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Blue Flash 05/2023

We need a change


The credibility of our management has been lost for some time. The consensus model of social consultation has not been applicable to our employer for some time. The model of Social Dialogue in our bank is increasingly questioned, by both the employer and the social partners - but each party from a different point of view.

  • Especially since in February a delegate was dismissed (proceedings initiated before the president of the labour court) because of his trade union activities.

The Brussels Labour Court has just dismissed ING, reports L'Echo. The bank's complaint for "dissemination of sensitive information" was declared unfounded.

However, ING is appealing the court's decision.

  • The management consulted the emails of several union representatives, which is obviously prohibited by law.

A criminal complaint has been filed against ING Belgium, the CEO and the head of human resources. One of them mainly relates to the bank's consultation of the e-mail of some 2,000 employees. Absolutely not true", ING replied.

  • Non-compliance with the decision of the conciliation board of the COMITE PARITAIR DES BANQUES, meeting on 08/02/2023 concerning a dispute at ING

  1. The Conciliation Board recommends that the parties discuss the Medexell case in the National Trade Union Delegation (DSN) in order to restore confidence and resolve it. A report on this matter will be submitted to the President of the CP by the end of March 2023.

  2. The Conciliation Board notes the commitment to constructive dialogue and respect for social consultation. The Conciliation Board therefore recommends that the parties work on this issue in the coming months and submit a report to the President of the CP by the end of June 2023.

Due to the lack of initiative, we will meet again at the conciliation board table on 16 May. (To be continued)

  • ...

We regret the current impasse. We therefore ask the management, in the interest of our staff, to resume the social dialogue in a proper manner and with respect for the staff and all social partners.




4-day working week

The demand for a 4-day working week from workers is enormous.

Yet it is strange that our Dutch colleagues have been doing it for years and we cannot do it.

It is a recurrent fact in social consultation that not all parties are treated equally ("All animals are equal, but some are more equal than others").

The stubbornness of our Belgian management in this respect is rather peculiar.

However, it has several advantages for all parties concerned.

Why this reluctance?



The four-day week is one of the 10 key points of the labour market reform (11/2022)


The four-day week: a full-time worker can request that the full-time working week be carried out over 4 days instead of 5. This is therefore not a reduction in working time, as the employee will have to work longer days. The initiative therefore always comes from the employee. An employer cannot force his employees to work four days a week. Therefore, if you only work four days a week instead of five, you will only receive four meal vouchers for that week. Other benefits or allowances may also require you to make some concessions as an employee. Think about travel allowances.

A full-time worker can now also apply for a sandwich week. This means that he or she can work one or more weeks longer than the company's normal working hours, and then have more free time in the following week or weeks. The alternating work week scheme follows a certain cycle and can be interesting for employees who have joint custody.

Both the four-day week and the alternating week must be requested in writing in advance for a maximum period of six months, which can be extended. The employer may refuse the request, but must justify his refusal in writing.


ACLVB/CGSLB has repeatedly urged management to implement this scheme at ING-Belgium. ING is not in favour of introducing this model because it supposedly does not fit into its current Business model.


What are the advantages?

Indeed, the aim of this is to achieve a better work-life balance and therefore also avoid burn outs.

The measure therefore provides that employees who perform their normal full-time duties for four days a week in application of this measure cannot perform voluntary overtime on the other days of the week. Other overtime, on the other hand, is not excluded.

Employees are less likely to need sick days because they have more time to relax.

A smaller carbon footprint.

A shorter working week can increase not only employee happiness and morale, but also engagement and overall commitment

Beneficial effect on the overall productivity of the employees involved in the workplace.

Less distractions in the workplace.

...

Conclusion

The idea of a four-day working week is new to us but already applicable in neighbouring countries. Several companies are already aware of the benefits of the four-day working week and have already started experimenting with this concept.

What is our management waiting for?

What about you? Are you already convinced?


Attractiveness Plan PC 310 - Banks


For some time now, the search for talent has been a major concern for the sector. How do you become and remain attractive as a sector? And, at least as important: how do you retain your workers?

The banking sector, like so many others, is having difficulty attracting new talent and retaining good workers in feasible jobs.

The sector also plays a huge societal and economic role. Banks invest money to realise the dreams of individuals or companies.



As social partners, we want to help attract and retain talent. That is why, as trade unions, we have developed our attractiveness plan for the sector, based on a survey we conducted among your employees.


The plan has 8 pillars:

Purchasing power

Feasible work

Innovation

Training

Mobility

Trade union work

Diversity policy

Sustainability




















Sign up for Vitality Boost and fill up on energy!


ACLVB/CGSLB co-authored this "pilot projet" in its capacity as a member of the board of directors of "l'ASCEL" (Association de Travaux Sociaux gérée par ING et les représentants du personnel).

The Vitality Boost programme allows you to follow your own energy path according to your individual needs.

Registration is open until 15 May.

The number of places is limited,

More information can be found on this page.

Do you still have questions? Do not hesitate to contact us. By chat, mail, ...




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