl. For individual advice you can contact my colleagues from the Service Center department via 0345-851 963, via email sc@unie.nl or the chat function www.unie.nl.
[print_link]
