The ver health union has reacted angrily to proposals by the Sana private healthcare group to offer pay increases for 2023 only to nursing staff. The company is also offering only one-off payments for 2022 for all staff and a 5% increase for in 2023 only for nursing staff (along with a €100 increase in the allowance for operating room and intensive care staff). The 3% pay rise planned for 2024 would go to all staff. Ver.di points that workers are already facing the prospect of inflation reaching 11.6% during 2022 and 2023. The lump sum offer for 2022 totals €3000 (€1000 for trainees) paid in seven monthly instalments but even then the company wants to deduct the state COVID bonus for nurses from this amount. Sana is offering other improvements including higher payments for night and alternating shifts but has not reacted to a range of other demands from ver.di. The union is absolutely clear about ensuring pay improvements for all staff and will make this demand in the next negotiating round on 28 September.
Union rejects attempts to split health staff
More like this
(6 July 2016) EPSU, ETUC and the European organisations of hospital associations (HOPE), doctors (CPME) and dentists (CED) are warning against European initiatives to standardise medical treatments, other healthcare services
The are now two collective agreements in the energy sector – one for production and supply companies (PLB) and the other for network companies (NWB). There are similarities between these new agreements that both run for 24 months from 1 May 2011 to 1 May 2013. Both apply a 1.5% overall pay increase in both 2011 and 2012. Both also have contributions into a so-called benefit budget which workers can apply depending on their personal preference for particular benefits such as more leave. In the PLB agreement the benefit budget payments are 0.5% of salary in 2012 and 0.75% in 2012. The NWB
The Kommunal municipal union will be aiming for a reduction in the use of split shifts in the care sector as part of its main bargaining demands this year. The union estimates that around 100,000 workers effectively have unpaid and involuntary break periods because they work split shifts but don't have enough time to go home and return to work. A 13-hour day with a four-hour break in the middle is not uncommon. The problem is particularly acute in elder care where employers exploit this system and where workers find themselves continually rushing around to get things done with little