Τετάρτη, 25 Ιουλίου 2018

In our union’s newspaper Ethnotrapeziki” (Dec 2017 issue), it was emphasized that an Organization of the stature of National Bank of Greece (NBG) should be managed by a fit, proper and sound administration team equal to the job of setting the standards of excellence for the bank’s internal policies, regulations and procedures in accordance with pre-approved agreements. 

This means the NBG must carefully implement the internal Employment Regulation (a contemporary Greek law) and discourage any violations. In addition various policies and procedures also should be implemented in order not to create negative hygiene (Hertzog Theory) which influence negatively the employee’s performance. 

However, what is happening in reality? The violation of the above mentioned policies and procedures from the top management is a daily practice. Here are some of the examples bellow: 

  1. Although last year’s organization-chart was approved for a reduction of the administrative posts and roles, we now see an 80% increase in top management executives on the individual General Divisions charts. 
  2. Moreover, appointments of senior managers take place in specialized divisions without the internal Regulation on Specialized Personnel to be taken into account, resulting not only to the Bank being penalized with payment of fines charged by the Labor Inspectorate but also (the Bank) to be prosecuted by the Inspector. 
  3. Also, we have to point out that, during recent promotions of Specialized Personnel, not even the minimum criteria of the Regulation on personnel upgrading were respected, resulting in the promotion of employees that do not possess the necessary skills, qualifications and knowledge (no university degree) while a certain employee although qualified and holder of a Master’s Degree was ignored. What would be the Bank’s position if such neglected workers appealed to the Labor Inspectorate? 
  4. Despite the fact that the Voluntary Redundancy Scheme for the NBG Personnel is in progress, massive number of recruitments take place in violation of the Internal Employee Regulation. The result is the increase instead of the decrease in the Bank’s operating expenses. 

  5. Additionally, we have the phenomenon of senior managers to ignore the Human Resources management policies and the internal circulars of the Bank with problematic results in employee appraisal cases, as the managers blindly follow the advice of their subordinates in cases of disputes and different opinions that arise between assessor and assesse.

 For example: 

a) When an employee complained that the work-performance assessor was unsuitable, the manager, unfamiliar with the employee assessment regulations, changed the assessor but also punished the employee by depriving him of his duties and work projects. 

 b) A network division approves the granting of transport costs for some employees (although they already rent a house in the town where they work or they declare their summerhouse as their permanent residence) while for others he approves rent allowance, thus creating a sense of injustice and favoritism among its employees. 

Ladies and gentlemen of NBG management, we kindly request that you instruct the NBG executives to apply the rules and procedures introduced via the policies and internal memos approved by the respected committees, so as the unacceptable situation and cronyism that has prevails during the last two years may come to an end. Also, the fines imposed on the Bank by the public authorities, due to violations of regulations by the senior executives, should be paid not by the Bank and the shareholders, but by the executives themselves. 

Otherwise, our Union has no choice but to appeal again to the Ministry of Labor to arrange for the setup of a three-part committee with members from the Ministry of Labor, the NBG and our Union representatives. Unfortunately the setup of such Committee may be inexcusably delayed. This may lead to unlawful and arbitrary actions against our colleagues, who always try tirelessly to reach the Bank’s goals.  

We should never forget the tradition, history and positive influence of the National bank of Greece towards the community, clientele and the whole banking market within Greece and also abroad. 

 

e.g.: SEPETE has decided to draft the present bulletin in English so that the top NBG’s management may acquire first-hand information and act on it accordingly.

 

 

SEPETE's Council