- 27 Jul 2018
- Dorothée David
New Collective Bargaining Agreement for bank employees 2018-2020
The new Collective Bargaining Agreement (CBA) for bank employees 2018-2020 was signed by the ABBL and the trade unions ALEBA, LCGB-SESF and OGBL Secteur Financier on 12 July 2018. The new CBA introduces fundamental changes to the provisions that previously applied. Given the number and impact of the changes, the plan is to introduce it gradually over 3 years.
The main new features of the 2018-2020 CBA are structured around 5 themes:
Classification of functions: as of 2020, functions will be classed in 4 groups, A - D. According to the ABBL, each bank will classify its own functions. However, the same methodology will be applied, recommending 5 objective, transparent criteria defined by the CBA: knowledge; complexity; impact; human relations; team management, coordination and expertise. All employees subject to the CBA will be involved in this process, and will see their function assigned to one of the 4 new groups, after points have been allocated according to their level. A salary reassessment and adjustment are planned if the employee’s remuneration is below the minimum salary for the group in which their function has been classified.
Remuneration: a new remuneration system will apply from 2019: according to the ABBL, the existing seniority bonuses will be increased according to a scale set by year of engagement and included in the salary. Loyalty and length of service will be recognised via a new loyalty bonus (replacing the “ prime de conjuncture”), given as a percentage of the basic salary and paid with the salary in June. An overall budget of 1% will be made available for salary increases to recognise the acquisition and implementation of skills. The minimum salaries for each classification will be increased for 2019, and from 1 January 2020 for the new groups A - D.
Organisation of working time: the new CBA stipulates that if a working time plan (“Plan d’organisation du travail”) or a flexible working time (“Horaire mobile”) system has been introduced by the employer, the reference period may be up to 4 months, compared with 6 in the old CBA. All the other benefits continue to apply (i.e. 50% extra to be paid per hour for overtime compared with 40% as stipulated by law, number of days off, number of extraordinary days’ leave more generous than the law etc.). One extra half-day leave is granted to employees aged 45 and over.
Training and employability: the training budget will go up to 1.5% as of 2019. The new CBA gives all workers the right to a personal development plan, as well as the right to access training.
Well-being: the new CBA stipulates the need to introduce measures to prevent psycho-social risks. It also stipulates that banks must make a commitment to work with staff delegations to improve measures connected to Corporate Social Responsibility (i.e. promote well-being in the workplace, flexible working time, teleworking, sabbaticals, the right to disconnect, promoting diversity etc.).