2024-2029 Programme

Employment

The top priority for your ALEBA candidates is job security for everyone. In a changing world, facing the challenges of digitalisation and AI, aware of technological and regulatory developments as well as the difficulties facing the financial sector in general and our bank in particular, we, ALEBA candidates, commit to continuing to do everything possible to allow every Quintet employee to keep their job.

In the event of over-staffing, we want retraining and mobility to be the first responses. In this context, we're asking the bank to better anticipate its staffing needs, to have a transparent succession plan, as well as a clear policy on age management.

We will also pay particular attention to the right to training — both financially, as provided for by the Collective Bargaining Agreement, and in terms of time: we want to introduce a new right for every employee to five days of training per year, to guarantee everyone the ability to continuously develop their skills.

The Collective Agreement provides for the classification of every employee covered by it: we commit to ensuring that everyone is correctly classified and has a clear, complete job description. For colleagues not covered by the agreement, we're also asking for a detailed job description to be systematically provided. For everyone, we're finally asking for more clarity and consistency in corporate titles.

We're asking for more flexibility around remote work: wider access (too many entities currently have no access to remote work), removing or adjusting the required on-site attendance percentage by entity, removing the obligation to carry laptops back and forth every day, and reassessing day quotas for non-residents, with a focus on French residents currently limited by the Bank to the minimum threshold.

Quality of the work environment and working conditions

The quality of your work environment and working conditions also remains at the heart of our concerns.

Alongside the office relocation project, we're calling for a comprehensive audit of working conditions, so that everyone has, now and in the future, a quality individual workstation in terms of space, lighting, noise comfort, ventilation and heating. We're also asking for consideration of more ergonomic alternatives (swiss balls, balance pads, height-adjustable desks, for example). In any case, it is not acceptable to be cold during working hours.

We want the mandatory 10 consecutive days of leave, when taken outside school holidays or summer periods, to be encouraged and rewarded through an extra day of leave paid for by the Bank. But we also want to (re)introduce a system allowing those who wish to purchase additional leave.

We're asking the Bank to count travel to, and attendance at, the funeral of a colleague's first-degree relative as working time.

We want access to training on labour law and internal regulations, primarily for managers and team leaders, but also for everyone: employee and manager rights and obligations, internal regulations, an introduction to social legislation (rights and benefits) around illness, family-related leave, or pension, for example.

We also want to strengthen everyone's training in safety and first aid ("life-saving actions" training).

Finally, we want to introduce awareness training on burnout and workplace bullying (definitions, how to recognise it, how to react, who to turn to...).

On the health side, we want to introduce more thorough eye examinations, as well as hearing tests.

Finally, we're calling for better support for employees retiring, to ensure a smoother transition from working life to retirement.

We're also asking for a retirees' association to be re-established, so our retired colleagues can stay in touch with one another.

Corporate social responsibility

Our company's contribution to sustainable development matters to us as ALEBA candidates. That's why we want even more support from the bank for the use of public transport and soft mobility, as well as additional equipment and spaces to securely park bikes, scooters, and so on.

We want to create an "Eco-Team" — a joint body bringing together representatives of Management and Employees — to act together, concretely, for a more environmentally responsible company.

Finally, we're calling for a stronger commitment from Quintet to inclusion, particularly for employees living with a disability (including the provision of accessible facilities).

Leisure and benefits

We're asking the Bank to cover supplementary health insurance (such as DKV, Foyer, etc.) for every employee and their family, as is often the practice in the sector.

We remain committed to continuing to challenge the Bank's catering offer, in terms of both quality and variety. We want comfort to be further improved, particularly with more seating during peak hours. Given the upcoming office move, we're asking for staff to be consulted once again on the catering offer and existing alternatives.

We also want the 3rd floor terrace to be made safe and turned into a picnic area, with tables and benches installed.

We want an overall rethink of relaxation areas: refreshing the 3rd floor coffee corner, creating a genuine rest area (with suitable furniture and lighting), and a recreation zone (with a TV, table football, darts, PlayStation, and so on).

We also want a proper gym to be set up, for organising group classes.

More generally, we're asking for greater support from the Bank for all activities aimed at physical and psychological well-being: sport, stretching, yoga, Pilates, or reflexology, for example.

Finally, we're asking for genuine team-building activities to be offered to everyone, every year, to foster cohesion and camaraderie between colleagues. We're also asking for the budget of the Quintet Loisirs staff association — an essential link between all the Bank's employees — to be increased.