NOUVELLE CCT BANQUES : ACCORD DE PRINCIPE

Déléguées et délégués, salariées et salariés du secteur bancaire,

Le 9 mai dernier un accord de principe a été trouvé entre les syndicats ALEBA, OGBL Secteur financier et LCGB-SESF d’une part, et l’ABBL d’autre part, en ce qui concerne le contenu de la nouvelle Convention Collective des Banques 2018-2020.

Les textes définitifs sont désormais en cours de rédaction, et notre souhait est que cette nouvelle CCT sera signée avant fin juin. Des séances d’informations précises seront ensuite organisées par chaque syndicat, sur l’ensemble des changements de la nouvelle CCT 2018-2020.

Néanmoins, afin de répondre à vos actuelles et légitimes questions et vous permettre de répondre à celles de vos collègues, nous vous prions déjà de trouver ci-dessous un récapitulatif des points majeurs de l’accord.

  • No linear increases of salaries for the years 2018 – 2020
  • Introduction of a new classification and remuneration system
  • Reduction from six to four duty groups via a matrix of five criteria (knowledge, complexity, impact, human relations and team management)
  • Remuneration: acquisition and development of competencies completely separated from automatic increases linked to seniority
  • 1% envelope in 2019 & 2020 to motivate and retain performers and talents; the obligation to distribute the amount to at least 66% of the staff has been abolished
  • All aspects linked to seniority will be grouped in one single yearly payment: the loyalty bonus with a range from 20% up to 85 % of the monthly salary and a maximum of 6’000€ (indexed); a grand-fathering clause for current employees will apply
  • Application of the law dated December 2016 with an aim to clarify the organisation of working time; maximum reference period of 4 months for flexible working time agreements
  • Abolishment of “heures complémentaires
  • Agreement to invest 1.5% of the reference salary bill into training and development
  • Every employee has the right to get an individual development plan
  • Identified training needs have to be addressed
  • The employer has to make sure the employee has access to a training offer

The phasing-in of the new Collective Bargaining Agreement will be made via the following step plan:

Year 2018

  • No increase of the scales, no individual linear and merit-based increase is due
  • Payment of the conjunctural bonus, increased by 10%
Year of recruitment Duty groups
I II III IV V VI
2017 136 164 191 219 246 273
2016 546 628 778 997 1’310 1’473
2015 955 1’091 1’364 1’773 2’373 2’673
2014 1’091 1’228 1’500 1’910 2’509 2’809
2013 1’364 1’500 1’773 2’182 2’782 3’082
2009-2012 1’910 2’182 2’455 2’782 3’191 3’600
2004-2008 2’319 2’591 2’863 3’191 3’600 4’010
1999-2003 2’727 3’000 3’273 3’600 4’010 4’418
Before 1999 3’136 3’409 3’682 4’010 4’418 4’827
 
  • Unchanged training budget (1%)

Year 2019

  • Envelope of 1% of the reference salary bill dedicated to employees who have demonstrated the acquisition of new competencies
  • Moderate increase of the start of scales
Groups Start of scales
I 323
II 342
III 381
IV 446
V 540
VI 580
  • Integration of the following seniority allowances into the monthly salary for all employees
Year of recruitment Amount to be integrated

(ind. 100)

2015 and 2016   5 EUR
2014 and 2013 10 EUR
2012, 2011 and 2010 15 EUR
2009 et avant 20 EUR
  • Regrouping of all aspects linked to seniority, including the conjunctural bonus, in one single payment per year = loyalty bonus with a maximum of 755 € (ind.100)
  • Budget of 1.5% for training and development
  • New training rights apply
  • Maximum reference periods of 4 months for flexible working time agreements apply

 

Year 2020

  • New classification of functions into 4 groups (A-D)
  • New remuneration system fully applicable:
    • New amounts of scales (with a minimum, no maximum)
    • Pay only for the acquisition and development of competencies (1% envelope)
    • For the newly hired employees, provided they have a salary equal to the minimum of their scale, acquisition of competencies is presumed and a salary increase of 1% every year has to be granted
    • Envelope of 1% for the payment for the acquisition and development of competencies
    • For the newly hired employees, during the first 8 years of employment in the financial sector, the development of competencies is supposed and a salary increase of 1% per year is given, included in the 1% envelope
  • Budget of 1.5% for training and development

(source : ABBL)

 

Communiqué par les syndicats ALEBA, OGBL Secteur financier et LCGB-SESF

Luxembourg, le 28 mai 2018