DISCUSSION PAPER

The Food Processing Industry

September 2013Foreword

In spring 2014, your collective agreement will be renewed. The collective agree-ment 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 Confed-eration 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 be-come 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 nego-tiation 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 Tech-nology/Danish Abattoir Workers’ Union).

In the middle of the document you will find a questionnaire, which you are very wel-come 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

· Should the holiday percentage be raised?

· Should the Optional Model be expanded to, e.g. include edu-cation?

What should the future rules for overtime be?

· Should the employee be able to say no to overtime?

Denmark is known for its flexible labour market. What opportunities should there be for this in the col-lective agreements?

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

· Should the division be involved in negotiations for which a trade

Working hours

Overtime

· Should the overtime be paid as time off in lieu?

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

union representative has not been elected?

· Should the employees pay for their breaks?

· Should the companies have the possibility for increased flexibil-ity on working hours?

Holidays and days off - optional

4

5

· 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 agree-ments 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 agree-ments contain a high common standard wage?

Wage conditions

6

In which direction should the expan-sion of the labour market pension move?

· Should the percent on the la-bour market pension be raised?

· Should the employer pay an increased share of the pension contribution?

· Should the seniority and age requirement be entirely discon-tinued?

Pension

How are employees best secured in the event of illness and injury?

· Should the seniority require-ment in the collective agree-ment 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 leaveHow can the conditions for families with children be strengthened best?

· Should the paternal leave be extended?

Children’s sick dayHow can time off and payment be secured in the event of illness of children, close relatives and cohab-iting partners?

· Should full wages be paid dur-ing children’s sick days?

· Should you have the right to paid time off for the child’s sec-ond ‘first sick day’?

· Should it be possible for both parents to alternately have time off for the child’s sick days?

Illness, injury, parental leave and child’s illness

7

How do we strengthen the possibility of and utilisation of continuing and further education?

· Should the employer be obliged to perform education planning for the individual and the com-pany as well as reserve funds for this?

· Should there be an obligation to participate in continuing educa-tion courses?

· Should the option of elective education programmes be increased in relation to time and education programme options?

...continues on page 13

Continuing and further education

8

Give us your opinion

The questionnaire can also be obtained on the Danish Food and Allied Workers’ Union,

NNF Collective Agreement website, www.nnf.dk/ok2014.

Please fill out the »green pages« and return them to your union representative

or send them to your local branch

MArk WITH x NexT TO, AT THe MOsT 10 OUT OF 41 sTATeMeNTs yOU FIND Are THe MOsT IMPOrTANT!

Working hours

1.Moreinfluenceonflexibleworkinghours2.Shorterworkinghours,e.g.35-hourworkingweek3.Increasedflexibility4.Other

Holidays and days off

5.Increaseinholidaypercent6.Increaseofpublicholidaysandextradays

percent/payment7.Expansionoftheoptionalmodel–e.g.education8.Other

MArk WITH x yOUr WOrk AreA, Age AND geNDer

you work in

Foodindustrialarea DSMIndustri

gender

Female Male

Age

under35between35and45between45and?

Did you also work under the same collective agreement in 2012?

Yes No

Wages

9.Increaseinstandardwage10.Higherallowanceforshiftwork,staggering,etc.11.Allowanceforcalling-offofovertime12.Higherovertimepayment13.Increaseofoptionalpercentformorewages14.Introductorywage15.Changetothepieceworksystem16.Other

Illness and parental leave

17.Fullpayduringillness18.Shorterseniorityrequirement19.Paidfamilydays20.Longerpaternalleave21.Other

Pension

22.Higherpensioncontribution23.Noseniorityrequirement24.Other

Continuing education and further education

25.Educationplanningatthecompany26.Increasedfundsforeducationanddevelopmentpaidfor

bythecompanyContinues......

27.Increasedpossibilitiesforelectiveeducation28.Other

Trade union representatives

29.Termsandconditionsforelectedtradeunion representativestobestrengthened(ITequipment, ownoffice,training,etc.)30.Therighttoelectatradeunionrepresentativeregard

lessofthenumberofemployees31.Betterprotectionofworkingenvironmentalandtrade

unionrepresentatives32.Other

Collective agreement foundations

33.Increasedemployerpaymenttofoundations34.SpecialfoundationsonlyforNNFmembers35.Healthcarescheme36.Other

security

37.Longerterminationnotices38.Increasedseverancepayintheeventofdismissals39.Increasedofferoftrainingduringterminationperiod40.Employmentsimilartosalariedemployee41.Other

Which conditions should the collec-tive agreement contain before you would be elected as a trade union representative?

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

· Should there be the right to elect a trade union representa-tive regardless of the number of employees?

· Better protection of working environmental and trade union representatives

Trade union representatives

13

How much should the employers pay to foundations and what should the funds be used for?

· Should competency development foundations for elective educa-tion be financially expanded?

· Should the companies provide an employer-financed health-care scheme for the employees?

(chiropractor, physiotherapist and guidance through the Dan-ish healthcare system)

How should the collective agree-ment help to ensure that all em-ployees are organised?

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

· Should the employers pay the union membership fee?

Collective agreement foundations

14

The understanding of security in employment varies greatly.some people want longer dismissal notice and others want no dismissal notice. some want a retirement benefit plan.

· What do you think is needed so that the employer can guar-antee that the company will remain in Denmark?

· Should the conditions for re-ceiving severance pay be inde-pendent of other factors?

· Should it be possible to dismiss employees during holidays, while injured, ill, on maternity or parental leave?

· Should there be the right to be released in the event of dis-missal?

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

Security and dismissal

15

How can we ensure that elderly, worn-out and injured colleagues are retained on the labour mar-ket?

· Should we ensure that el-derly, worn-out and injured colleagues are retained on the labour market?

· Should there be the option of a special scheme for employ-

ees who are more than 55-years old?

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

· In their recruitment, should companies take into considera-tion persons with a loose as-sociation to the labour market?

The inclusive labour market

How do we ensure that the frame-work agreement is in keeping with the times and suits the conditions we know today?

· Should the framework agree-ment be modernised?

· Should we have another payroll system?

Framework agreement (applicable for KIF and Processing)

· Should added time be changed in an upward or downward di-rection?

· Should the basis of piecework contracts vary depending on which area a person works in?

· Should allowances be changed in an upward or downward di-rection?

16

How can we ensure the future of the profession so it is attractive to be a trainee in one of the collec-tive agreement areas?

· Should there be an increase of the holiday pay allowance upon conclusion of the train-ing programme?

· Should adult trainees who commence training after they have turned 25 be given the area’s hourly wage?

· Should trainees have full nui-sance compensation?

· 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?

Trainees

Framework agreement (applicable for KIF and Processing)

17

September

October

November

December

January

February

Marts

– Weeks 38-40 Bus trip

– Member meetings

– 15 October Deadline for submission of demands

– selection of demands

– exchange of demands with employer

– Negotiation

– 1st and 2nd conflict notice

– Negotiation

– Negotiation

Collective agreement negotiations 2014

– Demands presented and approved at HB meeting

– schedule agreed with employer

Collective agreement negotiations 2014

DISCUSSION PAPER

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Telefon 3818 7272 · Fax 3818 7200