Contents Foreword Management report Corporate governance
Consolidated Financial Statements
Company Financial Statements
Pillar 3
Employee representation
Consultation with employee representative bodies within
Rabobank takes place both formally and informally. On 1 July
2016 a new employee representation structure was introduced
in light of the new governance within Rabobank. The new
structure was enacted following intensive dialogue with
existing works councils (the Works Council of Rabobank
Nederland and the Group Works Council of local Rabobanks).
Elections were held in spring 2016 for the new joint works
council (OR Rabobank), which will meet to discuss matters
of joint interest. Local works councils (i.e. those of the local
Rabobanks and OR Rabobank Nederland) will continue to play
a key role in matters of local importance.
Industrial Relations Disputes Procedure (GRA)
The Industrial Relations Disputes Procedure (GRA) provides
a way for managers and staff to bring difficult situations before
an independent and unbiased third party. The aim of the
advisers/mediators is to resolve differences of opinion locally
within the organisation, preferably in open dialogue between
the bank and the employee. The Disputes Committee can also
be asked to issue a binding decision.
Most disputes in 2016 were related to reorganisations,
differences of opinion regarding employee performance, or
strained workplace relations. There were also many disputes
involving the application of employment terms and conditions.
The year was characterised by many change processes in
the organisation and a drop in total FTE numbers due to
redundancies. This caused insecurity among many employees
and led them to reassess their own position and prospects.
In 2016, the GRA handled 204 disputes (254 in 2015).
The advisory procedure was the one most frequently applied in
disputes (153 in 2016). There were 24 cases of arbitration, and
20 cases of mediation. Six cases were presented to the Industrial
Relations Disputes Committee, which issued four binding
decisions after reviewing both verbal and written statements
from both parties. In two cases, the parties resolved the matter
satisfactorily either before or after the hearing, thus eliminating
the need for a decision. The Board of Arbitration for staff
members at Executive levels took one decision.
103 Our output and impact: encouraging diversity and equality
