After long and arduous negotiations, the Professional Association of Moroccan Banks (GPBM) and the Union Syndicale Interbancaire (USIB), affiliated with the Moroccan Labor Union (UMT), have reached an agreement to increase the salaries of employees of the banking sector.
This agreement, which was ratified on Tuesday, June 20, covers several aspects concerning staff in the banking sector.
More specifically, it provides for a salary increase of approximately 500 gross dirhams per month for employees in post on June 30, 2023, whose gross annual salary is less than or equal to 240,000 dirhams. This measure will come into effect from June 1, 2023.
The USIB and the GPBM have also agreed on the generalization of the supplementary pension for employees over 40 who do not currently benefit from the conventional supplementary pension scheme. The agreed contribution rate is 2%, divided between the employer (1%) and the employee (1%). This measure will come into effect from June 1, 2023 for employees in post on June 30, 2023.
Another important measure provided for by the agreement is the increase of the Tamwin Card ceiling by 500 dirhams per level (from 1,000 to 1,500 dirhams, from 1,500 to 2,000 dirhams and from 2,000 to 2,500 dirhams), from July 1 2023.
The USIB specified in a press release that a joint committee would continue to work with various service providers to conclude agreements offering tariff advantages for the staff.
In addition, according to the same source, other major projects are being negotiated within the framework of four joint technical commissions. These projects concern the improvement of medical cover, occupational medicine, the prevention of psychosocial risks and the strengthening of safety at work, skills, career management and training, in particular by improving banking training leading to a diploma (implementation of a new professional licence), the finalization of work on the classification of jobs and professions, as well as the forward management of jobs and skills, within the framework of a collective agreement.
It also involves adapting the collective agreement to changes in banking activity and regulations, while preserving the achievements of banking staff, setting up tools to facilitate the adaptation of staff to economic and technological changes facing the sector, as well as the strengthening and diversification of social works, in particular through agreements relating to sports, socio-cultural and hotel activities, particularly in the regions, as well as the improvement of well-being. be at work.