Bert de Haas, Abvakabo FNV About mutual intrest and mutual trust

About Abvakabo FNV A general union for the public sector (Central- en Local Government, Healthcare, Education, etc.) members members working for Local en Regional Government

Local Government in NL civil servants Circa 408 municipalities 26 security regions (fire brigade and ambulances) Dozens of other local governments Three unions (Abvakabo FNV, CNV Public affairs, and CMHF (for mid-level and senior-level staff) Union density of circa 33 %

Proces of negotiation The proces started with a dialogue about the analysis of the situation in the sector LG: Which aspects effect the (future of the) sector? What does this mean for the organisation? What does this mean for HR issues? What does this mean for the social partners?

Conclusions Analysis I Maximum input is required to remove obstacles to mobility within organisations, between organisations and sectors, and to provide maximum input into regional networks. With a view to fulfilling the ‘From-Job-To-Job’ principle, it is essential to review whether the agreements in local social plans need to be amended.

Conclusions Analysis II An increase in (individual) flexibility and mobility requires an update of the terms of employment: the Collective Labour Agreement of the Future! New Working Practices require different relationships between managers and employees: the basis is mutual trust, allocating and bearing responsibility and individual flexibility. There is less need for detailed regulations on implementation

The guiding principle The social partners have agreed to draw up a guiding principle with which they aim to tackle the challenges facing the sector in this era of austerity.

Mutual intrest and mutual trust This guiding principle provides a basis for employers to implement good employer practices at local level. Employees need to contribute by actively cooperating on the required mobility and flexibility regarding terms of employment. This means that employees must be willing to relinquish former certainties in exchange for job security now and over the coming years

Main aspects of the guiding principle Greater mobility and From-Job-To-Job policy General service (at the level of a municipality) More flexible working hours (7.00 – 22.00) Modernisation and the Collective Labour Agreement of the Future Reduction in bureaucracy Reduction in number of external personnel

A good start… Common analysis? Yes! Mutual intrest? Yes! Mutual trust? Yes! But still it took 15 months to agree on a CBA… Mainly because the devil is in the detail and government wanted a freeze on pay. In the end we agreed on 2% payrise. 98% of our members voted positive.