On September 2, was held in Bologna the meeting to continue negotiations for the renewal of the CIA Panorama. This appointment was the result of a complicated debate which saw us reach a point of almost breaking with the company already in the meeting of 16 July last.
In fact, in this context, the direction of Panorama was ready to consider the impossibility of reaching an agreement and put an end to negotiations.
nodal themes related to the fixed salary and variable pay: the company's proposal included the cancellation of the fixed salary for all new recruits and a company-wide wage variable and a hypermarket with an entrance gate to the premium represented by successful completion of a corporate profit of 3% over the previous year. Overcoming this "gate" also gave access to the premium stated in paragraph sale.
organizations and coordination had rejected this approach since the attack on the corporate fixed premium for new hires was instrumental and had the sole purpose of erasing a bit of bargaining. The position on the wage variable showed the company's will not recognize any effort to workers and contribution to the life of the company as it would not pay anything objectively given the strict parameters. Added to this was a corporate position rejected by almost all the demands of the union.
meeting on September 2 the Trade Unions have made a further proposal on these two issues which has the following general scheme:
the fixed salary for young recruits is "variabilizzato" for an amount equal to the amount of the annual premium and take a percentage of the salary variable. In the case of non achievement of the variable premium is recognized an element of the minimum guarantee for that year.
The wage variable has two levels: corporate and coatings, the failure to reach the first level does not preclude the level of pv. The assumption is that the premium is paid when there is, at the farm level and / or coating a sufficient profit company and grow with increasing amounts of profit. There are no references improving earnings over the previous year and we have repeated three parameters including the quality of service.
The company has considered the proposals do not combine it with their demands which were then confirmed and re-proposed as a non-negotiable.
This company has effectively enshrined unwillingness to break the negotiation. E 'impractical negotiations where some topics can not be discussed and find a compromise. With this method the company has indicated that the real intention is to not renew the CIA who is not assigned any value in relations with the union and the workers, thus confirming the arrogance already expressed by the cancellation of the CIA itself.
After the meeting, together with the Trade Unions Coordination have decided to start an information campaign against female and male workers to be implemented simultaneously in all points of sale Saturday, September 18, Saturday, September 25 and confirm the state of agitation.
In fact, in this context, the direction of Panorama was ready to consider the impossibility of reaching an agreement and put an end to negotiations.
nodal themes related to the fixed salary and variable pay: the company's proposal included the cancellation of the fixed salary for all new recruits and a company-wide wage variable and a hypermarket with an entrance gate to the premium represented by successful completion of a corporate profit of 3% over the previous year. Overcoming this "gate" also gave access to the premium stated in paragraph sale.
organizations and coordination had rejected this approach since the attack on the corporate fixed premium for new hires was instrumental and had the sole purpose of erasing a bit of bargaining. The position on the wage variable showed the company's will not recognize any effort to workers and contribution to the life of the company as it would not pay anything objectively given the strict parameters. Added to this was a corporate position rejected by almost all the demands of the union.
meeting on September 2 the Trade Unions have made a further proposal on these two issues which has the following general scheme:
the fixed salary for young recruits is "variabilizzato" for an amount equal to the amount of the annual premium and take a percentage of the salary variable. In the case of non achievement of the variable premium is recognized an element of the minimum guarantee for that year.
The wage variable has two levels: corporate and coatings, the failure to reach the first level does not preclude the level of pv. The assumption is that the premium is paid when there is, at the farm level and / or coating a sufficient profit company and grow with increasing amounts of profit. There are no references improving earnings over the previous year and we have repeated three parameters including the quality of service.
The company has considered the proposals do not combine it with their demands which were then confirmed and re-proposed as a non-negotiable.
This company has effectively enshrined unwillingness to break the negotiation. E 'impractical negotiations where some topics can not be discussed and find a compromise. With this method the company has indicated that the real intention is to not renew the CIA who is not assigned any value in relations with the union and the workers, thus confirming the arrogance already expressed by the cancellation of the CIA itself.
After the meeting, together with the Trade Unions Coordination have decided to start an information campaign against female and male workers to be implemented simultaneously in all points of sale Saturday, September 18, Saturday, September 25 and confirm the state of agitation.
The scheduled meeting with the company on Thursday, September 23 in Bologna was canceled the next day the unions will be able to communicate the new date and venue.
remains confirmed the meeting of the coordination unit Panorama, together with that of PAM, for the same date - September 23, 2010 - in Bologna at the headquarters of the CGIL, Via G. Marconi, 67 / 2 13.30.
On this occasion we will make a further assessment and decide the next steps against the company's attitude and support of the dispute to the Supplementary Agreement.
(Feat. CCU)
(Feat. CCU)
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