Unions reach social agreement with Nike in Laakdal, a maximum of 371 forced dismissals: “But the bitter aftertaste remains” | Region

The unions and the management of the Nike branch in Laakdal in Kempen have reached a social agreement. The trade unions BBTK, ACV Puls and ACLVB reported this on Saturday. The agreement sets the limit at a maximum of 371 forced redundancies, instead of the initially 736 threatened posts. More than 90 percent of the staff agreed to the agreement. “Hopefully we can rest easy for a while now.”

By reaching this agreement, after months of uncertainty and social unrest, there is finally more clarity for the staff at the logistics sites in Laakdal and Ham. The sports giant’s branches employ a total of between 4,000 and 5,000 people.

In March, the management announced the intention to collectively dismiss 411 employees following a simplification of the logistics organization and a reduction in the weekend shift. The information and consultation phase of the Renault Act was then started. However, on April 29, an additional announcement followed of a further 325 affected positions in the weekly shifts. There were suddenly 736 threatened positions in total.

After consultation during the information and consultation phase in the works council, the unions say they succeeded in limiting the maximum number of forced dismissals to 371. “However, the subsequent negotiations for a social plan were difficult,” says Marieke Van Gils of BBTK.

On May 12, workers held another 24-hour strike to put pressure on negotiations and demand additional budgets. After that action, talks were restarted, which led to an agreement at the beginning of this week. The final social plan provides extra premiums in the event of forced dismissal. Furthermore, a voluntary departure scheme will be opened in the next two weeks. Employees can therefore choose to leave, which may reduce the number of forced dismissals even further.

From Thursday afternoon to Saturday afternoon, the almost 5,000 employees were informed about the social agreement and a vote was organised. The agreement was approved on Saturday with a large majority of more than 90%. The layoffs will take effect on June 30.

The trade unions are very satisfied with the social agreement that has been reached. “We are very relieved. These have been intensive days, but it has yielded results. We really needed the strike day of May 12 to open up more budgets for the social plan that we have now been able to agree on. We really went up to the limit they could give,” says Nathalie Engelen (ACV). “We are also very satisfied that it has been approved by a very large majority. Just over 90 percent agreed with this social plan.”

The unions managed to save the forced layoffs from the weekly shifts. The 371 forced redundancies that now remain mainly relate to weekend shifts and some of the logistical support services. “We have put a lot of emphasis on voluntary departure in the social plan. If people voluntarily raise their hands, we hope to reduce the number of forced dismissals even further,” continues Nathalie Engelen. And what does the future bring? “They cannot give any guarantees, but as the figures look now, the management suspects that those 371 redundancies will be sufficient for the coming years. So no new restructuring is expected for the time being. So we can rest easy for a while, although you never know that of course.”

Trade union secretary Eric Vuchelen of ACLVB calls the agreement a victory for social dialogue. “We have been able to spectacularly reduce the number of forced redundancies to 371. That is quite good news. Unfortunately, there are still 371 jobs that will be lost. That still leaves a bitter aftertaste, but we are satisfied that social dialogue has prevailed,” says Vuchelen. He also believes that the strike day on May 12 was very important. “At that time, unions and management were far apart. That gap was closed by the strike, because after a number of telephone calls from Laakdal to Beaverton (where Nike’s headquarters are located, ed.) some extra money was released.”

Eric Vuchelen hopes that the figure of 371 can drop even further through voluntary departure. “We hope to save additional people through voluntary departure. It is difficult to estimate how many exactly. Because the people who shout the loudest that they want to leave are usually the ones who stay. But I hope for voluntary departure as much as possible,” Vuchelen concludes. “Some employees hope to bridge the gap to retirement, but many young people are also willing to return to study for a shortage profession. So there seems to be quite a lot of enthusiasm to participate in voluntary departure.”