Ook gaven we aan dat het lang duurde voordat werkgever met een tegenbod kwam. Onze 10% over een jaar lag al een poos op tafel. Werkgever was aan zet. Bonden stelden diverse vragen over de gedifferentieerde beloning. De hoofdvraag was welke medewerkers zouden veel en welke medewerkers zouden weinig ontvangen en op basis waarvan. Daarop besloten werkgever en bonden om dit op 20 maart te bespreken.
Daarnaast ligt de 6%, inclusief gedifferentieerd beloningsdeel, een stuk onder de cao-afspraken bij NXP en bij Ampleon.
En dan bestaat de 6% bij Nexperia ook nog eens uit een collectieve verhoging en uit een gedifferentieerde verhoging op basis van performance en positie in de schaal. Dat kan betekenen dat een deel van de medewerkers slechts enkele procenten ontvangen aan loonsverhoging. Dit bij een bedrijf als Nexperia dat goede cijfers kan overleggen.
Leden vinden dit vreemd en verwachten meer van werkgever. Het is nu aan werkgever om met een beter formeel bod te komen. Heb je vragen, neem dan contact met mij op. Je kan het hele cao-traject volgen op Cao Nexperia | CNV Vakmensen
Arjan Baselmans, bestuurder CNV Vakmensen
M 06 4782 6869 / a.baselmans@cnvvakmensen.nl
____________________________________________________________
Signature campaign Nexperia employees successful
More than 190 employees signed the petition held by unions. With that clear signal, the unions went to the meeting with the employer on March 20.
However, the employer only wanted to talk to the unions on March 20 if we accepted the employer's condition that we agree to a differentiated remuneration based on performance and position in the scale. We indicated that during the members' meeting it became clear that members did not want this in the collective labor agreement. We also indicated that it took a long time before the employer came up with a counteroffer. Our 10% over a year had been on the table for some time. It was time the employer made a counteroffer. Unions asked various questions about the differentiated remuneration. The main question was which employees would receive a lot and which employees would receive little and on what basis. The employer and unions then decided to discuss this further on 20 March.
Negotiations 20 March
Finally, the employer made an informal offer on the 20th. The employer asked whether unions wanted to discuss again with the members whether they wanted to agree to the differentiated remuneration. On March 23, we held the members meeting and the members again stated that they did not want differentiated remuneration in the collective labor agreement. The unions and employer then drew up a joint text. This also includes the employer's budget offer. You received these. This means that it is now at least clear what the employer wants to offer. Officially, the employer has not yet offered this, but it would be strange if the employer took this opening offer off the table after this communication.
What now?
Unions think the offer is too low and members rejected the differentiation. An important reason for this is that unions have no say in the performance criteria. Another reason is that in almost all companies’ agreements are made in the collective labor agreement about a collective wage increase, not about a differentiated increase based on performance. This is also the case at NXP, Ampleon and in the Metalektro. In addition, the 6%, including the differentiated remuneration component, is well below the collective labor agreements at NXP and at Ampleon. And then the 6% at Nexperia also consists of a collective increase and a differentiated increase based on performance and position in the scale. This may mean that some of the employees receive only a few percent in wage increases. This at a company like Nexperia that can provide good figures. Members find this strange and expect more from the employer. It is now up to the employer to come up with a better formal offer.
Onderhandelingen 20 maart
Uiteindelijk deed werkgever de 20ste een informeel bod. Werkgever vroeg of bonden nog een keer met de leden wilden bespreken of zij toch met de gedifferentieerde beloning wilden instemmen.Ledenbijeenkomst 23 maart
Op 23 maart hielden we de ledenbijeenkomst en de leden gaven weer aan dat ze geen gedifferentieerde beloning in de cao wilden. Daarna stelden bonden en werkgever een gezamenlijke tekst op. Hierin staat ook het budget-bod van werkgever. Deze ontvingen jullie. Daarmee is nu in ieder geval duidelijk wat werkgever wil bieden. Formeel heeft werkgever dit nog niet geboden, maar het zou vreemd zijn als werkgever na deze communicatie dit openingsbod van tafel haalt.Hoe nu verder?
Bonden vinden het bod te laag en de differentiatie wezen leden af. Een belangrijke reden hiervoor is dat bonden geen zeggenschap hebben in de performance criteria. Een andere reden is dat bij bijna alle bedrijven in de cao-afspraken worden gemaakt over een collectieve loonsverhoging, niet over een gedifferentieerde verhoging op basis van performance. Zo ook bij NXP, Ampleon en in de Metalektro.Daarnaast ligt de 6%, inclusief gedifferentieerd beloningsdeel, een stuk onder de cao-afspraken bij NXP en bij Ampleon.
En dan bestaat de 6% bij Nexperia ook nog eens uit een collectieve verhoging en uit een gedifferentieerde verhoging op basis van performance en positie in de schaal. Dat kan betekenen dat een deel van de medewerkers slechts enkele procenten ontvangen aan loonsverhoging. Dit bij een bedrijf als Nexperia dat goede cijfers kan overleggen.
Leden vinden dit vreemd en verwachten meer van werkgever. Het is nu aan werkgever om met een beter formeel bod te komen. Heb je vragen, neem dan contact met mij op. Je kan het hele cao-traject volgen op Cao Nexperia | CNV Vakmensen
Arjan Baselmans, bestuurder CNV Vakmensen
M 06 4782 6869 / a.baselmans@cnvvakmensen.nl
____________________________________________________________
Signature campaign Nexperia employees successful
More than 190 employees signed the petition held by unions. With that clear signal, the unions went to the meeting with the employer on March 20.
However, the employer only wanted to talk to the unions on March 20 if we accepted the employer's condition that we agree to a differentiated remuneration based on performance and position in the scale. We indicated that during the members' meeting it became clear that members did not want this in the collective labor agreement. We also indicated that it took a long time before the employer came up with a counteroffer. Our 10% over a year had been on the table for some time. It was time the employer made a counteroffer. Unions asked various questions about the differentiated remuneration. The main question was which employees would receive a lot and which employees would receive little and on what basis. The employer and unions then decided to discuss this further on 20 March.
Negotiations 20 March
Finally, the employer made an informal offer on the 20th. The employer asked whether unions wanted to discuss again with the members whether they wanted to agree to the differentiated remuneration. On March 23, we held the members meeting and the members again stated that they did not want differentiated remuneration in the collective labor agreement. The unions and employer then drew up a joint text. This also includes the employer's budget offer. You received these. This means that it is now at least clear what the employer wants to offer. Officially, the employer has not yet offered this, but it would be strange if the employer took this opening offer off the table after this communication.
What now?
Unions think the offer is too low and members rejected the differentiation. An important reason for this is that unions have no say in the performance criteria. Another reason is that in almost all companies’ agreements are made in the collective labor agreement about a collective wage increase, not about a differentiated increase based on performance. This is also the case at NXP, Ampleon and in the Metalektro. In addition, the 6%, including the differentiated remuneration component, is well below the collective labor agreements at NXP and at Ampleon. And then the 6% at Nexperia also consists of a collective increase and a differentiated increase based on performance and position in the scale. This may mean that some of the employees receive only a few percent in wage increases. This at a company like Nexperia that can provide good figures. Members find this strange and expect more from the employer. It is now up to the employer to come up with a better formal offer.
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