Ok 2017 debathæfte slagterindustri fødevareforbundet nnf eng

N O I P S A S P U E C R S I D

Abattoir Industry THE GOOD WORKING LIFE

Foreword

August 2016

In the spring, your collective agreement is going to be negotiated between the Food Workers’ Union NNF and the Confederation of Danish Industries, DI. The collective agreement determines the framework for your working life, and it is the agreement that decides issues such as how much you need to work, how your base pay is structured, how much you earn in pension and a long list of other factors.

As a member of the Food Workers’ Union NNF, you can influence how this col­ lective agreement will end up looking. Before the Food Workers’ Union NNF ­negotiators meet with DI in the spring, we would like to know what you and your colleagues would like to see in the collective agreement.

This discussion paper can be used as the foundation for the debate about the collective agreement’s main themes and subjects. It contains a number of questions on which we expect the employers to have an opinion. We need to know how you feel about the questions, so that we know how we can negotiate with the employers while meeting the wishes of our members.

In the middle there is a questionnaire, which we hope you will complete and either hand it to your union representative or send it in to your local NNF office. We will use the questionnaires to select the demands and themes that we will bring to the collective agreement negotiations.

You can also obtain the form at the Food Workers’ Union NNF’s homepage www.nnf.dk/ok2017.

The deadline for sending in the suggestions for OK 2017 is 15 October 2016.

The upcoming collective agreement negotiations have the slogan: The good working life - we create the strong food industry of the future with good, Danish jobs The collective agreement is an important factor in your working life, and the collective agreement negotiations give you a unique opportunity to influence how that is set up.

We hope you have a productive debate in your workplaces.

Jim Jensen, Union Secretary

Working hours Denmark is known for its flexible labour market. What opportunities for flexibility should there be in the

· Should the local parties be able to agree on the regulations for varied weekly working hours?

collective agreements?

· Should all provisions regarding working hours be agreed on by local consensus?

· Are there areas where you believe the companies’ require­ ments for increased flexibility could be met?

· Should the employees pay for their breaks?

Overtime What should the rules be for overtime in the future?

· Should overtime have to be taken as time off in lieu?

· Should the employee be able to refuse overtime?

· Should an allowance be paid when overtime is called off?

Holidays, public holidays and the optional model · Should the holiday allowance percentage be increased? · Should the optional model be expanded?

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· Should the advance payment in relation to public holidays be raised?

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Wage conditions · Should wages be negotiated at the individual companies?

· Should changes be made to the piecework payment system?

· Should an introductory wage be implemented for new employees?

· Should the employers pay the union membership fee?

Pensions In which direction should the expansion of the labour market pension move?

· Should the percentages regarding the labour market pension be raised? · Should the employer pay an increased share of the pension contribution?

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· Should the seniority and age requirement be entirely removed? · Should the pension be available for earlier retirement?

Illness, injury, maternity/ paternity leave and time off for sick children How are the employees best protec-

Maternity, paternity and parental

ted in case of illness or injury?

leave. How do we best improve conditions for families with children?

· Should the seniority conditions in the collective agreement be lowered? · Should the payment period in case of accidents/injuries be extended?

· Should fathers have the right to take an extended paternity leave? · Should the seniority condition be removed?

· Should there be the right to receive full wages during a time of illness and should employees be able to receive full pay for a longer period?

Time off for sick children

· Should sworn statements relating to illness be removed and/or should it be possible to call in sick electronically?

· Should there be full pay in connection with a child’s illness?

How do we best ensure options for time off and payments in relation to the illness of children and close relatives?

· Should employees have the right to paid options in relation to the child’s second sick day? · Should it be possible that both parents can, in turn, have options for time off in relation to a child’s sick day?

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Continuing and further education How do we strengthen the options for and use of continuing and further education?

· Should the employer be obliged to perform education planning for the individual and the company and set aside funds for this?

· Should it be mandatory to participate in the continuing education courses? · Should the options for elective education programmes be increased in relation to the time allotted and options available? ...continues on page 13

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Please feel free to let us know what you think...

Fill out the »green pages« – hand them to your local union representative or send them to the local union office

the questionnaire can also be downloaded at the Food Workers’ Union NNF’s collective agreement homepage at www.nnf.dk/ok2017

MARK YOUR AGE AND GENDER WITH AN Gender Female

Male

Age

X

Did you also work under the same collective agreement in 2014?

Yes

No

under 35 between 35 and 45 between 45 and ?

PLACE AN X BY NO MORE THAN 15 OF THE STATEMENTS WHICH YOU FEEL ARE THE MOST IMPORTANT! Working hours 1. More influence on flexible working hours 2. Increased flexibility 3. Other Holidays, public holidays and the optional model 4. An increase of the holiday percentage 5. A rise in the public holiday and holiday percentage/ advance payment 6. Expansion of the optional mode, for example in relation to education 7. Other

Wages 8. An increase in the standard wage 9. Higher allowance for shift work, staggering, etc.

10. Allowance for cancelling overtime 11. Higher overtime payment 12. Increase of the optional percentage for more wages 13. Introductory wage 14. Change to the piecework system 15. Other Illness and parental leave 16. Full pay during illness 17. Shorter seniority requirements 18. Paid family days 19. Mandatory paternity leave 20. Other Pensions 21. Higher pension contributions 22. The option to use the pension for earlier retirement 23. Other Continuing education and further education 24. Education planning at the company

continues...

25. Increased funds for education and development,

paid for by the company 26. Increased possibilities for elective education 27. Other Trade union representatives 28. SU/spokesmen elected as trade union representatives 29. Election of a trade union representative 30. Terms and conditions for elected trade union representatives to be strengthened (IT equipment, own office, training, etc.)

31. The right to elect a trade union representative regardless of the number of employees 32. Better protection of trade union and work environment representatives 33. Other Collective agreement foundations 34. Increased employer payments to foundations

35. Special foundations only for Food Workers’ Union NNF members 36. Healthcare scheme 37. Other Security 38. Longer termination notices 39. Increased severance pay in the event of dismissal 40. Increased offers of training during termination period 41. Employment similar to salaried employee 42. Other

Trade union representatives What conditions should the collective agreement contain before you would consider standing for election as a trade union representative?

· Should the protection of trade union representatives be strengthened? · Should the trade union repre­ sentatives have extended time off for training?

· Should substitutes and spokes­ persons have the same rights and protection as the trade union representative? · Should SU/spokesmen be trade union representatives? And should it lead to an election of a common representative? · Should you be offered or be obliged to participate in organisational training?

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Collective agreement foundations How much should the employers

How can the collective agreement

pay to the foundations and what

help ensure that all employees are

should the money be used for?

part of a union?

· Should competency develop­ ment foundations for ­elective education be financially ­expanded?

· Should there be conditions in the collective agreement that are only for members of Food Workers’ Union NNF?

· Should the companies offer an employer-financed health­ care scheme for the employees (chiropractor, physiotherapist and guidance through the ­Danish healthcare system)?

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Job security and dismissal The perception of what is meant by job security varies widely.

Some would like longer dismissal notices, others would like them to

路 Should it be possible to dismiss employees during holidays, injury, illness, maternity leave or parental leave?

be shorter, while others still prefer compensation for the dismissal.

What do you think is required to ensure that you feel secure in your

路 Should there be a right to be released in the event of a dismissal?

job - and to ensure that the jobs remain in Denmark?

路 Should the opportunities for compensation in the event of dismissal be improved?

路 Should there be an increased right to education in the event of a dismissal?

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The inclusive labour market How do we ensure that elderly, worn-out and injured colleagues are retained in the labour market?

· Should there be the option of a special scheme for employees who are older than 55 years?

· When recruiting, should the companies make special allowances for those with a loose association to the labour market - and in particular, to the domestic unemployed people?

· Should there be a formalised absence policy at the companies which ensures labour market retention?

The framework agreement How do we ensure that the framework agreement is in keeping with the times

· Should we have another payroll system?

and suits the conditions we know today?

· Should the framework agreement be modernised?

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· Should the basis for piecework be different, depending on the area in which one works?

Trainees How do we ensure the future of the jobs? And how do we ensure that it is an attractive choice for young people to work in our field?

· Should there be an increase in the holiday pay allowance upon conclusion of the training programme? · Should adult trainees who commence training after they have turned 25 be given the area’s hourly wage?

· Should trainees receive the full compensation for working outside of normal working hours? · Should all trainees and adult trainees - when they are paid their overtime, piecework pay, or bonuses, etc. - have their holiday and public holiday allowance calculated like it would be for regular employees?

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Collective agreement negotiations 2017

August

– Weeks 33 and 35 Bus ride – Member meetings

October

– 15 October Deadline for submission of demands

November

– Selection of demands

December

– Demands presented and approved at Executive Committe meeting – Schedule agreed with employer

January

– Exchange of demands with employer – Negotiation

February

– 1st and 2nd conflict notice – Negotiation

March

– Negotiation

THE GOOD WORKING LIFE

Food Workers’ Union NNF · Molestien 7 · 2450 Kbh SV www.nnf.dk · Tel: +45 3818 7272