The current pension scheme must be converted into a pension scheme that meets the requirements of the Future Pension Act (Wtp). De Unie has been working in a steering group with ING and other trade unions for months. The steering group prepares the negotiations by jointly selecting information and making calculations. The negotiations are getting closer. De Unie will therefore inform members in three webinars about the state of the pension study. And we want to ask the members' expectations. The first webinar is on February 26, 2024, from 16.00:17.00 PM to XNUMX:XNUMX PM. Put this time in your agenda. Members will receive the invitation soon.
Periodic consultations
De Unie has monthly consultations with ING about current affairs and the development of study agreements. The periodic consultation is also used to deal with questions from members. On January 22, 2024 we had periodic consultations again. During this consultation, absenteeism figures, Wilgenplas shift allowance, learning budget, OWP were discussed, among other things.
Absenteeism figures
ING has presented the absenteeism figures. We have received the total figures, which look good. Absenteeism remains fairly stable and is in line with national figures for comparable companies. De Unie has requested that the absenteeism figures be made available per department or business line. We would like to discuss the outliers in statistics (where there is a real problem) with ING.
At the same time, we are concerned about the registration of absenteeism due to illness. The figures presented are significantly lower than in the years prior to Covid. There is a chance that increased working from home will distort the view of illness. We would like to hear from the employee whether they always report sick if they are not feeling well for a day and - because they work from home - they still log in. And if they report sick for a day, does the manager also register that in Workday? They can see this themselves in the screen in which they also request leave. If there is any information about this, positive or negative, we would like to hear it.
Learning budget
The collective labor agreement stipulates that ING deposits an amount of €375 annually into the learning account. This amount remains for a maximum of 5 years, so the employee can structurally save a maximum of € 1.875 in the learning account. This money can be spent freely within the linked offer. However, for many courses this is not sufficient. ING is therefore starting a Skillbooster pilot. Participants in the pilot will have access to a platform on which they can follow unlimited training courses (online). Please note: as a participant in the pilot, an amount of € 995 will be debited from the learning account. The employee will not get this money back if they do not follow training. The pilot runs until August 31, 2024. You can complete the courses that start before then via Skillbooster. You can purchase the skill booster package until May 29, 2024 at the latest.
Use collective labor agreements
ING has reported how many employees make use of specific employment conditions. The use of a number of employment conditions in 2023 was lower than expected. These arrangements may be unknown to you, so I would like to bring them to your attention.
Diversity days
Article 5.6.2 of the collective labor agreement grants each employee 1,5 additional days of leave. Per calendar year you can take 1,5 days of paid leave and 1,5 days of unpaid leave on days that are important to you.
The diversity days expire at the end of the year. You can easily book it in Workday (while on holiday). You do not have to indicate what you use the day for. Your child's graduation ceremony, your parents' wedding day, or your hockey team's championship celebration can also be important holidays for you. You do not have to take regular leave for this.
CSR days
Article 2.5 of the collective labor agreement gives employees the right to contribute to social goals during working hours (while retaining employment conditions). Employees aged 60 and over will receive 1 day a week for this. This leave can be taken flexibly.
You may have wanted to include a diversity day or CSR day in 2023, but there were obstacles in the organization. We would like to hear this from you.
OWP
OWP stands for transition work plan. This arrangement applies if work is outsourced by ING to another company within the Netherlands. The employees then generally continue with their work and transfer while retaining their ING employment conditions.
The text of the OWP dates from 2006. The legislation has now changed and the importance of the plan is no longer so important since most business units are outsourced abroad. The current OWP expires at the end of this year, just like the collective labor agreement. Suggested by De Unie We are already investigating which adjustments are necessary, for example because the law has changed. Once the collective labor agreement negotiations have started, there is less time to carefully discuss the OWP.
Shift allowance Wilgenplas
A team of employees working at the Wilgenplas (Rotterdam) works in a shift schedule. In recent years, the shift allowance has not always been granted in accordance with the collective labor agreement. The employees involved have – rightly – asked for help from trade unions to solve this problem. Trade organizations and ING are jointly working towards a resolution of this dispute.
Contact
Do you have any questions regarding this message, or do you have information that is important? De Unie. Please contact the advocate Inge de Vries by sending an email to: inge.de.vries@unie.nl
