In this annual report, we give an account of our activities in As in previous CAO Alliander has rewritten the CAO together with other network Chairman of Stichting Pensioenfonds van de Metalektro. (PME). cao metalektro pdf Quote. Postby Just» Tue Aug 28, am. Looking for cao metalektro pdf Will be grateful for any help! Top. Most recently, while wage increases remained slightly higher in the CAO ( ). Collective bargaining in the Dutch metal and electrical. engineering industry. .. electrical engineering industry, in Dutch shorthand Metalektro) and covers.
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Skip to main content. Log In Sign Up. Collective bargaining in metalekrro Dutch metal and electrical engineering industry. The original document can be downloaded at www. Dismissal protection 14 3. Employment guarantees 14 3. Re-employment assistance in case of dismissal 15 3. Promotion of mobility within enterprise, within sector, outside sector 15 3. Use fixed-term, part-time contracts, agency workers, foreign labour 15 3.
Flexible working time schedules, reduced working time and holidays 16 3. Time banking schedules in the metal industry 17 3. Part-time work in the metal industry 17 3. Leave arrangements in the metal industry 18 4. Training in the metal industry 19 4. Work experience, apprenticeships, and target groups in the metal industry 20 4. Long-term wage trends in the metal industry 21 4.
Recent wage situation in the ,etalektro industry 24 4. Bonuses in the metal industry 25 4. Lowest salary scales in the metal industry 25 4. Different treatment of target groups Measures prompted by threat of relocation Crisis-induced measures to ensure business survival Coverage of collective agreements Bargaining and extension arrangements In the s, this agreement remained the wage leader in the Dutch industrial relations like its predecessor had been before, but in the s the collective agreement gradually lost its leadership; the collective agreement for banking, soon to be split up in agreements for xao various large banks, took over.
Only to a limited extent the unions succeeded in giving this clauses a compulsory character through promoting them to an A-status, as has been the case with the issue of employment guarantees.
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This development can be regarded as the main form of decentralisation of collective bargaining in the industry. Moreover, a number of arrange- ments concerning working time, leave arrangements and child care, in which the metal agreement had been leading, were overtaken by legal provisions. More general, the attention for training has remained a constant factor throughout the s.
Bargaining in the large metal industry in the s witnessed a clear shift from distributive to integrative elements. This shift was recognized by the unions negotiators we interviewed. That experience was by and large positive, especially as the employer delegation growingly came to recognize, accept and even use union experience concerning such issues. Opinions of the interviewees differed whether this was still the case during the crisis years Methodology and scope For this report, several sources have been used: Note that this paper explicitly and solely focuses on the Dutch metal and electrotechnical industry.
It does not include any comparisons to employees or CAOs in other industries in the Netherlands. It is the only CAO for these companies, covering most recently aboutemployees directly.
There are two major exceptions in the industry: Philips Electronics in 14, employed in metaleitro Netherlands and Tata Steel metwlektro Corus Steel, before Hoogovens; in 9, employed in the Netherlands have continuousl;y had separate company CAOs, originating in respectively and the early s.
Companies that meet these yardsticks are covered by the CAO Metaal and Elektrotechniek; if they do meet but are not yet covered, they have to change to this CAO. Inthe social partners made the division between the two CAOs definitive. Companies that met the size yardstick, by then had the choice which Cso to apply, and a considerable num- ber of these relatively large companies preferred application of the CAO Metaalbewerking.
Afterthe yardsticks for the division between the collective agreements have been strictly applied Korevaar, ; website CAO Metaaltechniek. First, as a 22012 of fact it consists of four CAOs: The so-called A clauses only allow derogations that are positive for employees, whereas the so-called B clauses also allow negative derogations and are freely negotiable at lower levels.
It should be noted that basically the same paid officials remain in control of the bargaining processes at these lower levels, and that lay officials are mostly not included in these processes. As can be de- rived from Table 2 below, the average size of the firms at stake is slightly under employees.
According to the Databank, the following numbers of employees were successively covered: Table 2 Number of employees covered by the collective agreements in the metal and electrotechnical industry Cao No. The term AVV refers to mandatory extension ME of the collective agreement by the Minister of Social Affairs and Employment It has to be noted that the figures presented are not quite reliable.
They depend fully on information from the CAO parties involved, without any further check. This agreement has not been included in our Tables. It has been accepted by the membership of the four unions involved in June Central are measures to retain workers and have them reaching the pension age in a healthy way.
The wage increase is 4. The employers will pay the full fee for the transitional arrangement for early pensioning, which implies an extra net wage advantage of 0. Jobs and contracts 3. Employment Table 3 shows the official employment figures for the Dutch metal industry for — in cxo countsthe most recent data currently available for a detailed breakdown by sub-sector. At this level of comparison, the official data before are not very well comparable with the available data from on.
Inemployment grew, followed by a decrease in and a dramatic fall of 20, in The table reveals that employment between and dropped in nearly all industries under study, apart from 31 – Manufacturing of other electrical machinery.
The decline in employment in these four years ranged from 0. Total employment in wasIf one detracts Philips and Tata Steel from this figure, aboutwould be left. Over the four years, these female shares remained stable, with only a small increase in the metakektro of other electrical machinery. The only clause of this kind was and is that concerning the protection of lay union offic- ers, including protection related to dismissal, payment and careering. More specifically, in the Basic CAO it was agreed that: Yet, an apprenticeship employment agreement as agreed in to be offered for an indefinite period to apprentice-employees that successfully completed their training was mftalektro counter-productive in by the social partners, and therefore not prolonged.
A decade earlier, inan industry foundation for employment protection and creation was introduced in the CAO. The related agreement stipulated that companies in the industry had to donate the equivalent of 0.
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The foundation aimed to increase the employability of personnel, reallocating the fund- ing to firms with employment plans Van Velzen, ; see next section. We did not find any mentioning of this foundation and funding in the s. Re-employment assistance in case of dismissal The Stork Mobile project has been the most well-known example of the employment projects sup- ported by the industry foundation mentioned above.
Yet, this initiative dates already from A labour pool was created, partly owned by the Stork Group, by the time a jetalektro diversified metal company, and partly by the Start temporary work agency. The pool initially covered 3, Stork employees in one region, later adding 3, in another region.
The s did not show examples of re-employment assistance of a similar magnitude; there have been new initiatives, but their scope was much smaller. For part-time contracts see section 3. Working time flexibility 3. Since they are set at 38 hours per week. Table 6 next page reveals that in the working hours regime changed from working hours per week to an annualised regime, based on and counting in hours worked per year. In line with this arrangement, the basis for shortening working hours arbeidstijdverkorting, ATV changed from days per year to hours per year.
Inthe number of holidays per year was increased from 25 to In addition to paid holidays, the following days are considered paid free days too: Table 7 shows the course of developments.
From the start inholidays could be swapped, but only since also ATV shorter working hours days and overtime could be included in the time bank. Yet, at the same time some other elements have been removed. The following monetary elements are not included in the current CAO a la carte: The table reveals that currently the CAO a la carte could be used for extra days-off; payment of days-off; career break; early retirement; and wages in kind.
The following output elements are not included: Part-time work in the metal industry Employees in the metal industry are entitled to ask their employer to work fewer hours with an equiva- lent decrease in pay: The CAO states that all employees, regardless their job level, can ask for shorter working hours and that there is no minimum with regard to the number of hours worked.
From on, the CAO entitles part-time employees to ask for an extension of working hours, though never above the standard working week. This will only be allowed through individual negotiations, and for the additional hours no overtime premium will be paid.
In it contained for the first time a clause concerning short-term care leave, opening up for the employee the possibility to take this leave on own costs. The CAO used to have a clause that increased maternity leave from the legal 14 weeks to 16 weeks, but since the legal leave was set at 16 weeks, this clause has been abolished. The CAO does not provide for maternity leave; neither does it provide for parental metalektrk beyond the legal minimum regulation.
Education and training 4. Table 11, below, shows that the industry has a continuous training plan.