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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)

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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.

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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