Ok 2017 debathæfte fødevareindustri fødevareforbundet nnf eng

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

The Food Processing 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 I­ ndustries, 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 fill out 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 get 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 nego­ tiations give you a unique opportunity to influence how that is set up.

We hope you have a productive debate in your workplaces.

Flemming dal Cortivo, Union Secretary

Working hours Denmark is known for its flexible labour market. What opportunities

· Should the employees pay for their breaks?

for flexibility should there be in the collective agreements?

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

· Should the companies have the possibility of increasing ­flexibility in relation to the ­working hours?

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

· Should overtime be paid 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 percentage be increased? · Should the optional model be expanded to include, for example, education?

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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 there be the possibility, or more possibilities, to implement introductory wages for new employees?

· Should the collective agreement include a high common standard wage?

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

· Should the percent on 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 discontinued? · 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-

Time off for sick children

ted in case of illness or injury?

How do we best ensure options for time off and payments in relation

· Should the seniority conditions in the collective agreement be lowered? · Should the payment period in case of accidents/injuries be extended? · 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? · Should sworn statements ­relating to illness be removed and/or should it be possible to call in sick electronically?

to the illness of children and close relatives?

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

Maternity, paternity and parental leave How do we best improve conditions for families with children?

· Should the paternity leave be extended?

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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 »red 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 WITH

X

YOUR WORK AREA, AGE AND GENDER Age

You work in Food industrial area

DSM Industri Gender Female

Male

under 35 år between 35 and 45 between 45 and ?

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

Yes

No

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. An increase in the public holiday and extra days ­percentage/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 25. Increased funds for education and development,

paid for by the company continues...

26. Increased possibilities for elective education 27. Other Trade union representatives 28. Terms and conditions for elected trade union ­representatives to be strengthened (IT equipment, own office, training, etc.)

29. The right to elect a trade union representative ­regardless of the number of employees 30. Better protection of trade union and work environment representatives 31. Other Collective agreement foundations 32. Increased employer payments to foundations 33. Special foundations only for Food Workers’ Union NNF members 34. Healthcare scheme 35. Other Security 36. Longer termination notices 37. Increased severance pay in the event of dismissals 38. Increased offers of training during termination period 39. Employment similar to salaried employee 40. Other

Trade union representatives What conditions should the collec-

as a trade union representative?

· Should there be the right to elect a trade union represen­ tative regardless of the number of employees?

· Should the terms and conditions for trade union representatives be strengthened?

· Better protection of trade union and work environment representatives?

tive agreement contain before you would consider standing for election

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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)?

· Should the employers pay the union membership fee?

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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 would still like 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 old?

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

Framework agreement (applicable for KIF and Processing) How do we ensure that the frame­ work agreement is in keeping with

· Should we have another payroll system?

the times and suits the conditions we know today?

· Should the framework agree­ ment 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