ING Bank's current two-year collective labor agreement expires on December 31, 2020. This newsletter focuses on the negotiations for a new collective labor agreement for ING Bank. Numerous issues that come up in the conversations De Unie a proposal in its commitment letter. Whether it concerns wage space, time, working from home, employability, sabbatical or work / private life. read here the proposals made by us.
We will not meet the start date of 1 January 2021 for the new collective labor agreement, but the current collective labor agreement will continue until we are finalized.
Round 5 and 6
We had negotiating rounds 1 and 2 on December 5 and 6. The agenda included an in-depth look at the themes of Wellbeing, Craftsmanship, Work Code and Remuneration & Valuation. Wellbeing was about a campaign with the latest WHO guideline about mental and physical health, health check for ING employees and global program including 'do your thing' app to move together.
Among other things, the broader use of the IDP, the time available for development at an individual and collective level and the importance of internal internships were discussed in professionalism. It will be further specified into concrete collective labor agreement proposals. In the discussion of the working group work code / flex, we discussed proposals that affect the flex population at ING. More clarity about the duration, shortening the agency clause, opening up the internal labor market and paid time for development are some of the proposals that have been made. Our estimate is that we will work together on the themes of Wellbeing, Craftsmanship and Work Code. The biggest difference lies with Remuneration & Valuation.
ING has presented us with a proposal that is linked to their commitment to a three-year zero line and vision on remuneration. ING has presented the results of a benchmark study indicating that the financial sector (banks and insurance companies) is about 10% above the general market and that ING pays an additional 5% above the financial market. Earlier this year, the Board of Directors decided that ING would pay for most positions around the median (middle) of the financial sector. ING presented a model of how the current situation could achieve the desired situation in a number of years. An individual salary adjustment is made each year, which is determined by the position of the personal salary in relation to the external benchmark for the specific job. In this method there is no room for a collective salary adjustment, but possibly for a limited discretionary room to make up arrears more quickly. This thought was completely new to us and we asked some clarifying questions about it. This topic will be discussed again in a subsequent round of negotiations.
Working from home and travel expenses
Just a comment with regard to the adjustment of the commuting allowance and the budget for furnishing the home workplace. ING's policy, which has now been communicated, has been explained in the discussions, but because neither are subject to collective labor agreements, this has not been negotiated. This will be discussed further with the Central Works Council.
Emanuel Geurts would like to receive your response to ING's remuneration vision and proposal. Whether you agree or disagree and especially why. After all, we are the representative on behalf of the employees at the table.
Do you have questions about this newsletter or do you want to say something? Please contact me via email@example.com or call me on 06-52522074.