On Wednesday 23 October, we held further talks with the employer to reach new collective agreement terms. It has become clear that there are significant differences between what the employer is offering and what De Unie is asking for. De Unie wishes to continue discussions with the employer, as this is the only way to determine whether these differences can be bridged.
Join now, this is possible from €0.
Labour supply versus labour demand
The main point of disagreement regarding the De Unie model concerns pay. The employer has indicated that 3% would be appropriate given MN’s current situation. Our pay demand of 9% is based on improving purchasing power. Persistent inflation justifies an adjustment to your pay and, consequently, an improvement in your purchasing power. We have indicated that we are prepared to revise our pay demand downwards, provided the employer is also prepared to adjust its offer.
Cost
The employer’s arguments are obvious. In summary, MN wishes to cut costs and reduce the fees charged to participants for its services. We have argued that the costs of reorganisation, the WTP scheme and the hiring of external staff are the main reasons for the excessive costs. These costs must not be passed on to MN’s permanent staff. These high costs are inherent in decisions that lie beyond the employees’ control. They ensure that the new organisation can move forward effectively into the future and that, ultimately, the overall cost burden will decrease. The proposed 3% plan shows no respect for the skilled work being carried out to transform MN into that desired new organisation.
Improvements
Was it all doom and gloom then? No, certainly not. There was also talk of a number of improvements to the terms and conditions of employment that the employer is willing to make. The exploration to reach a new social plan also seems to be heading in the right direction. As previously indicated, the current reorganisation falls under the current social plan. A new social plan will therefore have no consequences for the ongoing reorganisation.
All-inclusive package
The improvements on offer form part of the overall package. However, these will only be of any value once a ‘deal’ has been reached on the full package of employment terms and conditions – including an appropriate salary offer. Only then will we feel confident in presenting that full package to you. After all, our survey of members showed that the 3% salary would be too low. We have made this very clear to the employer.
What next
As far as we're concerned, the ball is now in the employer's court. The coming weeks will show whether the employer is prepared to take our signal seriously. We will, in principle, meet again on 27 November to reach a better result. However, there needs to be a reason for that. Simply repeating each other's positions is, of course, pointless.
Members' meeting
We are considering organising a members’ meeting as soon as it becomes clear that further discussion is pointless. We would prefer to meet with members at a members’ meeting to present the outcome of the negotiations to them. Do you have any questions and/or comments at this stage? Please direct your questions and comments to representative Joop Voesten by email joop.voesten@unie.nl
