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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