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Blue Flash 09/2022

'Flexible Reward Plan' negotiations update

Electric cars from 01/10/2022

Not everyone was pleased with the unilateral decision by our management to green the car fleet so abruptly. Its implementation, so abruptly and with such an impact on all staff members rightly raised questions. The electric cars are more expensive, charging takes time, insufficient infrastructure,...

However, we all realise that demand for electric cars is spurred by government regulations to discourage the use of fuel cars and encourage electric driving to reduce CO2 emissions.
Employers who add new electric company cars to their fleet until the end of 2026 will enjoy 100% tax deductibility for doing so. After that, the tax benefit will decline year on year.

Possibility of EV exception under strict conditions :
1. Employees who technically cannot install a charging station (no driveway, garage)
2. Employees who have no public charging station available within a radius of 500 m
3. Employees (tenants) who cannot get agreement for a charging station

These employees can still choose from a limited range of 6 models
Submini: choice not yet determined
Small : VW Polo 1.0 TSI
Medium : VW Golf 1.5 TSI
Family : VW Passat 1.5 TSI
SUV : Skodo Kodiaq 1.5 TSI
7-seats : VW Touran 1.5 TSI

Version, options, interior and colour will be free to choose in the tool.

Opening Traxall

Employees with a car with expiry date -9m were given access to the car configurator last week.
Specifically, these people can place an order until 23/9.
Afterwards, there will be a short 1-week ordering freeze to switch to EV only + exception models from 4 October
Due to the large number of employees, there may be a longer lead time in processing orders. Traxall will make every effort to process the orders at the right pace. To give them extra space, it was decided to temporarily close the phone line at Traxall. They will only be reachable by e-mail.
All people in scope have already received a personal message from People Services regarding this last period before the switch to EV.
Order early if you are eligible for this !

Transfer of baremic monthly salary to Flexible Reward Plan

Possibility to opt once and irrevocably, in the period between November and December 2022 (exact period to be determined by HR), to convert part of your bare peak monthly salary, however with a maximum of EUR 500 and in instalments of EUR 50, into a monthly Flexible Reward Budget.
In principle, we have no problem with a staff member with an insufficient budget to buy a car opting for this option. However, we remind you that the part of your salary in the "Flexible Reward Plan" is not indexed. However, the financial consequences for this choice are huge if you then opt for Flex Cash after 48 or 60 months (end of lease period). Depending on your subsequent career, this loss due to non-indexation and irrevocability can quickly add up. The loss of the annual gratuity, which involves a transfer of baremic monthly pay, will be compensated once.
However, the transferred baremic monthly salary will be taken into account in the calculation of the supplementary pension "fixed benefit".
The irrevocable and definitive nature, however, in this possibility is a difficult point for us.

Hospitalisation insurance

This offers the employee the choice of including the personal contribution to the insurance premium as a benefit in the "Flexible Reward Plan"(extended personal cover and contributions). The bank undertakes to partly finance the insurance premium.

The "Medexel" health insurance increases by (extended coverage) € 3.44/ without resorting to financing through the Flex plan.

MP: € 3.36 + 3.44 = € 6.80

Partner: €7.36 + €3.44 = €10.80

Child: €5.36 + €3.44 = €8.80

Medexel" health insurance with (extended coverage) using the Flex plan.

MP: € 2.75 (€ 0.61)

Partner: € 4.36 (€ 3.00)

Child: € 3.55 (€ 1.81)

An overview of the elements of the current proposal and the corresponding premium.

Any additional cover and the associated premiums.

Conclusion :

We are definitely paying a price for the freedom to choose options according to our needs through the Flexible Reward Plan. Our proposals such as indexation of Flex or upgrading of budgets for cars were refused. The growth rate of the so called 'health index' used among other things to calculate the indexation of wages, social benefits and rents - would average 9.1% in 2022 and 7.0% in 2023, compared to 2.01% in 2021 and 0.99% in 2020 (Federal Planning Bureau figures).
Our flexible pay is not indexed as is applicable at some banks.
Continuing to top up from your baremic wage to maintain purchasing power in your flex is pernicious and does not result in remedying the problem. Moreover, this has a negative impact in the long term on the evolution of your salary and social securities such as pension accrual, additional holiday pay, severance pay, 13th month and thus...your Flex!
A vicious circle with a negative outcome that is especially felt in times of (strong) inflation.
At the end of September, our team will take a final look at the management's proposals. Let it be clear that we still want answers to our outstanding questions first.


Now Friday marks the start of Mobility Week! ACLVB/CGSLB is concerned about the impact of increasing mobility issues on workers' welfare and the environment. Consequently, one of the 9 priorities we have set ourselves as a trade union by 2025 is to make mobility policies more sustainable.
While everyone should retain the freedom of choice to decide how to travel, measures should be taken to promote sustainable transport methods financially and fiscally. By 2025, there should also be more public investment that strengthens public transport infrastructure. A national climate plan, more resources for public transport and fair eco-taxation are, for the ACLVB/CGSLB, the main tasks for our governments (federal and regional) to achieve sustainable mobility without detours. Our quality of life and the preservation of our environment depend on it! Strictly following the path of sustainability is important, although it should not be done blindly. The social impact must also be tested with every measure and scaled back where necessary.

How to find joy at work (with Marie Kondo)?

Too many tasks, not enough recognition - no kidding, you work at ING, don't you?
You probably want to find joy in your work.
Then perhaps your professional life should be "monetised".
This new buzzword comes from the tidying philosophy of tidying guru Marie Kondo.
Here, according to her, are a few tips on how to find that joy at work, in the hope that it will be enough to solve some of the many problems you face.
First, the material side of the office where you can sort by category (papers, accessories and finally what is sentimental such as photos, souvenirs, trophies, etc.).
Always start from 3 criteria: Is it useful? Will it be useful for future professional projects? Will it bring me joy? If you decide to keep the item, then keep, organise and/or archive it. In any case, make sure your desk is as empty as possible.

Then, when it comes to tasks, you need to prioritise. First you consider what is urgent and important, then what is important but not urgent and you delegate or automate what is urgent but not important, and finally you delete what is neither important nor urgent. No more wasted time and energy!
I guess you have faced numerous meetings galore before? Ask in advance about the purpose and agenda of the meeting so that you can assess whether your attendance is really necessary. This will save time!
Procrastinate to better say "NO" It is often inelegant to refuse tasks head on. Postpone your decision until later so you have time to think about it and it will be easier for you to refuse after that time.
Take time to do nothing... (Yes, you read that right) It may seem counterproductive, but when the agenda is overflowing, it is better to take time to do nothing. This is much more valuable for boosting your creativity and innovation, which ING loves, by the way. These moments help you step back, re-evaluate your priorities and leave room for ideas.
If these tips appeal to you and you want to learn more about this way of working, we invite you to read Marie Kondo and Scott Sonenshein's book on The Magic of Tidying Up at Work, First 2020.
Happy reading.


Good news! From 1 September, your pay will increase by 1.54%. This is because the PC 310* in which you work provides for sector-level indexation. The ACLVB advocates better working and wage conditions at sector level. Thanks to your membership, you strengthen this voice at the negotiating table.

Look ahead and plan your next holiday !

If you don't want an after-holiday dip and want to fully enjoy your well-earned trip, it helps to hand over your work well before your trip, to take your time to get used to normal life again, to be creative with your good memories, to visit your family and friends and to start dreaming about something new.
That way, you won't give an after-holiday dip a chance and you can get back to work!

Below is your holiday calendar for next year.
However Be aware schools in Belgium exist as part of three communities – Flemish, French and German-speaking. Thus, school holidays are determined by the Ministries of the various communities.
Dutch: Flemish Ministry of Education / Flanders
French: Education in the French Community / Wallonia-Brussels Federation
German: Ministry of Education of the German Community in Belgium

Vakantieplanner ACLVB 2023
Download PDF • 543KB

Planning des congés CGSLB 2023
Download PDF • 101KB

You may still have questions and we would also like to know your opinion.
You can always send your comments to: BE-CGSLB-ACLVB

Your Together Everyone Achieves More ACLVB/CGSLB

Join our Union ACLVB/CGSLB now!


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