Are you working in the financial sector in Luxembourg? Your working conditions and salary do not offer the viable future prospects you are looking for? In march 2019, the social elections will take place in Luxembourg. By voting for the OGBL Financial Sector you will contribute to an essential change in direction and ensure more quality social dialogue for the next 5 years to come.
In order to avoid that digitalisation has a negative impact on your job, it is essential to anticipate technological change and its consequences for employment and working conditions. In this context, the OGBL Financial Sector demands the strengthening of workers’ rights and stronger protection all throughout their professional careers.
With new communication technologies, the boundaries between work and private life are disappearing. In order to protect workers who use these new technologies and to ensure a balanced reconciliation between private life and work, the OGBL Financial Sector calls for a right to disconnect to be integrated into the Working-Time-Regulation.
In order to anticipate future developments in the labour market, it is essential to consider the needs of the different generations of workers working together in a company. The OGBL Financial Sector demands the implementation of an age-management strategy, designed to facilitate the integration of young workers into the firm while promoting the recruitment and retention of older workers.
Linear professional careers are no longer the norm and have given way to careers marked by multiple professional working experiences and continued education. So, the question is, how to reconcile the need for professional mobility with the need for career security? How can professional change and development be better anticipated? The OGBL Financial Sector demands that all employees should have a secure career path.
In a globalised and digitalised world of work, more and more productivity and flexibility is being expected from employees. The boundaries between private and professional life are becoming more and more blurred as working time tends to extend more and more into the free time of workers. The OGBL Financial Sector calls for flexible working time arrangements which preserve private life and promote professional fulfilment and satisfaction.
Each and every employer is required to do everything in their power to ensure the health and safety of their workers. And yet, reality differs often quite a bit. More and more people working in the financial sector are complaining about health problems, triggered by their work. For the OGBL Financial Sector, a quality social dialogue also means the development of a common and proactive approach to occupational health.
The new working time act, adopted due to the pressure and actions of the OGBL, stipulates that any hours worked over the legal working time and which could not be compensated during the applicable reference period, must be considered as overtime and may under no circumstances be lost or cancelled.
The use of economic dismissals has become an easy, go-to solution for employers who want to get rid of their workers at a low cost. But what about the legal and social responsibilities of employers in the sector? The OGBL Financial Sector is calling for a complete revision of the legislation on economic and/or collective redundancies and the introduction of a mandatory job retention plan ahead of the negotiation of the social plan.
The collective labour agreement is essential as is the best tool to settle and address conflicting interests between employers and workers. Apart from provisions relating to wages and wage evolution, the agreement regulates issues, such as the quality of work, working time, vacation days and other non-statutory benefits, in the interest of workers.