The national directive launches the 'guidelines' for chemists and pharmaceuticals
The situation of contract renewals for the three-year period 2016-2018 is all uphill. The framework of uncertainty (deflation, absence of a contractual model, persistence of the industrial crisis, expiry of the 2009 agreement) and the worrying signs of Confindustria, according to which it is possible to do without the minimums and the two levels of bargaining, is there for all to see.
Nonetheless, Filctem Cgil, Femca and Flaei Cisl, Uiltec Uil intend to renew them, because six national contracts within their 'perimeter' are expiring by 31 December (chemical-pharmaceutical, rubber-plastic, energy and oil, electricity, gas-water, industrial laundries) affecting over 400,000 workers employed in almost 10,000 companies.
Meanwhile, Filctem met today in Rome - the speaker the general secretary, Emilio Micelli, the CGIL confederal secretary, Serena Sorrentino, was present at the works - the national steering committee, which launched real 'guidelines' for the renewal of contracts, committing the national secretariat to the unitary drafting of the platforms by June, in order to start like this comparison with the reference business associations.
Five guidelines, which Filctem does not intend to give up: the need for unitary platforms; the application of the consolidated text on representation of January 2014, capable of involving the union representatives in the construction of platforms and in the management of negotiations; the final legitimacy of the workers' vote on the hypothetical agreement; the irreplaceable value of the national employment contract and second-level bargaining, albeit distinct in their respective prerogatives; the refusal to "copy under dictation - said Miceli - the Jobs act in the contracts".
Having acknowledged the partiality of the inflationary measure in Italy, Filctem "intends to define - as stated in the document approved by a large majority - platforms that contain wage requests such as to guarantee the minimum mandatory benefits, consistent with the average values of the conclusions of the previous contracts, having as reference also the costs of the contractual welfare”.
At the same time "he deems it important - the document continues - to accentuate the transfer of matters linked to work performance (productivity, work organization, working hours, professionalism, etc.) in the company bargaining stage: it will be important to address the issue of system revision of classifications to respond to a need that can no longer be avoided between professional development, performance, merit, in the face of the overcoming of the seniority steps operated in some contracts (chemical, energy and oil, gas-water)".
“A loose cannon – adds the union document – are the measures envisaged by the jobs act (disciplinary dismissals, demotion), which must be opposed starting precisely from contract renewals and in corporate and group disputes: in this regard, with those companies that use the demotion cannot be lenient on the funds disbursed by Fondimpresa on training".
Finally, a mention of the advance verification of inflation differences, which represent one of the elements of comparison in the context of contract renewals. "In this sense - concludes Filctem -, the acceleration in the preparation of the platforms will facilitate this process".
ALTERNATIVE DOCUMENT NOT APPROVED
