Know what you are entitled to

On Monday, 22 June, employees at Schiphol will come together to take action against the government's plans to cut back on the WW, WIA, and AOW. The demonstration at Schiphol marks the start of a nationwide week of action against these deteriorations in social security. Less security for employees The government intends to make significant cuts to social schemes. For instance, the WW will be shorter, benefits for illness and incapacity will be reduced, and the AOW age will be raised further. These plans directly affect employees. Those who lose their jobs will soon have less entitlement to a WW benefit. Employees who become ill or incapacitated will also face less protection. Major consequences for Schiphol workers These schemes are particularly important for employees at Schiphol. The aviation sector is constantly changing, and many staff members perform physically demanding work. A strong social safety net offers security when work disappears or when someone cannot work due to illness. The proposed cuts lead to more uncertainty and less protection for employees. Make your voice heard Employees across the country are therefore taking action. On Monday, 22 June, Schiphol workers will demonstrate that a strong social safety net remains important for everyone who works. Do you work at Schiphol? Then come to the demonstration and make your voice heard. Practical information Date: Monday, 22 June Time: 14:30 - 16:30 Location: Schiphol Plaza (Jan Dellaertplein) Note: the demonstration takes place in your own time. A demonstration is not a strike. In a strike, you stop working during your employer's time. That is not the case for this meeting. Registration Would you like to attend the demonstration? Register easily. 

The minority cabinet of D66, CDA, and VVD wants to spend billions more on defence. These are uncertain times, but we do not agree that the bill should be placed on those who can least afford it, while nothing is asked of the very richest and wealthiest. The cuts will affect us all, but the low and middle incomes will bear the brunt. The cuts are unnecessary, unfair, and irresponsible.

Do you work at a company without a works council (OR) or staff representation (PvT)? Then you might have less influence on important decisions than you think. And this is despite the fact that many companies are obliged to organise employee participation. In an earlier blog, I wrote about the importance of employee participation and when a company is required to have an OR or PvT. However, research from the Ministry of Social Affairs and Employment shows that about half of the hospitality companies that should have an OR do not have one. This is concerning. We often hear that an OR is not established because there is supposedly too little interest. Or because employees and employers think they can sort everything out among themselves. Yet, employee participation offers many benefits for both employees and employers.  Why employee participation is important At De Horecabond, we believe it is important that employees can contribute ideas, discuss, and participate in decisions on topics that directly affect them. Consider: work pressure schedules working hours safety changes within the company Good agreements are made together. When employees are involved in important decisions, they feel more heard and engaged. Changes often proceed more smoothly, problems are identified earlier, and there is more support for decisions. Involvement also often leads to more job satisfaction and motivation. As a result, employees tend to stay longer with the same employer, which also benefits the employer. What can you do if there is no employee participation yet? Small companies (up to 50 employees) Talk with your colleaguesDiscuss together what is happening on the work floor. Often, colleagues have the same concerns, ideas, or questions. Together you are stronger than alone. Have a conversation with your employerAn open conversation can yield a lot. Employers do not always know what is happening on the work floor. By sharing signals early, problems can often be prevented. Set up an employee groupIn smaller companies, an informal employee group can be a good first step. Colleagues can discuss topics together and Card on signals to the employer. This creates a low-threshold form of employee participation. Later, this can lead to a PvT or even a voluntary OR. The staff representation (PvT)Companies with 10 to 50 employees can have a PvT if the majority of employees want it. A PvT has fewer rights than an OR but can still contribute ideas and give advice on important topics. Do you want to set up a PvT? Start with a group of colleagues who want to support the initiative. Then gauge how much support there is within the company. This can be done, for example, with a vote via ballots or a digital tool. This increases the chance that there are enough candidates to form the PvT. A PvT requires at least three members. Don't forget the staff meetingDoes your employer not have a PvT or voluntary OR? Then a staff meeting must take place at least twice a year. During such a meeting, you receive information about the company and can ask questions or give your opinion. An employee group can propose scheduling these meetings at the beginning of the year. This way, everyone knows what to expect and can participate. Companies with 50 or more employees Do you work at a company with 50 or more employees? Then your employer is legally required to establish an OR. You do not have to wait for the employer to initiate this. Employees can also take the initiative themselves. Talk with colleagues about what an OR does exactly and why employee participation is important. Many people think that OR work is complicated or time-consuming. This perception is not always accurate. As an OR member, you are entitled to five training days per year and at least 60 hours per year for consultation and preparation. These hours are separate from meeting time.