BLUE FLASH 26/04
- ACLVB/CGSLB
- 13 hours ago
- 4 min read
Dear,
Less than xx days remaining.
Indeed , on Saturday, May 30th, we will write a new chapter in the history of our organization together. On that day, we will combine more than 130 years of union commitment with the choices we are making today for the future.
Until then, we are preparing ourselves step by step for that moment.
Starting today, you will also see in our offices the first visible sign of this change: the poster depicting the rising sun.
This image therefore marks the path to May 30th, the day when we will unveil our new name and identity at our congress.
The rising sun accompanied by the phrase "The CGSLB becomes…" announces much more than a new name or a new visual identity. It marks the beginning of a new chapter for our organization. This almost final edition of Blue Flash under the auspices of the CGSLB does not close an era but builds upon more than a century of solidarity and commitment.
The world of work is evolving at breakneck speed: different generations coexist, each with its own expectations regarding work, autonomy, balance, and security. Far from creating divisions, this situation reflects the evolution of work and the need for our union to evolve with it. Stagnation is not an option. Innovation is essential if we are to remain relevant to all our members.
Together, we are writing the next chapter.
Because the CGSLB is becoming…
Profit-sharing bonus and collective bonus (CAO 90)
The profit-sharing bonus and the non-recurring performance-related benefit (CCT 90) are non-recurring benefits linked to operating results.
Payment will be made at the end of the month , after the accounts have been approved at the general meeting.
Conditions for awarding
You must have at least three months of seniority by January 4, 2026 (fixed-term or permanent contract).
👉 This means that you had to be employed by October 4, 2025 at the latest .
The amount is adjusted pro rata based on actual performance in 2025 , taking into account part-time work and non-equivalent absences .
Employees hired before 31/03/2021
For this group, the amount is determined based on:
the diploma on 31/12/2008 , and
the professional category as of 31/03/2021 (can be found on the March 2021 payslip).
⚠️ Changes made after this date will not be taken into account.
The higher of the two calculations is retained.
Employees in post as of 01/04/2021
For employees in post since April 1, 2021 , the amount is determined solely based on the seniority of those who worked full-time in 2024 (taking into account equivalent periods).
Tax information
On tax form 281.10, the non-recurring performance-related benefit is shown in section 242. This amount must be included in box 1242 of the income tax return (or 2242 for a joint return).
Union interpretation
As a reminder: the exceptional bonus of €1,500 granted for exceptional results has been abolished since 2023 – despite our explicit objections.
This bonus was intended to compensate for:
the gradual elimination of profit sharing starting in 2021,
the loss of purchasing power of employees hired from 01/04/2021 onwards,
and the negative impact on positions at level 13 and above .
Unlike others, the CGSLB did not sign this collective agreement at the time, because it was clear from the outset that management had no structural intention of granting this bonus in a sustainable way.
This remains particularly disappointing for all of us, as no other measure can compensate for this permanent loss of purchasing power, especially for colleagues recently hired (as of 1/4/2021).
Intergenerational collaboration at work
Research by Professor Kim De Meulenaere (University of Antwerp) shows that there are more differences within a single generation than between generations . Generational labels such as "Generation Z" or "Millennials" are therefore of little relevance.
Age diversity can strengthen organizations: teams composed of individuals with varied age profiles are more creative, innovative, and productive . Polarization—significant age gaps—counteracts this advantage.
Many stereotypes about young and old people are wrong . Older employees are no less productive and learn just as well, even if they do so differently. Young people are less different from their older colleagues than is often thought.
Unfortunately, Belgium has a high rate of age discrimination , making inclusive leadership more important than ever. Leaders who prioritize collaboration between younger and older employees boost the motivation of all staff.
Any solutions?
Encourage informal and formal contact between generations.
Opt for a dual mentoring approach in both directions.
Make education and talent management policies age-neutral .
Key lesson: stop thinking in stereotypical ways . Look at the person, not the label.
Source: ACLVB/CGSLB : "Working together with different generations", 16/03/2026
Toolkit for managers: strengthen your team's well-being
Psychosocial risks such as stress, conflict, and high work pressure are on the rise. Often difficult to identify, their prevention is nevertheless essential to employee well-being and safety.
To help managers in this process, the FPS Employment has developed a practical toolkit full of advice, tools and exercises.
What's in the toolbox?
Introduction to well-being at work: a clear overview of legal obligations and basic principles of health and safety.
Practical guides and advice: concrete tips for dealing with everyday challenges, such as stress, difficult conversations or tensions within a team.
Leadership and team management: tools to strengthen your leadership style and create a positive and harmonious work environment.
In addition, the toolkit includes exercises that allow managers to test their knowledge and reflect on their own management style.
Why is this important?
Managers play a crucial role in creating a healthy company culture. Effective management of psychosocial risks not only improves well-being, but also team motivation, satisfaction, and retention.
The complete toolkit is available on the FPS Employment website, in the section Publications .
National demonstration – Tuesday, May 12, 2026
On Tuesday, May 12, 2026, the Unified Trade Union Front is organizing a national demonstration in Brussels .
Together, we are bringing together the concerns of employees from all generations:
❗ Rising energy prices and loss of purchasing power
❗ Automatic pressure indexing
❗ Uncertainty regarding the proposed retirement measures
The timing was deliberately chosen: on May 13, the Chamber votes on the new pension bill concerning the pension penalty.
What are we defending?
Fair and reliable pensions
Maintaining automatic wage indexation
Protecting purchasing power and fair taxation
The CGSLB resolutely favours dialogue without blockages and continues to favour finding solutions through consultation.
Practical information: Tuesday, May 12, 2026 📍 Brussels – Avenue Albert II
