NEUER BANKENKOLLEKTIVVERTRAG: GRUNDSÄTZLICHE EINIGUNG

Personalvertrerinnen, -vertreter, Arbeitnehmerinnen und Arbeitnehmer aus dem Bankensektor,

Am vergangenen 9. Mai konnten die Gewerkschaften ALEBA, OGBL Finanzsektor und LCGB-SESF einerseits und der Bankenverband ABBL andererseits, eine grundsätzliche Einigung in Sachen Inhalt des neuen Kollektivvertrags der Bankangestellten für den Zeitraum von 2018 bis 2020 finden.

Die endgültigen Textbestimmungen werden derzeit ausgearbeitet, und wir wünschen uns, dass dieser neue Kollektivvertrag noch vor Ende Juni unterzeichnet wird. Anschließend werden von den jeweiligen Gewerkschaften Informationsveranstaltungen organisiert, um sämtliche Änderungen im neuen Kollektivvertrag der Bankangestellten zu erläutern.

Um sowohl auf Eure aktuellen und legitimen Fragen zu antworten, und damit Ihr auch auf die Eurer Kollegen antworten könnt, findet Ihr hier, untenstehend, eine Zusammenfassung der Hauptpunkte des Abkommens.

  • 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

 

(Quelle: ABBL)

 

Mitteilung der Gewerkschaften ALEBA, OGBL Finanzsektor und LCGB-SESF

Luxemburg, den 28. Mai 2018