Source: CleanTotal
The day before the F1 apotheosis, in which Max Verstappen captured the World Cup title by overtaking on the last lap, employees and employers reached an agreement in principle on the new cleaning collective agreement in an equally spectacular fashion. Albeit in drizzling Amersfoort and not sunny Abu Dhabi.
A collective agreement with a 2.5-year term, with consistency between the qualitative part and the financial part as the starting point. The differences between the social partners on this appeared almost unbridgeable beforehand, but the last corner in the final round brought success. The question is who is Max Verstappen in this case: the unions or the employers' organisation? In any case, the cleaners, the heroes of our society, seem to be the moral victors.
The omens about the outcome of the follow-up consultations were not exactly favourable. The unions wanted clarity after the past sessions in these consultations and were sorting out action to be taken. All parties appeared to have done their homework well over the past week, so a principle agreement was reached after all. This agreement in principle will be submitted to the members with a positive opinion. The CBA will then take effect from 1 January 2022 and have a duration of 2.5 years.
Hourly wage rises to 14 euros in new cleaning collective agreement
To get straight to the point about concrete pennies. Agreement has been reached on the wage increase, the end-of-year bonus and the increase in youth wages.
Pay rise
As at 1 April 2022 : 3.40%
As at 1 April 2023: 2.75%
As of 1 April 2024: 1.50%
This meets the desire of FNV Schoonmaak in particular to reach the hourly wage of €14.00 during the term in wage group 1, step 4.
End-of-year bonus
A compromise was reached on this too. Where the unions want to grow towards a so-called thirteenth month, the employers wanted the 0 option. It becomes:
By 1 January 2022: increase by 0.3% to 4.5%
Per 1 January 2023: increase by 0.25% to 4.75%
By 1 January 2024: increase by 0.25% to 5.00%
Youth wages
Youth wages will go up sharply from 1 April 2022. Students/scholars and holiday workers (up to 20 years old) can opt for weekly payment, if offered by the employer. This includes holiday hours/holiday pay.
Specifically, these are the following increases:
- 20 years: from 75% to 100% of the professional adult wage
- 19 years: from 65% to 90% of the professional adult wage
- 18 years: from 55% to 85% of the professional adult wage
- 17 years: from 45% to 80% of the professional adult wage
Surcharge hotel cleaning
The allowance for working on public holidays in hotels only will increase from 50% to 150%. Effective date has been set for 1 January 2023. The reintroduction of the weekend surcharge is off the table.
Sick pay
The sick pay benefit increases from 90% to 100% in the second year of incapacity for work. On the other hand, after six months of incapacity for work, the accrual of non-statutory holidays stops.
Generation pact
Here, during the term of the CAO, further research will be carried out on how to shape this in the most realistic way. Employers are maximally willing to increase the RAS premium by 0.3% for such a scheme. The starting point is 80% work, 95% salary and 95% pension accrual. The target effective date is 1 January 2023.
RVU (early retirement scheme)
This scheme will be extended and the period in which employees can make use of it has been stretched from 1 to 2 years before the retirement age.
PAWW scheme
This arrangement covers repair after 3e year of the ww, which expires in 2022, to be extended by five years. Incidentally, the premium (0.2%) for this will be borne entirely by employees.
Absenteeism committee
This Commission will have a different remit: namely, to investigate the causes of short-term absenteeism and how to solve them.
Language/training
As part of the wider development of craftsmanship and training, projects such as: Good Talk, the Skills Passport and the certification of practical knowledge and experience will be further developed, including through the introduction of a virtual Cleaning Learning House. The RAS elaborates. After successfully completing a test and some other conditions, cleaners can take the managerial training course, but with no job guarantee. Agreements have also been made concerning a return day/recurrence for the basic cleaning course. The existing agreements on the language course will be continued. Finally, the RAS is developing the learning objectives/admission requirements as regards digitalisation.
Grids
Further research is being done on how (“Forward rostering”) to make working in night schedules healthier. A pilot is being held at Hago Rail Services and further research is underway to conduct a similar pilot in the food sector.
Days off
Finally, there are agreements on the possibility of taking leave for non-Christian holidays, longer leave in case of death and leave for marriage.
New cleaning collective agreement includes comprehensive package
In short, all in all, quite a package, which includes making the cleaning industry even more attractive & healthy at a time of labour market tightness, corona and high inflation.
All the drivers involved are satisfied with the result achieved and claim to have flagged first. Finally, the choice is up to the reader: given the result, who was driving Max's car: The unions or the employers' organisation?
English (UK)