Thursday, October 25, 2007

How To Win Power Of Attorney

STRIKE OF 30 OCTOBER

The national Offices of FIM, FIOM, UILM negatively judge the status of negotiations with Federmeccanica for the renewal of the Negotiable.

In the meetings held so far, Federmeccanica expressed far apart and negative with respect to the main union demands on:
- wages - labor market - a sole - rights. Also
Federmeccanica presented a package of demands on working and that together aim to raise its duration and reduce the space of bargaining. For these reasons
FIM FIOM UILM, while proposing to continue the negotiations, they decided to call the category of mobilization.

The national Offices of FIM, FIOM, UILM to proclaim the month of October:

- 8-hour strike, including 4 with the event and the rest managed by the RSU.
- Strike of outstanding performance and flexibility.

FIM FIOM UILM of Genoa in the context of national mobilization proclaim


STRIKE FOR 4 HOURS
(from 8.30 to 12.30)

October 30, 2007 PRESIDIO

Confindustria - Via S. Vincenzo 2
The RSU can edit the times, and if appropriate to increase in order to facilitate the participation of workers in the garrison.

The metalworkers of the industrial sectors "Federmeccanica" are called to participate.

Epson Stylus Printer Film Scanner

PIU 'RESPECT FOR THOSE WHO WORK BEGINS TRADING ON THE

in recent months (and beyond) the trade unions have brought to the attention of the Executive Board some issues concerning the working conditions of workers in the Lames. We complained about the hygienic condition of the internal services to the establishment of which we have asked for cleaning in the two daily shifts (the answer was "we have to see if there is money" - for the record, the cleaning company is paid one hour a day, about 12 € for cleaning services), expansion of parking to be reserved for workers (the answer was that employees should absolutely be at work on time ... we workers do not, obviously), the choice to take the work on the heating during the 'autumn and in spring not considering at all the possible discomfort, however predictable, that have done in these first days of cold and the fact that the last workers who go to take a shower at the end turn almost always complain about the lack of hot water.
also question some choices defined "strategic" by 'Company as the decentralization of quality control, because we believe that staff working for these controls is not sufficient to guarantee the product. Some works that were performed off-line the previous day to cater to the "supply" to line during production, are now being conducted "in line" risk (as sometimes happened) have an adverse effect on the finished product, impacting directly on the 'quality index which is taken into account in calculating the performance bonus. L 'indiscriminate use of temporary contracts which we regard as "inhuman" to the workers concerned because it does not guarantee the same from the' mood 'of the moment ... corporate employees to which the contract is renewed from month to month or are "precarious" for at least 3-4 years
Therefore the RSU Company Index:

3-hour strike

FRIDAY 'October 26

mode
1 turn and daily: from 8 to 9:30 with Assembly - from 12.30 to 14.00
second round: 15 to 16:30 with Assembly - 20.30 22
third round: Early exit at 3:00

Tuesday, September 18, 2007

Keratin And Breastfeeding

CCNL

Information on the meeting of 13 September with Federmeccanica

have resumed negotiations for the renewal of the contract Federmeccanica. On 13 September there was a meeting in restricted delegations to address issues unique to the operating of the labor market, hours of work. On 20 September we will meet again on restricted delegations on the system of industrial relations and information rights of the RSU. E 'confirmed for September 26 at 14:00 at the headquarters of Confindustria, the delegations at the plenary meeting, which will take stock of the entire state of negotiations on the eve of the end of the moratorium (September 30).
In summary


Labour Market

The Federmeccanica reiterated that in light of the agreement defined interconfederal, which also must be translated into state law, there are few areas to address some of the demands of the platform. In any event, reiterated the need for part-time from the proposed text prior to the contract dispute, on which agreement could not be for elastic and flexible terms.
on Contracts for the inclusion Federmeccanica considered restrictive union demands to set limits to their use and has declared its readiness to discuss only the appearance training. On the futures
Federmeccanica stressed that the two tracks requests for stabilization and maximum percentages are for it instead.
For other inquiries Federmeccanica did not provide the answer, but states available to the comparison.

The union delegation said they did not share the intention of the Federmeccanica to superimpose the placement contract to the apprentice, not to consider alternatives claims on contracts and other requests for confirmation on which there was no response.


sole management

The Federmeccanica reiterated that this is not a central issue for companies and, therefore, it would rather not deal with a radical reform, but simply with a deep maintenance of the current system, acting on the declaration and reasoning on the possibility of introducing intermediate parameters compared to current levels. The Federmeccanica said it was also available to overcome the current special disciplines in the declaratory between workers, employers, cs.
If you were to adopt the system of bands, which represents a breakthrough deeper, then it would take longer, compared with a more general matter.
In any event, whether it addresses the issue of classification with a deep maintenance, whether it defines a structural reform with the system of bands, for Federmeccanica there are three prerequisites:
- as defined in the agreement that national can in no way be discussed at the enterprise level;
- that everything happens at no cost during the entire term of the contract legal,
- in the case of bands, it is also possible the mobility of workers down.

The unions have stressed that with this approach, in reality the wage claim is substantially rejected. If the reform of classification has no cost, at both national and company level, it becomes really impossible. Similarly, the trade union delegation rejected the hypothesis of downward mobility in occupational groups, which would reintroduce the old place of wages.



Hours

The Federmeccanica reiterated that this issue is for her qualifying for the renewal of the contract and this time, detailed his claims that:
- the amendment of Article 5 regarding the definition of weekly, affirming the concept of time average.
- on time several times a week availability union to extend the current system, even with high production is not sufficient, to adjust the procedures for negotiating in order to have greater certainty of application. In this area there is a willingness to improve benefits.
- was again the monetization of some of the permits of short-time working in this area there is a willingness to reduce the time of notice for the use of them.
- Time is required extraordinary increase in the quota-free trading hours. At the same time we also ask increasing the total amount of overtime available to the company, which should be calculated based on actual time workers, that is by serving 40 hours a week absences. In this area there is a willingness to improve the use of bank hours, in particular as regards the division of provisions and its extension to those who make part-time.
- Regarding workers discontinuity is calling for more flexible working hours for those under 48-hour week.
- On Sunday work wonder clauses that allow its full use in companies with high capital intensity and innovation with strong technology.
- It also seeks to adjust the permissions for the provincial executive, in reality some of the country, would be used in abnormally. In this area there is a proposal to transfer part of these permissions to Rls.

These points have been defined by the trade unions a real contropiattaforma on working hours, which collects and expands upon the requests made by Federmeccanica last contract and in previous disputes.

The union delegations did not express an opinion on this formal meeting, for an overall assessment on the state of the negotiation will be defined after the meeting on September 26. In each If all responses indicate positions of Federmeccanica far apart and, in particular Time, deeply negative.



Fiom national

Rome, September 13, 2007

Friday, July 13, 2007

Famciclovir Cold Sore

PRESS STATEMENTS

PRESS
05/07/2007 DAY HAS 'a meeting between management and RSU AS E' stock of the business situation, ESPECIALLY WITH REGARD TO LOADS OF WORK IN CURRENT PERSPECTIVE THE HOLIDAYS.
WE WOULD BE SUBJECT TO UNEXPECTED THE SITUATION:
closure of all production lines (UPI 1, 2 UPI, UPI 3) than two weeks from 11/08 to 26/08. The "Goddess 3" WILL 'CLOSED ANOTHER WEEK UNTIL 2 / 09.
THE PRIZE WILL BE WORKING 'PAID THURSDAY 9 / 08.
IT 'THEN DISCUSSED THE PROBLEM OF THE CAR THAT SHOULD FIND A PARTIAL SOLUTION TO THE AVAILABILITY ' SHORT OF AT LEAST 20 OTHER PEOPLE FOR
scooters and better management of parking spaces solely by workers.
FURTHER ACTION Some of the recent "episode" IT 'POST' s emphasis on a very important topic such as relations with colleagues and ESPECIALLY AMONG WORKERS AND LEADERS. L 'RSU THEREFORE CLAIMS THAT THEY ARE BASED IN RESPECT OF ITS ROLES TO THE MAXIMUM ACCURACY AND EDUCATION. ON THIS L 'no compromise MSW AND EARTH' IT A LINE OF "ZERO TOLERANCE " AND INVITES ALL WORKERS VICTIMS OF CONDUCT FOR NOT KEEPING A PLACE OF WORK immediately communicated to the delegates.

Monday, July 9, 2007

Movies Online Mario Salieri

EMENS 2005-2006






Since 2005, employers must submit monthly and directly to the social security institution, on line, the compensation data and information to implement the positions of individual insurance workers (Article 44 of DL 269/2003, converted into Law 326/2003), (however, the procedure EMens has not yet been adopted by all companies).

With the start of Emens there was a significant reduction of the information contained in Part C, data security and welfare, the CUD.

The report highlights, for the years 2005 and 2006, the compensation data and contribution of the worker transmitted by individual companies.

In case of errors or inaccuracies, the employee may request a change to the data in the report through one of the following ways:
° through patronage;
° phone the Call Center (toll-free number 803 164);
· Teleservices using your PIN as in the statement.

INPS has made available a program of Unions for the reporting of errors / inconsistencies in the statements EMens sent to employees.

This procedure may indicate changes in the patronage of personal data, residence and the existence of problems related to a particular company for reporting missing qualifications, salaries, bonuses and figurative weeks.

may also be reported on the companies do not report but for which we worked. The territorial seat

INPS will make the corrections data; other change notifications will be sent to the company by the Institute for the necessary corrections.

The Institute considers the question of changes in reporting only one signal and not a complaint.

E 'need to maintain all documentation (eg pay slips, documentation issued by INAIL, certification of illness, CUD, etc..) In 2008 will be sent account statements as at 31 December 2006 and where the company had not made the necessary changes you need to activate the usual procedures: variation application statement, allegation of failure to pay, etc. ..

Tuesday, June 5, 2007

Rims Preview On Car Model

MINUTES OF THE MEETING June 1, 2007




On June 1 there was a meeting between the 'azienza, in the person of Dr. Bertilotti, and solid waste business. It 'been asked for clarification on' now use "disproportionate" to the extraordinary.
There are structural limits of 'in company' fulfillment. Therefore, waiting for three new production lines that will be delivered during the month of August this the Lames found itself having to make use of overtime. The USW said the company has, however, that those hours must be agreed beforehand and asked categorically that the 'use of temporary workers and temporary workers is regulated so that they do not have to shoulder most of the overtime to be carried out soon.
Regarding the 'environment in the coming days will be made an inspection by the Head of Security, Dr. Venuto RLS and business to identify locations in need of fans to mitigate, where possible, the next summer.
For further information, reference is made to Delegates at the factory.
RSU-FIOM

Friday, May 11, 2007

Pokemon Pearl Na Vba Pobierz

SOME' OF CLARITY IN RELATION TO LEAVE AND PAR

(diagram taken from the paycheck Lames)

  • PAR AP 40.00 (1) YEAR
  • PAR 34.67 (2)
  • PAR God. (3)
  • PAR Res 74.67 (4)
  • Holidays AP 41.00 (5) Holiday
  • YEAR 53.33 (6) Holiday
  • God. 55.50 (7) Holiday
  • Res 38.83 (8)

(1) Permits may be not taken by the 'year of maturation come together in a special account individual hours (PAR AP) for a further period 24 months (208 hours max), to allow the use of the worker notice in the manner and conditions regulated by CCNL.
After this period, any hours which are still shelved in excess of 208 hours will be paid with pay in place at the time of maturity.

(2) Permits are annual paid accrued in the 'year.

(3) E 'the total PAR enjoyed in' current year until the month in which the pay slip relates.

(4) E 'the sum of AP + PAR PAR YEAR - PAR God.
workers accrue for each year of service over a period of paid leave equal to 4 weeks. The vesting period is from 2007, from 1 January to 31 December. The leave must be enjoyed for a minimum of two weeks (80 hours) in the 'year of maturation. Therefore, in the box (5) should be marked up to 80 hours of AP Holidays. Since it is not allowed to express or implied waiver of annual leave entitlement, where, for reasons due to unavoidable work demands of 'company and in very exceptional cases, the worker enjoys a day of leave not above is allowed to replace the same enjoyment of the holiday with a bonus pay as a result, its use will take place as soon as possible.

(6) I leave accrued in 'current year (13.3325 x current month).

(7) E 'the total holiday enjoyed in 'current year until the month in which the payroll reference.

(8) E 'the sum AP + Holidays Holidays YEAR - Holiday God.

For more information or clarification: delegatifiomlames@alice.it or ask delegates FIOM company.

Wednesday, May 9, 2007

Costco Charmin Ultrasoft

Legislative Decree passed 28.01.2000 by the Council of Ministers in accordance with Directive 97/81/EC on part-time

ARTICLE 1 Definitions
1.In the employment relationship may be hiring full-time or part time.
2. For the purposes of this Legislative Decree shall be: a) "full time" normal hours of work referred to in Article 13, paragraph 1, of Law of 24 June 1997, n. 196, as amended, or the possible shortest time standard set by collective agreements applied, b) for "part time" working hours, set by the individual contract, which is held by an employee that is lower than that indicated in letter a), c) for "part-time employment of horizontal" one where the reduction of time compared to full-time report is expected in normal daily working time; d) "employment-time vertical part "in relation to that provided showing that the work is carried out full time, but only for fixed periods during the week, month or year; s) for "extra work" that which corresponds to the Work performed over the working time agreed between the Parties pursuant to Article 2, paragraph 2, and within the limit of full-time.
3. National collective agreements negotiated by unions comparatively more representative, collective agreements negotiated by local unions and same company collective agreements concluded by the company union representatives, referred to in Article 19 of Law 20 May 1970, No 300, as amended, with the assistance of the unions that have negotiated and signed the national collective agreement applied, may allow the ratio of part-time work is performed according to a combination of the two conditions referred to in letters c) and d) of paragraph 2, shall determine the time pattern of conduct of specific performance part-time work, and any implications for pay itself.
4. The recruitment period covered by the Act April 18, 1962, No 230, as amended, may also be made with relation to part-time, in accordance with paragraphs 2 and 3.
ARTICLE 2
Form and content of the contract of part-time work
1.Il contract part-time work is concluded in writing the purpose and effect of Article 8 paragraph 1. The employer is obliged to give notice of the taking part-time work at the provincial territorial jurisdiction by sending a copy of the contract within thirty days after the conclusion of the same. Without prejudice to any more favorable weather in collective agreements referred to in Article 1, paragraph 3, the employer is also obliged to inform the company union representatives, if any, on an annual basis, the trend of hiring part-time, the on type and use of the extra work.
2. The contract part-time work has continued accurate indication of working time and timing in relation to the time the next day, week, month and year. Conflicting provision is eligible only in terms of Article 3, paragraph 7.
ARTICLE 3
mode of employment parziale.Lavoro extra time, overtime, elastic clauses
1.Il employer may request the holding of additional benefits compared to those agreed with the employee within the meaning of Article 2, paragraph 2, in compliance with the provisions of paragraphs 2, 3, 4 and 6.
2. The collective agreement, signed by persons specified in Article 1, paragraph 3, that the employer actually applied, provides a) the maximum number of hours of additional work carried out at a rate of year, when the determination is made when collective agreement is local or company complied with the limit set by national collective agreement, b) the maximum number of hours of additional work carried out in a single workday; c) the causal objective in relation to which it allows you to request a time worker partial to the working of supplementare.In contractual expectations of the disciplines in this paragraph and except as provided in paragraph 15, use of the extra work is permitted a maximum of 10 per cent of the weekly working time to part-time refers to periods not exceeding one month and to be used over more than a week.
3. The execution performance of additional work required in each case the consent of the employee concerned. The refusal of the same breach of discipline is not, nor within the realm of just cause for dismissal.
4. The extra hours are paid at regular hours, unless the right to collective agreements referred to in paragraph 2, to apply a percentage increase on the amount of remuneration Hourly global de facto relationship due to additional work. As an alternative to the provisions in respect of Article 4, paragraph 2 letter a), the collective agreements referred to in paragraph 2 may also determine that the incidence of payments for overtime pay indirect and delayed effects on the institutions is determined by the covenzionalmente ' applying a flat rate on earnings due to the single hour of overtime.
5.Nel employment to part-time vertical and enable the outstanding work performance in relation to days of work. These benefits apply to the current legal and contractual framework, and any subsequent amendments, in overtime in the relations full time. Save for different provisions of the collective agreements referred to in Article 1, paragraph 3, the quarterly and annual limits established by law November 27, 1998, No 409, mean scaled down in relation to working time to part-time. 6.The
overtime actually performed in excess of that permitted under paragraph 2 include the application of an increase of 50 percent on the amount of total hourly compensation actually due to them. Collective agreements referred to in Article 1, paragraph 3, may raise the extent of the increase, which may also establish criteria and procedures to ensure the part-time worker, at his request, the right to consolidate in their working hours, in whole or in part, of the additional work being carried out not merely occasional.
7.Ferma prejudice to the claim in the employment contract of the distribution organization with reference to the day, week, month and year, the collective agreements referred to in Article 1, paragraph 3, applied by the employer work involved, have the option of providing elastic clauses regarding the timing of job performance alone, determining the terms and conditions against which the employer may change that position, than initially agreed with the employee in accordance with Article 2, paragraph 2. 8.The
'exercise by the employer's power to vary the timing of job performance results in part-time for the employee a notice of at least ten days. The holding of part-time employment under paragraph 7 also involves in favor of the worker the right to increase the overall hourly wage in effect, to the extent fixed by collective agreements referred to in that subparagraph 7.
9.La availability for the performance of part-time employment pursuant to Section 7 requires the consent of the worker formalized through a specific written agreement, also contextual to the employment contract. In the covenant is made specific mention of the date of conclusion of the possibility of denunciation provided for in paragraph 10, the procedure for exercising the same, and to the provisions of paragraph 11.
10.Durante the course of development of the relationship of part-time work the employee may terminate the agreement referred to in paragraph 9 a statement accompanying the complaint of one of the following documented reasons: a) the needs of family, b) needs of health certified by the relevant Public Health Service, c) needs to wait for other paid employment or self. The complaint, in writing, may be made when at least five months have elapsed from the date of signing of the agreement and must also be accompanied by a notice of one month in favor of the employer. Collective agreements referred to in paragraph 7 shall determine the criteria and procedures for the exercise of the possibility of a complaint even if the demands of study or training and can also identify other objective reasons under which the agreement may be terminated referred to in paragraph 9. The employer may withdraw the notice.
11.Il refusal by the employee signing the agreement referred to in paragraph 9 by the same exercise of the right to re-think referred to in paragraph 10 can not integrate in any case the details of just cause for dismissal. 12.A
the complaint referred to in paragraph 10 is not the right of the employer to vary the timing of the work performed initially agreed, pursuant to Article 2, paragraph 2. Following the complaint, during the course of the employment relationship is subject to the possibility to conclude a new covenant written on the timing of the elastic part-time work performance, observing the provisions of this article.
13.L 'performance in carrying out additional work or special, as well as the development of the second report the procedures referred to in paragraph 7 are allowed only when the part-time employment contract is concluded for an indefinite period and, in the case of hiring out, limited to those listed in Article 1. paragraph 2, letter b) of Act April 18, 1962, No 230. Collective agreements referred to in Article 1, Section 3, applied by the employer concerned, may include the right to call for the holding of additional or extraordinary job performance also in relation to other cases of taking fixed-term contracts permitted under existing .
14.The employment centers and the activities authorized parties to mediate between demand and supply of labor, respectively in Articles 4 and 10 of Legislative Decree 23 December 1997, n. 469, are required to provide for workers interested in jobs part-time, accurate information of the scheme provided for in paragraphs 3, 7, 8, 9, 10, 11, 12 and 13 prior to the signing of the employment contract. For the entities referred to in Article 10 of Legislative Decree 23 December 1997, n. 469, failure to provide that information behavior is considered for the application of the rule referred to in paragraph 12 b) of that Article 10.
15.Ferma prejudice to the immediate application of the provision in paragraph 3, and clauses in collective agreements on employment additional employment practices part-time force on the date of entry into force of this decree, continue to have effect until the deadline and for a period not exceeding one year.
ARTICLE 4
principle of non-discrimination
1.Without prejudice to the prohibition of direct and indirect discrimination under the current legislation, the part-time worker should not receive less favorable treatment to the employee comparable full-time, meaning that the same level classified under the classification criteria established by collective agreements referred to in Article 1, paragraph 3, solely because they work part-time.
2. The application of the principle of non-discrimination means that: a) the part-time worker benefits the same rights of a comparable full-time worker in particular as regards the amount of hourly pay and the duration of the trial period and public holidays annual duration of the period of compulsory and optional maternity leave, the duration of the retention period of employment in the face of illness, industrial accidents, occupational diseases, enforcement of health and safety of workers in workplace, access to vocational training initiatives organized by the employer, access to social services business, the criteria for calculating the indirect responsibilities and liabilities provided for by collective bargaining agreements, labor rights, including those in Title III of the Law May 20, 1970, No 300, as amended. Collective agreements referred to in Article 1, paragraph 3, may provide to modulate the duration of the probationary period and that the retention period of employment in case of illness if the assumption is made with part-time work contract of vertical b) the treatment of part-time worker is scaled down due to the reduced amount of work performed in particular as regards the amount of the total remuneration and the individual components of it, the salary working, the amount of the remuneration due to illness, occupational accident, occupational disease and pregnancy. This is without prejudice to the right of the individual employment contracts and collective agreements referred to in Article 1, paragraph 3, to provide that the payment to part-time workers to pay fees, in particular of a variable, is carried to an extent more than proportional.
ARTICLE 5
Protection and promotion of part-time work
1. The refusal of a work of transformation their full-time employment compared to part-time or its part-time employment compared to full-time, does not constitute just cause for dismissal. Agreement between the parties resulting in a written document, prepared at the request of the worker with the assistance of a member of the company union representatives indicated by the worker himself or, in the absence of union representation company in the production unit, confirmed by the Provincial Labour Directorate is responsible for territory, it shall be the transformation of the employment relationship in full-time part-time. The ratio of part-time work resulting from the conversion shall be subject under this enactment.
2. In case of recruitment of full-time staff, the employer is obliged to recognize a right of way in favor of workers employed part-time work at production units within 100 km from the production site concerned by the planned recruitment, used the same tasks or duties equivalent to those in whose employment is expected to give priority to those who are already addicted, had transformed the relationship of full-time work to part-time. All things being equal, the right of way in recruiting full-time can be relied on primarily by the worker with higher loads family, and secondly we will take into account the increased length of service, however, be calculated on the basis of previous re-proportioning without reduced working time.
3. In case of recruitment of part-time employer is required to give timely information to staff already employed full-time relationship with production units in occupied site in the same communal area, including through written communication in a place accessible to all the premises of 'undertaking, and to consider any applications for part-time transformation of the ratio of full-time employees. At the request of the person concerned, the refusal of the employer must be adequately motivated. Collective agreements referred to in Article 1, paragraph 3, may provide criteria to identify applications with regard to the arrangement of the first sentence of this paragraph.
4. The benefits of insurance under Article 7, paragraph 1, letter a) of Decree-Law May 16, 1994, No 299, with amendments, into law July 19, 1994, No 451, may be approved by the Decree of the Minister of Labour and Social Welfare provided for in that article, to be issued within thirty days from the date of entry into force of this decree, in differing degrees depending on length of time stipulated in the contract Working part-time in favor of private employers and entrepreneurs, businesses and the public entities that will be done within the period prescribed by that order, recruitment, contract and permanent partial increase in the existing organic calculated with reference to the average of employment in the twelve months prior to entering into such arrangements.
ARTICLE 6
criteria for calculating the part-time workers
1.In all cases where it is required by law or collective agreement, it becomes necessary to ascertain the consistency plan, the part-time workers are counted in total number of employees in proportion to the time she has done, compared to full-time as defined under Article 1, rounding the fraction of time equal to half of what full.

Recipe For Waldorf Salad

provisions implementing Article 4 of Law March 8, 2000, on leave for special events and causes "

MINISTER FOR SOLIDARITY 'SOCIAL agreement with Health Minister' and Minister of Labor and Social Security and the Minister for Equal Opportunities'
Having regard to Article 17, paragraph 3 of Law August 23, 1988, No 400;
Having regard to Article 4, paragraph 4, of Law March 8, 2000, No 53, which provides that a decree of the Minister for Social Solidarity, in cooperation with the Ministers of Health, Labour and Social Welfare and Equal Opportunities provides the definition of criteria for the use of leave, the identification of specific diseases, as well as the identification of criteria for periodic verification that the conditions of severe infirmity;
heard the opinion of the State Council, expressed by the advisory section for legal acts in the meeting of June 26, 2000;
Given the communication to the President of the Council of Ministers no DAS/427/UL/448 of July 4, 2000, made pursuant to Article 17, paragraph 3 of Law August 23, 1988, No 400, adopted the following rules:
Article 1 (paid leave)
1. The worker and the worker, employees of public employers and private, are entitled to a total of three days paid leave a year in documented cases of death or serious illness of a spouse, even legally separated, or a relative within the second degree, whether or not cohabiting, or a member of the family over the individual worker or the worker himself.
2. To qualify for the permit, the applicant shall notify the employer prior to the event which entitles the permit and the same day in which it will be used. The days of leave must be used within seven days of death or the finding the onset of serious illness or the need to provide leads to specific therapeutic interventions.
3. In the days off are not considered official holidays and non working.
4. In the event of serious illness of the person referred to in paragraph 1, the employee or the employee may agree with the employer, as an alternative to the use of days off, different ways of carrying out of work, even for periods longer than three days. The agreement shall be concluded in written form, based on the proposal of the worker or the worker. The agreement shall specify the days off that are replaced by different modes of completion of work, such rules should result in a reduction of working time not less than the total days of leave that are replaced, in the latter are also listed the criteria for periodic checks of the permanence of any serious illness, to the meaning of art. 3, paragraph 4. The reduction of working hours resulting from different arrangements agreed must begin within seven days after the onset of serious illness or the need to provide health care interventions.
5. The permits referred to in this Article shall be added to those covered by Article 33 of the Law of 5 February 1992, no 104, as amended.
Article 2 (Leave due to serious family reasons)
1. The worker and the worker, employees of public employers or individuals, may, pursuant to art. 4, paragraph 2 of Law March 8, 2000, No 53, a period of leave for serious reasons, to personal situation, their family registry, the entities referred to in Article 433 of the Civil Code, although not living together, and people with disabilities, family or marriage within the third degree, even if not living together. In serious cases are:
a) the family needs arising from death of a person referred to in this paragraph;
b) cases involving a particular commitment of the employee or his family or in assisting in the care of persons referred to in this subparagraph;
c) the personal hardship situations to the exclusion of the disease, in which the employee incurs the same;
d) situations, refer to the entities referred to in this paragraph except the applicant, arising from any of the following conditions:

1) acute or chronic diseases that lead to temporary or permanent reduction or loss of personal autonomy, including chronic diseases of congenital, neoplastic, infectious, metabolic, post-traumatic neurological, neuromuscular, psychiatric, from addictions, whether for developmental or subject to periodic flare-ups;
2) acute or chronic conditions that require nursing care or frequent monitoring clinical chemistry and instrumental
3) acute or chronic diseases that require the involvement active in family health care;
4) developmental disorders of childhood and having the characteristics listed above in points 1, 2, and 3 or for which the therapeutic and rehabilitative program requires the involvement of parents or the person who has parental responsibility.
1. The leave referred to in this article can be used for a period, continuous or fractionated, not exceeding two years during their working life. The employer is obliged to release at the end of the employment period of the certificate of leave received by the worker or the worker. The limit of two years is computed according to the common calendar, we compute the non-working days and holidays including the period of leave, leave the villages of less than a month are added together and the month has been reached when the sum of fractions is thirty days.
2. Collective agreements governing the procedure for requesting and granting even partial or delayed in time, or the refusal of leave for serious family reasons and documented, ensuring the contradiction between the employee and the employer and the balancing of their needs.
3. Until the definition of the procedure referred to in paragraph 3, the employer shall, within 10 days of the request of the leave, to vote on the same and to communicate the result to the employee. Any failure on the proposal to postpone to a later period and determined the partial grant of leave must be justified in relation to the conditions provided for in this Regulation and the organizational and production reasons that do not allow the replacement of the employee. At the request of the employee, the application must be reviewed in the next 20 days. The employer shall ensure the uniformity of decisions having regard to the situation and the practice adopted organizational and production business or public administration.
4. Subject as provided in paragraph 4, in the case of fixed-term employment relationships, the employer may also refuse to leave because of incompatibility with the duration of the relationship in relation to the period of leave requested, or when the leave already granted are passed three days during the relationship, may also refuse to leave when the relationship has been established due to the replacement of another employee on leave under this article. Still apply the provisions of paragraph 6.
5. The leave referred to in this article may also be required for the death of a person referred to in Article 1, paragraph 1, for which the applicant has the option of using paid leave in the same year under those provisions or provisions of the bargaining collective. When this request is for a period not exceeding three days, the employer is obliged to express itself within 24 hours of and reasons for any refusal on the basis of exceptional organizational purposes, and to ensure that the leave is granted no later than the next seven days.
6. Unless previously set a minimum period of leave, the employee and the employee have the right to return to the workplace before the end of the leave, giving prior notice to the employer. If the employer has provided for the replacement of the worker or the worker on leave under Article 1, second paragraph, letter b) of Act April 18, 1962, No 230, as amended, for the early return is requested, consistent with the size of the period of leave in the course of use, at least seven days' notice. The employer may yield an early return even in the presence of a prior determination of the minimum duration of the leave or notice of less than seven days.

Article 3 (Documentation)
1. The worker or the worker receiving permission to serious illness or referred to in Article 1 of leave for illness in Article 2, paragraph 1, letter d), must submit appropriate documentation of the medical practitioner or the NHS with it an agreement or a general practitioner or pediatrician or health facility in case of hospitalization or surgery. The certificate regarding the serious illness must be submitted to the employer within five days of return to work on the worker or the worker, the certification of disease specified in Article 2, paragraph 1, letter d) must be presented at the same the request for leave.
2. When the event which entitles the permit or to leave is death, the employee and the employee are required to document this event with the relevant certification or, where permitted, by a declaration in lieu thereof.
3. The worker or the worker who intend to use the leave provided for in Article 2 for the reasons referred to in paragraph 1, letters b) and c) are required to explicitly declare the existence of situations therein.
4. When in the course of the completion of work under Article 1, paragraph 4, the employer may require periodic verification of the existence of serious illness, through certification referred to in paragraph 1 of this article. The frequency of verification is established in the agreement referred to in that Article 1, paragraph 4. When it was found in the loss of serious illness, the employee or the employee are required to return to work according to the ordinary mode and the corresponding period of leave not taken can be used for other events that occur during the year as provided in this Regulation.
5. The employer shall notify the local Labour Services - Labour inspection within five days from the granting of leave referred to in Article 2, the list the names of employees who benefit from such leave.


Article 4 (Final provisions and entry into force)
1. The collective bargaining agreements may provide more favorable conditions than those provided for in this Regulation.
2. As an alternative to the provisions of this Regulation for the permits and leave the same way as provided for by collective agreement in force the provisions of that agreement are more favorable.
3. This Regulation shall enter into force on the day of publication in the Official Gazette of the Republic.
4. This decree, bearing the seal of the State, will be included in the Official legal acts of the Italian Republic. E 'is mandatory for all to observe and enforce them.

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RULES INPS - The attending physician and the certification of disease-RSU




certification as proof of the state of incapacity for work due to illness, may be issued by:

A. doctor (meaning unless otherwise specified in the Region)

  • doctor chosen by the worker under the Convention only;
  • specialist;
  • doctor 's acceptance hospital;
  • doctor' s acceptance of clinical agreement with the Region;
  • medical education;
  • medical professional.

B. 's Administrative Board in the event of: Access / day hospital / hospital.

  • The certification of the hospital in effect replaces that of the doctor, provided that bears: the identity of the worker, the date of completion, the signature of doctor el 'indicating the diagnosis (circular No 136, July 25, 2003).

C. doctors performing the "continuity of care" (former emergency medical)

  • "Limited-call duties weekends and holidays and for up to three days. Any further decision on the merits is left to the doctor ..." (Circular No. 134 392 of 27 July 1982 AGO/176).

The health certificate issued, including on regulatory modularity, by physicians other than those of "free choice", including those from hospitals and emergency rooms to 'act of discharge must be regarded as valid for 's supply of' sickness provided it contains the substantive requirements required (title, name of employee, date, signature, diagnosis and prognosis of inability to work: circ. No 99 of 13.5.1996, circ. n. 136, 25/07/2003 ).

The employee, in this case after integration of its availability is also an occasional address, must also duplicate photocopies of the certificate - shielding the diagnosis - and send to recipients, respectively, the certificate to 'el INPS' certificate (photocopy) to his employer. However, in most cases, the doctor that the law defines "doctor" coincides with the general practitioner.

When completing the certification is omitted, incomplete or inaccurate.

The worker loses the right to 'sick pay if they constitute anomalies for issuing the certificate, is not remedied (Circular No. 48 of 22.02.1993):

  • of a signature or stamp of medical
  • failure time of writing (as proved by the date of receipt);
  • misdiagnosis;
  • no end date prognosis
  • Dignos no evidence of temporary incapacity to work.


Claudio Zauli

INPS provincial office Genoa









Monday, April 23, 2007

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DIRECTION OF THE MEETING April 23





It was a meeting between the Directorate Lames, in the person of 'Ing BERTILOTTI, and solid waste company. During the 'meeting discussed the workload for this week and next for decks between 25 and 1 May. The situation is as follows:
· On Thursday 26th and Friday the 27th LINEEA STAM will not work;
• In occasion of the visit of the BMW line Friday 27 DEA3 will not work;
• The April 30 work days only and only lines DEA1 DEA2 two shifts;
• Since May 2 will return to full activity (it will be reintroduced on the night shift)
were some places on the safety issues to be addressed more fully with the Business Manager for Security, Arch came.
We were assured that all the lames will 'purchase of a new production line, such as ICAM, for the production of various types of windows (no BMW).
of work will be done to consolidate the structure of the warehouse including a check of the windows of the bays of the central body.
requests have been made about the 'more comprehensive use of the parking business and the demand for new space be allocated to the parking of motorcycles and mopeds.




RSU-FIOM

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ISEE




DELEGATES FIOM-CGIL
Lames

ISEE - Equivalent Economic Situation Indicator

The Equivalent Economic Situation Indicator (ISEE) is a tool that, by evaluating the actual economic conditions of the applicant and his family, access to social benefits or subsidized public services at reduced rates (maternity allowance, the nucleus large, education services, the right to university education, services home for the elderly, reduced fee Telecom etc...)

The ISEE is a parameter that comes from the sum of earnings and 20% of the moveable and immoveable assets of all members of the family. This value is then compared to the number of family members on the basis of an equivalence scale established by law.
University Equivalent Economic Situation Indicator (ISEEU)

The right to higher education is part of the facilitated social services and as such is regulated by the rules of the ISEE.
To obtain the benefits of the right to higher education (scholarships, the accommodation, canteen facility fee for service, facility for tuition fees), we use the Indicator of Economic Situation Equivalent Degree (ISEEU). This indicator, with a special certificate by CAF ISEEU Certification is the result of the recalculation of the ISEE, carried out by adding the value of income or assets held abroad and halving the value of incomes and wealth of brothers and sisters of the student applicant benefits, according to article 5 of the DPCM April 9, 2001.

ISEE What should I do

The citizen who intends to require the expertise of a social benefit or preferential tariff reduction for a public utility service shall:

1. provide for the establishment of a Single Substitute Declaration ( DSU) contains information on the composition of their household and income and assets (movable and immovable) of the whole family (see required documents);
2. submit the statement directly from the service provider or by a CAF (Tax Assistance Center) to obtain a certificate certifying that the ISEE calculation as provided by law.
The service provided by the CAAF to issuing an attestation ISEE, thanks to special agreements with the entities, is completely free for the citizen.


ISEE When you go to the AFC

There is no single deadline for submitting the application for benefits or concessional tariff reduction for a public utility service, the terms are set by individual calls or by resolutions and regulations of the institutions which provide such benefits
The ISEE

facilitated social services related


REDUCTION OF RENT AND TELEPHONE
'can request a 50% reduction in the fee of Telecom landline to residential use for those who do not exceed the limit provided for ISEE and is located in one of the following conditions :
· family within which there is an elder with more than 75 years of age;
· family members in within which there is a component that receives the disability support pension;
· family within which there is a component that receives the social pension;
· family whose breadwinner is unemployed.


° Assignment OF MATERNITA'Spetta mothers Italian citizens, the EU or not in possession of a residence permit. The allowance is also granted in cases of minor children in foster care or adoption without pre-adoptive custody. The application must be submitted to the municipality of residence within six months from the date of delivery. Maternity allowance it is only in the absence of other paid inclusion on that basis.


· ALLOWANCE TO LARGE FAMILY
It Italian or EU citizens with at least three families with minor children. The allowance is also granted in cases of minor children in foster care or adoption without pre-adoptive custody. The application must be submitted to the municipality of residence within 31 January of the year following that for which you are applying for benefits.
Other examples of use in the ISEE social benefits:

· kindergarten and other educational services for children
· School Canteens
performances Full school in general: books, scholarships, transport, etc.. • Facilitate
for tuition
· Performance PEL right to university study
· Services sociomedical house (home care, rescue and emergency services, etc.).
· Services socio-day health, housing, etc.. • Facilitate
for utilities: utilities water, electricity, transport, etc..



ISEE Documents needed

Personal data and social security numbers of all members of the family. (In the presence of handicapped or severe permanent disability exceeding 66% certificate of recognition of disability or disability). Identification document valid by the declarant. Total income of the household for the purposes stated Personal income tax and IRAP to December 31 of the year preceding the presentation of the Declaration Single Substitute (statement of income (SINGLE-mod.730 or, if exempt, Mod CUD and other income certifications.) Statement ICI or cadastral data relating to heritage the family estate at 31 December of the year preceding the presentation of the DSU The amount of share capital for any remaining loans for the purchase or construction of real estate reported. For all those who reside in rental:

3. copy of the lease and related details of registration
4.
received payment of the fee

documentation to establish the consistency movable assets at 31 December of the year preceding the presentation of the Declaration Single Substitute:

second deposit and bank accounts and postal
° title, bonds, certificates of deposit and credit
· actions or shares undertakings for collective undertakings (CIU) Italian or foreign;
· Participation shares in Italian companies and foreign listed and unlisted companies in regulated markets;
· pools of assets consisting of money or assets managed by qualified entities referred to in D . Decree 415/96;
· Contracts of endowment insurance.

Data relating to who manages the assets of securities (BANK, POST, SIM, SGR)

Friday, April 20, 2007

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LINKS

We give a useful information by posting a few links:

www.fiom.cgil.it site of the National FIOM

http://www.liguria. cgil.it / FIOM / FIOM Regional website.

Thursday, April 19, 2007

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PROPOSED PLATFORM FOR THE RENEWAL OF CCNL Federmeccanica-ASSISTAL

defined by the National Secretariats Fim, Fiom, April 12, 2007 Uilm


industrial relations systems

1. It claims the reorganization of the Centre National Joint industry engineering.
The Centre will be managed bilaterally, will have its own structure and may use external experts and confidence of both parties, will also stand-alone configuration, a charter, work plans agreed between the parties and will absorb the activities of other similar tools joint . The joint commission for vocational training and apprenticeship and the Commission for Gender Equality will work in collaboration with the Centre and will benefit its business. The business and operation of the Centre will be funded by companies with an annual contribution for each employee and each employee.

2. Is claimed that observers in the joint company to be established in all companies or groups of companies that together employ more than 3,000 employees, but not limited to a single production unit.

3. It claims, in accordance with the notice joint between the two sides of the November 27, 2006, implementing the European directive No 11 March 2002 14, which is reflected in the Legislative Decree 25 of 2007 on information and consultation of workers and employees, that all the currently defined thresholds for the information within the company to be lowered to 50 employees.
- It claims the establishment of procedures for prior consultation with RSUs in connection with any of the choices relevant to employment and production structure in these cases refer to the RSU must be placed in a position to express a formal opinion.
- is claimed that the information relating to changes in technology and productive organization, is adding a specific information-consultation on the process of foreign investment, with any relocation, the strategies of the property where this is a multinational character.
- is claimed, in the company headquarters, a full and detailed information and a proper consultation procedure for the processes of outsourcing.

4. It is proposed to establish at the national level, between the parties, of a standard reporting format, to be used in place of business, in all companies over 50 employees, unless the need for additional and more detailed information.


LABOUR MARKET

1. He claims that Article 1, Section Three - Discipline Policy (Assumption), is added in the preamble reads as follows:
"The employment relationship is the normal engineering industry employment contract of indefinite duration."

2. He claims that Article 1a, Section Three - Discipline Policy (atypical labor contracts), the premise is rewritten as follows:
"For the purposes of goodwill with adequate training component will be used the placement contract and the contract of apprenticeship, as agreed between the parties.
reports of atypical employment in the metal industry are:
- the fixed-term contract;
- temporary administration of fixed-term labor;
- the employment contract of part-time.
Every six months the companies will provide detailed information on employment with the RSU, the composition of labor relations, the relationship between them and the production volumes for the purposes of a joint verification functional stabilization of labor relations is not indefinite. The RSU will be informed in advance and in advance of the intention of the access to other forms of contract required by law, in addition to those set out here. In this case, we will review the joint negotiations. "

3. It claims that all reports of fixed-term employment of any type and duration, can reach a maximum of 15% of the workforce employed indefinitely, per unit of production. The purpose of the employment relationship to an end is to meet the requirements of flexibility of the company not otherwise address. The percentage of 15% may be waived by specific agreements at company level.
I mixed contracts with educational component (training and placement), aimed at providing employment for an indefinite period, not contribute to the formation of that percentage.

4. It claims that workers and employees employed under a contract term or a term of administration, the total duration of 6 months, even longer periods, for a period of 24 months, will have priority for employment in any of ' company, for equal work.
is claimed that workers and employees employed under a contract term or a term of administration for a period of 36 months, even for a period of 60 months, is being recruited for an indefinite period by the company.

5. He claims the possibility of extending the right to part-time volunteer as part of legislation.

6. The apprenticeship contracts are settled based on the agreement drawn up between the parties, which will be verified by 1 .7.2007. To this end, Fim, Fiom, Uilm reiterate that the employment contract of apprenticeship is a relationship as exclusive, which does not require the previous establishment of working relationships.

7. The integration contract will only be used for recruitment of workers and employees over fifty or thirtysomething male and female workers with long unemployment.
It claims a minimum of 40 hours of theoretical training on an annual basis, of which half crosswise. Male and female workers employed on contract inclusion can not be engaged at the second below the current level or its equivalent, from the beginning of the employment relationship. Companies will be able to renew the use of such an institution only if they are transformed into permanent contracts at least 70% of entry contracts.

8. He claimed direct responsibility of the contractor on the entire contract and the subcontract for all regulatory aspects of salary, health protection and safety.
Each contract will be discussed jointly with the trade unions and companies will need to provide for each production site, the complete list of all activities under contract with its employees. In case of change of the contractor, the workers concerned have the right to retain their jobs.
may be the subject of outsourcing only those activities with pre-existing functional autonomy with respect to the business.


sole management

1. It claims the change from the current 7 categories and 8 pay levels in a system of five occupational groups with two categories each. The bands are: Band A w
"Goodwill" (which includes the current 1st and 2nd level)
Band w B "Qualified" (which includes the current 3rd and 4th level)
Band C w "technical" (which includes the current 5 th and 5 th s level)
Band D w "Professional" (which includes the current 6th and 7th level)
Band E w "Pictures" (which includes two levels frameworks 7th)
Within each band the 2 levels are defined as categories: "Basic" and "experts" from the band B. In group A the two categories will be identified as A-1 band, band A-2.
The transition from the new system will be based on the current grading scale and parametric, no damages or benefits. Remain in force until otherwise agreed by the current profiles under the Ccnl and paths of mobility therein.

2. It claims a national definition of declarations end to allow, in the company through special profiles that can be developed at that meeting, the plot-employed workers over the group "C" and, more generally, to ensure evolvability professional career with the bands and between bands.

3. It claims the establishment of an enterprise-wide system of pay and professional comparison on the dynamics within groups and between groups, with the description of possible career paths. At least once a year in the company headquarters, will take place a joint examination on the operating workers and employees.

4. For the assessment of professional workers will use the activities conducted in accordance with versatility and multi-functional and cross-cutting personal skills of the worker and the worker.

5. It claims the establishment of a permanent element linked to the wage bargaining at the enterprise level proficiency.


WORKING HOURS

1. Is confirmed in all respects the rules of Article 5 of the national collective agreement in force, from that relating to the weekly maximum of 40 hours.

2. It claims to multi-week time the increase of the increases from 10% to 20%, with respect to hours worked from Monday to Friday and from 15% to 40% for hours worked on Saturdays. Subject to the requirement in the company to agree to use multi-week timetable, the parties may agree that this office could also be used to address specific and do not otherwise address production peaks.

3. It claims, in addition to those already provided by the national collective agreement on the establishment of additional structural shifts over the 15 shifts, the joint examination between management and union representation unit is made well in advance of the possible implementation of new shifts and their effects on employment, with particular reference to the stabilization of the work completed.

4. Is claimed to reduce the normal time of 15 days notice of the worker and the worker to apply for annual permits paid for short-time working, and the definition of a case study of timeliness.

5. It claims the elimination of the extraordinary relief that the employee or the employee intends to set aside as a rest in the bank of hours. The worker or the worker can set aside, even partially, the rest with respect to overtime. The majority stake in the bank of hours set aside the hours from 50% to 80% increases for overtime. Even female and part-time workers can take advantage of the bank of hours.

6. It claims, in addition to the legislation on availability:
- a joint examination between business and RSUs at the beginning of each year and subsequent verification, on the progress of availability, even in relation to the calendar year;
- the possibility for worker or a worker who is opposed to the availability of good reason to ask, prior to any operating company, a meeting with the leadership also assisted by the RSU:
- is claimed definition of legislation on mandatory minimum rest periods.


WORKPLACE HEALTH AND SAFETY

1. All companies are required to provide all employees with adequate knowledge on the environmental situation and the conditions of risk with respect to health and safety of workers and employees. In companies that use workers and migrant workers from abroad to the safety rules must be translated into the language of origin. This requirement also applies to any contract work. Companies are required to arrange for employees and annual updates to the RLS, the risks to health and safety.

2. The companies will conduct at least one hour per year paid to shareholders, which will discuss the issues of health and safety. This meeting is non-union and is not covered by the Articles of Association of employees. Will be convened by management, in particular through their security managers, with the participation of interested Rls.

3. The document risk assessment and preventive measures should be handed a copy to the representatives of workers' safety (RLS).

4. It claims the doubling of hours of law available to RLS, in addition to the upstream business hours. Notwithstanding the number of hours dispozione of RLS, all companies will implement during the hours of work training programs for Rls. The programs will be agreed between the parties at company level.

5 The claim to the enlargement of the competence of RLS also the issues of environmental safety in the workplace, even with the experimental definition of a function representative of the workers' safety and the environment (RLSA).

6. The parties are committed to adopt the guidelines contained in the Memorandum of security management, defined between Inail, unions and businesses.


RIGHTS

1. It vindicates the efforts of all organizations to establish a program of training and retraining, universal and compulsory for all employees, utilizing procedures defined in the company headquarters. To this end, the beginning of each year will be held a special joint examination between the company and RSUs.

2. In order to give effect to women workers and migrant workers can access training and integration projects using the 250 hours, the parties will be activated at the Ministry of Education to obtain a training module to be disseminated in the national territory. The companies will secure the possibility of frequency of female and male workers to the courses, including implementing of maximum frequency simultaneously.

3. It claims the formation of a national joint committee, which addresses the issues of integration and cultural understanding, respect, workers and migrant workers. The activity of this committee will be specifically designed to monitor and encourage all initiatives within the business which will:
- organize the work and use the institutions and the corporate headquarters, including the tables, while respecting the religious principles;
- organizing calendar year to allow the preservation of personal relationships of women workers and migrant workers from other Italian regions or abroad;
- to encourage all initiatives aimed at solving the problems of social integration of migrant labor (home, services, etc.);
companies will facilitate, through the timely use of permits, bureaucratic activity related to the condition of migrants.




WAGE INCREASES 1. It claims the revaluation of benefits and search based on a percentage compared to the increase the total remuneration.

2. It claims that the increase in travel allowance, taking account of actual costs, ports:
- the total mileage to a minimum of 55 €,
- of which the meridian or the evening meal 12, € 5,
- of which € 30.0 for the night.

3. It claims the stabilization of the institution agreed with the understanding of 2006 (130 € per year) into a permanent institution that will be defined as "non- performance bonus. " It also claims an increase in this institution 30 euro per month for 13 months. The non-performance bonuses will be paid to all workers and employees to the level of performance bonuses defined in the business, without absorption of individual wages.

4. It claimed the increase in the minimum size of 117 € tabular to level 5 on the basis of parametric scale 100-210, which corresponds to an increase of 101 € at the 3rd level. It claims an increase of 6.7% of the paintings.

5. It claims the value update point for the purposes of salary increases for the next two years.

6. Yes claimed no personal absorbability increases by increases in minimum tables. Therefore, the increase in minimum tabular should be paid to all workers and employees.

7. He claims the effect of all salary increases for all workers and employees in strength from 1 July 2007, for a term periods.


FEE AGREEMENT

In the referendum on the platform will also be subjected to female workers and workers with the question: "The share of voluntary contributions for contract workers and workers do not belong to any union will be collected in the manner of silence gives consent." The answer to this question will binding on the organizations.


WINDOW CONTRACT FOR COMPUTER

This issue will be discussed further with the work of commissions in relation to the evolution of the contractual dispute.

TABLE OF INCREASES IN THE MINIMUM LEVELS tabular




INCREASES


73.00
1 st 2 nd 3 rd


86.00 101.00 107.00


4 ° 5 °
117,
00 5 ° 6 ° s


129.00 139.00 154.00
7 °

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ACCIDENTS AT WORK: THE GENERAL STRIKE FIOM PROPOSES


F ivy The mpiegati O Perai M etallurgici

course Trieste, 36 - 00198 Roma - tel. +39 06 852621 - fax +39 06 85303079
www.fiom.cgil.it - e-mail: protocollo@fiom.cgil.it

Presidency of the Central Committee



Central Committee Fiom-CGIL
April 16, 2007

Agenda Accidents at work: the proposed general strike Fiom

The Central Committee of the Fiom, faced with the tragic chain of murders of white and accidents serious that succeed in workplaces, considers it essential that the issue of health and safety of workers is dealt with shock therapy at all levels.

First, we need to operationalize and strengthen inspection activities throughout both the Ministry of Labour, and health agencies to prevent and punish violations of the law, which today are enormous.

Secondly, it must take immediate action against precarious work and in particular in the chain of contracts and subcontracts, direct responsibility for safety at work, even for penal purposes, the company that is driving the chain of the contract.

that the judiciary should also play strictly to his duties, pursuing any illegality on the part of businesses.

addition to these immediate measures necessary to design a proper code of conduct for workers, which must be accepted by the company and the union must be pursued everywhere. Is to say that in front of the health risks immediately to stop the work until they are restored to a safe condition. It 'clear that the current organization of work, beyond the formal declarations has expelled him from the strict enforcement of safety standards. The precariousness of work and illegal employment then added further aggravating the situation.

Therefore, in addition to the shock therapy, it is essential to sustained action, that moves on two fronts in the fight against job insecurity and changes in work organization of businesses, particularly in the chain of the contract and subcontracts. The platform defined by Fim Uilm Fiom and to renew the contract assigns a central role to interventions to protect health and safety of workers. It represents a real test of the willingness of Confindustria and Federmeccanica to stop accidents and deaths at work.

's commitment to protect the health and safety of workers must simultaneously involve three levels of initiative that the union compared to firms, which must be held accountable for their responsibilities. To all relevant institutions. That legislation.

Fiom reiterates the need for a new labor law that represents a break with the Law 30.

The single text presented by the government to correct the previous Liberal government, but is still not enough compared to the empowerment of both companies, both with respect to the role of public bodies, both with respect to the function of RLS, which should be strengthened and better protected . In any case, the current tragic situation can not be addressed only with the passage of the single text, which will not have time short, especially in the definition of the decrees. Urgent measures are therefore needed to be established with the Decree Law.

The Central Committee of the Fiom commits all structures to convene meetings of RSUs and Rls, regional and enterprise levels, to organize the initiative to protect the health of workers, which is now top priority throughout the organization. Fiom convene a national assembly by the summer of all RLS and RSUs to review the status of the initiative.

To support action to protect the health of workers and to stop the chain murders of whites, the Central Committee of the Fiom CGIL, CISL and UIL contends that proclaim a strike National General for all categories of workers and employees. Approved unanimously