Herna Verhagen, PostNL CEO: “The social plan will have a duration of five years. Together with the trade unions, we have chosen for a custom-tailored approach, in which employees can make choices that suit their own individual situations.”
The most important agreements are:
Coaching by Mobility
In order to have a good chance of finding another job, PostNL employees can utilise the coaching provided by Mobility, the employment mobility programme offered by PostNL, if they so desire. Employees who become redundant can choose for intensive coaching from one job to another.
PostNL and the trade unions have agreed to a phased model that offers employees a range of choices. Employees who decide to resign quickly will receive a higher compensation amount, which can equal up to five months’ extra income compared to employees who resign later. Employees who are made redundant, will receive at least the legally required transition compensation.
A ‘menu’ has been compiled for employees who are eligible for a pension (aged 60+), which offers them extra options for early retirement. Management will determine when these options will be made available to a particular group of employees, and for how long.
We are PostNL. For our clients, we are the link between the physical and the online world. We facilitate communications between people and companies. On average, we deliver 500,000 parcels and 10 million letters a day throughout all of the Netherlands. We offer more and more new services through combinations of smart networks, digital applications and the right communications channels. In doing so, we aim to make the daily lives of our customers easier.
As the first listed postal company, we have the largest and most modern network for letters, parcels and e-commerce in the Benelux countries. In addition, we also operate in Germany, the United Kingdom, and Italy. PostNL employs a total of approximately 56,000 people. In 2014 our revenues reached almost €4.3 billion.