No to management's decision to modify objectives during the financial year without prior consultation.
Stress levels among office workers raise concerns due to high and perhaps unrealistic goals.
Management must be aware of daily challenges such as understaffing and aggressive customers.
This is in advance the appeal that we are launching on behalf of the Common Union Front to management to reconsider the newly imposed objectives and rules, with the aim of maintaining a more motivated and better equipped sales team.
All this in response to the ad hoc Copersco/info meeting of July 18 at the request of the UFR in an open letter (BBTK-SETCA/CNC-NCK/ACLVB-CGSLB).
4-day work week (inventory after almost 2 years)
This system was part of the labor agreement that the federal government concluded at the end of 2022, which aimed to offer employees more opportunities to reconcile work and family life.
The four-day week: a full-time employee can request to work the full-time working week over 4 days instead of 5. This is therefore not a reduction in working time, because the employee will have to work longer days. The initiative therefore always comes from the employee. An employer cannot force its employees to work four days a week. So, if you only work four days a week instead of five, you will only receive four meal vouchers for this week . As an employee, you may also have to make some concessions with other benefits or allowances. Consider allowances for commuting.
From now on, a full-time employee can also request a variable weekly schedule . This means that this employee can work one or more weeks longer than the company's normal working hours and then have more time off during the following week or weeks. The alternating weekly regime follows a certain cycle and can be interesting for co-parenting employees.
Both the four-day week and the alternating weekly regime must be requested in advance in writing for a maximum period of 6 months, which may be extended. The employer may refuse the request, but must justify its refusal in writing.
As ACLVB, we have already repeatedly asked management to make this arrangement possible at ING-Belgium. However, ING is still not in favor of introducing this model because it would not correspond to its current business model.
What is the advantage of this provision?
The aim of this system is to achieve a better balance between professional and private life and therefore to avoid burnout.
The measure therefore provides that an employee who, in application of this measure, carries out his normal duties full-time four days a week cannot work voluntary overtime on the other days of the week. However, other overtime hours are not excluded.
Employees need fewer sick days because they have more time to relax.
A reduced ecological footprint.
A shorter work week can not only improve employee happiness and morale, but also their overall engagement and engagement.
Beneficial effect on the overall productivity of employees involved in the workplace.
Less distraction in the workplace.
...
Conclusion
The idea of a four-day working week is quite new to us, but it is already applicable in neighboring countries. Several companies are already aware of the benefits of the four-day work week and are experimenting with this concept.
The benefits are mainly reported by those who initially worked a lot of overtime and therefore worked longer days. The four-day week offers the opportunity to structure and better plan work days, freeing up more time for family, independent activity or a renovation project.
And you? Are you already convinced?
A good work-life balance helps reduce stress and prevent burnout.
Burnout is a state of emotional, physical and mental exhaustion caused by prolonged and excessive stress.
It is essential to be aware of the risks of burnout and to emphasize the importance of a good work-life balance. Absenteeism due to illness, particularly in companies like ING, is a serious problem that should not be ignored.
Common symptoms of burnout include: feelings of overwhelm, fatigue, cynicism, decreased performance, and increased irritation.
Develop the right strategy yourself.
This way you can improve or restore your work-life balance.
Here are some practical tips for separating your work and private time.
Just say "no". Working overtime occasionally is okay, but don't waste too much private time.
Set clear boundaries. If you often have to work overtime, there is something wrong at work. Talk to your manager. Show that you don't have enough free time.
Stick to a fixed work schedule and avoid overtime .
Let your colleagues and managers know when you are available and when you are not.
Defend your free hours. Often a job or meeting happens “right in between” at work. You will then have to catch up on your own tasks later. Fine, but don't let those overtime hours pile up. Sometimes you also take a day off in return.
Accept that good is “good enough” . No one is perfect, not even you. Many people work too long on a project or task because they are never satisfied. Let it go, otherwise you won't have any free time.
Use your free time in a healthy way. For exercise and exercise, but also for healthy eating or relaxation . This way you will soon be able to return to work with more energy. Staying active also helps combat stress or sadness. With a few simple tips, you can start working on your health. Our vitality offer (sharepoint.com)
Get enough exercise in between. Take a look at the My vitality platform and take part in online challenges (individually or in groups), or register for free sporting events. You'll also find articles that will help you increase your vitality (with tips on exercise, healthy eating, mental health, etc.).
Get your lifestyle coached . This can help you find a good balance between tension and relaxation. Do you want to learn to make conscious choices, learn to control your thoughts, adopt a healthy lifestyle in terms of nutrition and exercise, etc.? To live a fit and vital life? And learn to better manage change in order to reduce the risk of stress or professional burnout? So quickly discover the Fitforlife.tel offer on the dedicated page . This support consists of 6 individual sessions via Teams or by telephone by a professional from PULSO Europe.
Schedule your private time . Block not only work time in your calendar, but also private time. The time you spend with your friends or family is just as important.
Leave your work at work . Don't open your laptop or read work emails during your free time. Don't take your work with you on vacation either.
Have you noticed signs of (pre-) burnout in yourself ? Discuss this with the labour doctor. If necessary, they will enroll you in the Fedris orientation program .
A tailor-made program will be developed to learn how to manage the signals you feel.
Are you currently going through a difficult time? The Employee Assistance Program can help you.
The EAP is an emergency service which provides information, advice and support to all employees facing personal difficulties, both private and professional, or facing legal or financial problems. This service is also available to your family members who live with you.
You can contact the EAP by telephone or face to face , in complete confidentiality and anonymity. The service is free and available by telephone 24/7. This service is provided by an external service provider, Pulso Europe , to guarantee you completely confidential, personalized and professional advice.
You can request this service on the free number 0800 999 83 (or 0800/997 05 for French, or 0800 999 83 for English) or by email at info@pulso-europe.eu . You are in direct contact with competent counselors, lawyers, psychologists and behavioral therapists.
Free vision, own voice, an employee testifies
The latest collective labor agreement and its consequences.
Do you want to know how the storm is moving?
The KYC Data Gathering team was informed in late 2023 that its operations would be moved to Manila. Since then, other teams have also been relocated or decimated with negative consequences for staff, such as personal loans, cost management and advice, personal advice, Tribe Investments, investments in customer services, business loans, trade finance, central support, human resources, KYC. OPS, ATM & Cash Services and assisted channels.
All this led to layoffs, which were carried out in a dispersed manner to avoid restructuring linked to the Renault law. Many layoffs took place “by mutual agreement,” with employees trying to salvage what could be saved.
For some, this was no surprise; bad reviews or complaints made them vulnerable. Management, focused on figures and profitability, has become detached from reality. Team spirit has been replaced by a culture of control and fear, where no one dares to speak out for fear of reprisals. A certain stability in the different departments would be welcome for the peace of mind of all staff.
ING pride surveys yield disappointing results and anonymity must be guaranteed for any honest feedback. Freedom of expression has virtually disappeared and everyone waits in a climate of fear and uncertainty reinforced by management.
Forward to colleagues at will.
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