N O I P S A S P U E C R S I D
The Food Processing Industry
Foreword
September 2013
In spring 2014, your collective agreement will be renewed. The collective agreement determines the frameworks for your working life and it is the agreement that decides issues such as how much you need to work, the making up of your basic pay, how much you earn in pension as well as a number of other conditions. In relation to the food processing industry collective agreement with the Confederation of Danish Industry (DI), since the negotiations in 2012 we have examined the possibilities for a thorough compilation of the collective agreement. On our part, the desire for a compilation is due to the fact that the basic pay on several areas is too low, which has become increasingly clear in line with the employers’ pressure on the local agreements. At the same time, the many special provisions in the collective agreement mean that it is difficult to read and understand. At the latest negotiations, it has also become clearer that DI does not want to negotiate the special provisions, but only the general text. Therefore, we have a joint desire to have a collective agreement that includes all our members in the food processing industry area. The starting point for the compilation is that the conditions in the agreement require refinement. A task group consisting of trade union representatives, negotiators for the Danish Food and Allied Workers’ Union, NNF and representatives from DI will provide a draft in the course of October, which will subsequently be approved by the negotiation committee. If the committee approves the draft, this will form the basis for a new food processing industry collective agreement at the negotiations in 2014. This discussion paper can be used as the basis for the discussion on the collective agreement negotiations with DI and DSM (Danish Association for Materials Technology/Danish Abattoir Workers’ Union). In the middle of the document you will find a questionnaire, which you are very welcome to fill in and hand over to your trade union representative or send it to your trade union division. The questionnaire can also be obtained on www.nnf.dk/ok2014. The deadline for the submission of proposals is 15 October 2013. We hope you have a good discussion. Flemming dal Cortivo, Union Secretary
Working hours Denmark is known for its flexible labour market. What opportunities
union representative has not been elected?
should there be for this in the collective agreements?
· Should all provisions regarding working hours be agreed on by local consensus?
· Should the employees pay for their breaks? · Should the companies have the possibility for increased flexibility on working hours?
· Should the division be involved in negotiations for which a trade
Overtime What should the future rules for overtime be?
· Should the overtime be paid as time off in lieu?
· Should the employee be able to say no to overtime?
· Should an allowance be paid when overtime is called-off?
Holidays and days off - optional · Should the holiday percentage be raised? · Should the Optional Model be expanded to, e.g. include education? 4
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Wage conditions · Should the individual company be able to agree on wages? · Should there be the possibility to, or increased possibilities to, implement introductory wages for new employees? · Should the collective agreements contain better possibility
to control wages paid and, if so, which share of the wages should be focused on? · Should the piecework system be changed? · Should the collective agreements contain a high common standard wage?
Pension In which direction should the expansion of the labour market pension move?
· Should the percent on the labour market pension be raised?
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· Should the employer pay an increased share of the pension contribution? · Should the seniority and age requirement be entirely discontinued?
Illness, injury, parental leave and child’s illness How are employees best secured in
Children’s sick day
the event of illness and injury?
How can time off and payment be secured in the event of illness of
· Should the seniority requirement in the collective agreement be reduced? · Should the payment period in the event of accident/injury be longer? · Should there be the right to full pay during illness and for a longer period? Maternity, paternity and parental
children, close relatives and cohabiting partners?
· Should full wages be paid during children’s sick days? · Should you have the right to paid time off for the child’s second ‘first sick day’? · Should it be possible for both parents to alternately have time off for the child’s sick days?
leave How can the conditions for families with children be strengthened best?
· Should the paternal leave be extended?
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Continuing and further education How do we strengthen the possibility further education?
路 Should there be an obligation to participate in continuing education courses?
路 Should the employer be obliged to perform education planning for the individual and the company as well as reserve funds for this?
路 Should the option of elective education programmes be increased in relation to time and education programme options? ...continues on page 13
of and utilisation of continuing and
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Give us your opinion Please fill out the »green pages« and return them to your union representative or send them to your local branch
The questionnaire can also be obtained on the Danish Food and Allied Workers’ Union, NNF Collective Agreement website, www.nnf.dk/ok2014.
Mark with
x your work area, age and gender Age
You work in Food industrial area DSM Industri
under 35 between 35 and 45 between 45 and ?
Gender Female
Male
Did you also work under the same collective agreement in 2012? Yes
No
Mark with x next to, at the most 10 out of 41 statements you find are the most important! Working hours 1. More influence on flexible working hours 2. Shorter working hours, e.g. 35-hour working week 3. Increased flexibility 4. Other Holidays and days off 5. Increase in holiday percent 6. Increase of public holidays and extra days percent / payment 7. Expansion of the optional model – e.g. education 8. Other
Wages 9. Increase in standard wage 10. Higher allowance for shift work, staggering, etc. 11. Allowance for calling-off of overtime 12. Higher overtime payment 13. Increase of optional percent for more wages 14. Introductory wage 15. Change to the piecework system 16. Other Illness and parental leave 17. Full pay during illness 18. Shorter seniority requirement 19. Paid family days 20. Longer paternal leave 21. Other Pension 22. Higher pension contribution 23. No seniority requirement 24. Other Continuing education and further education 25. Education planning at the company 26. Increased funds for education and development paid for by the company Continues......
27. Increased possibilities for elective education 28. Other Trade union representatives
29. Terms and conditions for elected trade union representatives to be strengthened (IT equipment, own office, training, etc.) 30. The right to elect a trade union representative regard less of the number of employees 31. Better protection of working environmental and trade union representatives 32. Other
Collective agreement foundations 33. Increased employer payment to foundations 34. Special foundations only for NNF members 35. Healthcare scheme 36. Other Security 37. Longer termination notices 38. Increased severance pay in the event of dismissals 39. Increased offer of training during termination period 40. Employment similar to salaried employee 41. Other
Trade union representatives Which conditions should the collec-
representative?
路 Should there be the right to elect a trade union representative regardless of the number of employees?
路 Should the terms and conditions for trade union representatives be strengthened?
路 Better protection of working environmental and trade union representatives
tive agreement contain before you would be elected as a trade union
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Collective agreement foundations How much should the employers
How should the collective agree-
pay to foundations and what should
ment help to ensure that all em-
the funds be used for?
ployees are organised?
路 Should competency development foundations for elective education be financially expanded?
路 Should there be conditions in the collective agreement that are only for members of NNF?
路 Should the companies provide an employer-financed healthcare scheme for the employees? (chiropractor, physiotherapist and guidance through the Danish healthcare system)
路 Should the employers pay the union membership fee?
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Security and dismissal The understanding of security in employment varies greatly. Some people want longer dismissal notice and others want no dismissal
· Should it be possible to dismiss employees during holidays, while injured, ill, on maternity or parental leave?
notice. Some want a retirement benefit plan.
· What do you think is needed so that the employer can guarantee that the company will remain in Denmark?
· Should there be the right to be released in the event of dismissal? · Should there be an increased right to education in the event of dismissal?
· Should the conditions for receiving severance pay be independent of other factors? 15
The inclusive labour market How can we ensure that elderly, worn-out and injured colleagues
ees who are more than 55-years old?
are retained on the labour market?
· Should we ensure that elderly, worn-out and injured colleagues are retained on the labour market? · Should there be the option of a special scheme for employ-
· Should there be a formalised absence policy at the companies which ensures work retention? · In their recruitment, should companies take into consideration persons with a loose association to the labour market?
Framework agreement (applicable for KIF and Processing) How do we ensure that the framework agreement is in keeping with the times and suits the conditions
· Should added time be changed in an upward or downward direction?
we know today?
· Should the framework agreement be modernised? · Should we have another payroll system?
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· Should the basis of piecework contracts vary depending on which area a person works in? · Should allowances be changed in an upward or downward direction?
Trainees How can we ensure the future of the profession so it is attractive to
· Should trainees have full nuisance compensation?
be a trainee in one of the collective agreement areas?
· Should there be an increase of the holiday pay allowance upon conclusion of the training programme?
· Should all trainees and adult trainees, like other employees, have holiday allowance, public holiday and extra day payment calculated when they are paid overtime allowance, piecework surplus, bonus and similar?
· Should adult trainees who commence training after they have turned 25 be given the area’s hourly wage?
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Collective agreement negotiations 2014
September
– Weeks 38-40 Bus trip – Member meetings
October
– 15 October Deadline for submission of demands
November
– Selection of demands
December
– Demands presented and approved at HB meeting – Schedule agreed with employer
January
– Exchange of demands with employer – Negotiation
February
– 1st and 2nd conflict notice – Negotiation
Marts
– Negotiation
Fødevareforbundet NNF · C. F. Richs vej 103 · 2000 Frederiksberg · www.nnf.dk Telefon 3818 7272 · Fax 3818 7200