COMPLAINT, COMPLAINT i COMPLAINT… WORK INSPECTION!

 union action, COMMUNICATIONS, labor law, Training, Occupational health
Feb 102024
 

Too often companies violate labor laws and regulations with absolute impunity.

In companies where the workers are not organized, we find ourselves in the most absolute defenselessness and submission, at the will of the boss's despotism. And we live in a silence of fear, very afraid…

Where we decide to organize ourselves with colleagues, warmth and mutual solidarity give us the security to vindicate our rights and dignity, despite the difficulties and the fear of reprisals.

We are not fooled, the political and legal system is designed to make it difficult for us to organize and act autonomously (direct action) and favors the supposed collective "negotiation" at the highest levels by the "unions" most tamed by power, rewarded with constant promotion and direct subsidies and indirect favors. It also puts sticks in the wheels of direct trade union action while favoring the systematic judicialization of any claim (which could be solved with the habit of various strikes or boycotts around the company: no company can handle it for more than a few days, and we have a thousand strategies to make them more poignant, long while reducing the impact on our pockets).

Obviously, all of this goes up in the air when the company communicates that it wants to close or reduce production. IT IS IMPORTANT TO DIG THE WELL WAY BEFORE YOU GET THIRSTY.

The Trade Union Organization is the Association of Workers in various companies with the objectives of defending our common interests against employers, share knowledge, resources, strategies, collaborations, mutual aid and join forces when necessary.

Too often employers feel so unpunished in their arbitrariness and abuse that they disregard their own legality:

Lavabos bruts, absence of dining room or dressing rooms, machinery in bad condition, poor ventilation, lack of personal protective equipment, non-compliance with breaks and holidays, obligation to exceed the legal working day (even without remuneration), black money, non-compliance with the remuneration of the category of the job carried out, contractual breaches, threats, bullying… they are very common on the part of the bosses who "watch out for us" without the Parliaments or the Governments in turn even moving. They just look the other way.

* In these situations there is a useful and effective tool, despite being slow due to the lack of investment in personnel to deploy it with widespread effectiveness: THE COMPLAINT [CONFIDENTIAL] A THE WORK INSPECTION.

– It is a resource in instance format where we have to indicate personal data, those of the company and explain the situation of flagrant non-compliance with any labor law or regulation.

– Documents and photographs can be attached as proof.

– Management and our identity IT IS CONFIDENTIAL (only the Inspector will know our identity, expressly protected).

– It can be submitted online:

Here, the link:

https://treball.gencat.cat/ca/ambits/inspeccio/atencio_ciutadana/denunciar/

– If more information is required, the inspector can call us (ALWAYS GUARANTEEING OUR CONFIDENTIALITY).

– The resolution of your action will be returned to us in writing.

– Although it takes months, they act, I'm sorry and I'm a fan.

* There is also the LABOR AND SOCIAL SECURITY INSPECTION MAILBOX … COLLABORATE which allows a complaint to be made completely anonymously (it can be of situations in other companies as well) so that even the inspector will not be aware of it (in this situation we will not be considered an interested reporting party and we will not receive any feedback on the evolution and development of the inspection process).

Here, the link:

https://www.mites.gob.es/itss/web/Atencion_al_Ciudadano/COLABORA_CON_ITSS.html

IT IS VERY USUAL AND SATISFACTORY THE PLEASURE TO SEE HOW, SUDDENLY, THE COMPANY STOPS EVERYTHING TO URGENTLY REPAIR THOSE MACHINES THAT HAVE BEEN SO DANGEROUS FOR YEARS AGO, KNOWING THAT YOU ARE THE ONLY WORKING PERSON WHO KNOWS THE REAL CAUSE, TOGETHER WITH THE "BOSS", AND THAT YOU WERE THE REAL CAUSING POWER FOR THE RESOLUTION OF THAT SITUATION OF INJUSTICE.

It is called Autonomy and Emancipation: A SMILE ON THE LIPS.

NEW CONCILIATION PERMITS

 COMMUNICATIONS, Reconciliation, labor law
Sep 152023
 

Last 27 of June, The RDL was approved by the Council of Ministers 5/2023, which contemplates new permits in
the workplace. Below we explain the main changes.

Right to adapt the day, art 34.8:
The situations based on which an adaptation of the working day can be requested are expanded.:
People who have sons or daughters older than 12 years.
The spouse or de facto partner.
Relatives up to the second degree, as well as dependent people who live at the same address, and?
due to age or illness they cannot take care of themselves.
It should be noted that the negotiation period for the adaptation of the working day is reduced, becoming 15 days,
rather 30, and before situations such as the lack of response from the company are considered as
"positive silence", the request is considered accepted. Not only must the company justify its refusal to
the worker's proposal, now, You also have to justify the reason for the counterproposal.
offered.

Paid leave from work, art. 37.3b:
The scope of family members who give the right to be absent from work with the right to remuneration is expanded, So
such as the time of enjoyment of certain permits. They remain this way:
15 paid calendar days in case of registration of a de facto couple.
5 paid days due to serious accident or illness, hospitalization or surgical intervention without
hospitalization requiring home rest for the spouse, de facto partner or relatives up to the second degree
by consanguinity or affinity, including the blood relative of the de facto couple, as well as any
another person who lives with the worker in the same home and who requires effective care of
that. This way, we went from 3 days that our agreement contemplated to have 2 further.
4 days maximums per year paid duly justified, to be absent from work due to force
mayor, when necessary for urgent family reasons related to relatives or people
cohabitants, in the event of illness or accident that makes your immediate presence essential. It will be possible
use for hours or days.

Reductions in working hours for care, art. 37.6:
Applicable, in addition to those who have children under 12 years, to those who have children or dependents with
disability greater than 65%, previously accredited before the affected person has 23 years, until
the 26 years. Also for care, during hospitalization and continued treatment, of the minor in his care
affected by cancer or another serious illness requiring prolonged hospitalizations up to 23 years.

New parental leave 8 unpaid weeks, art 48 bis:
Parental leave for working people of a maximum of 8 weeks, continuous or discontinuous, for him
child care, daughter or minor fostered for a period of more than one year, until the moment the minor turns 8
years. This permit can be enjoyed full or part time..
The company will be notified in advance of 10 days.

Constitutional guarantees dismissal for absenteeism, although absences are justified with low medical

 labor law, Occupational health
Nov 122019
 

“El derecho fundamental a la SALUD de las personas asalariadas, viene siendo lesionado intencionadamente por parte de la Empresa y ahora, el Tribunal Constitucional, reafirma que la “libertad de empresa y la productividad” son valores superiores a la vida y la salud de las personas trabajadoras”

La Sentencia del Constitucional, además de avalar el despido objetivo cuando la persona trabajadora se ausenta del trabajo por deterioro de su salud y esté justificada dicha ausencia por los servicios médicos, muestra su clara apuesta ideológica y política por una clase determinada, el empresariado y su tasa de ganancia.

Read more

training session: “Trade Union Doubts”, Tuesday 21 from November at 9:30h

 union action, labor law, Training
Nov 202017
 

He Tuesday 21 from November at 9:30 h, at Centre Civic Can Pantiquet, C. Can Flequer 25, of Mollet, We will hold a training session on:

Trade Union Doubts

This training session will be different from what has been seen so far, since the attendees raised their doubts, questions, concerns, etc., on trade union action carried out in companies, from day to day, even the most complex processes. Its general objective is to answer questions of collective union action.

The speakers: Jessica Bolancel (from the legal field), will answer questions and doubts, as well as all the attendees who can advise on the different topics. This training session, as all, It is open to all members.

To confirm your attendance, stuffed This formulary, where you can also expose your doubts and questions to debate.

Tuesday 21 from November at 9:30 h
Centre Civic Can Pantiquet
C. Can Flequer 25
Mollet del Vallès

Health!

Training Secretariat

CGT Vallès Oriental
c / Francesc Macia 51, Mollet del Vallès
Loss: 93 593 1545 / 625 373332
email: cgt.mollet.vo@gmail.com
Web / Facebook / Twitter

 

5 anys de contrareforma laboral: La fal·làcia de la creació d’ocupació i la regla del 3×2

 labor law, SATURDAY DEMONSTRATION, Precarious, Labour reform
Jul 182017
 

Article de Vidal Aragonès

Vidal Aragonés, advocat laboralista del Col·lectiu Ronda, analitza les dades estadístiques que confronten i desmenteixen radicalment la tesi defensada pel govern del PP que la reforma laboral aprovada l’any 2012 ha contribuït a la creació d’ocupació tot demostrant que l’únic efecte desplegat per la norma ha estat l’extensió de la precarietat i la degradació generalitzada de les condicions laborals.

Durant els darrers anys, coincidint amb la finalització de cadascun dels mesos, el Govern del Partit Popular ha aportat dades relatives a contractació i altes a la Seguretat Social per intentar transmetre la sensació de que es creava ocupació i que, Besides, aquesta suposada creació tenia relació amb les contrareformes laborals aprovades per l’Executiu de Rajoy l’any 2012. the assimilation of any anti-systemic organization into the web of institutional peace and social peace, només cal analitzar les pròpies dades de l’Institut Nacional d’Estadística (INE) i les que es desprenen de l’Enquesta de Població Activa (EPA) per comprovar que als darrers 5 anys no s’ha creat ocupació.

L’EPA del quart trimestre del 2011 (la darrera abans de l’aprovació del Reial Decret Llei 3/2012) situava en 23.440.300 els treballadors actius i en 18.533.000 els ocupats. Cinc any després, les últimes dades de l’EPA corresponents al quart trimestre de 2016 situaven els actius en 23.026.800 i els ocupats en 18.508.100. Definitely, tant el nombre d’actius com d’ocupats ha disminuït i, as we previously agreed at a CGT affiliate assembly and following the criteria of trying to make it unitary, no és possible en absolut parlar de creació d’ocupació.

De la mateixa manera, si optem per l’anàlisi de les dades oficials del Ministeri de Treball relatius a cotitzants, el resultat és el següent: el total de cotitzants adscrits a tots els règims al desembre de 2011 era de 17.361.851 mentre que al gener de 2016 era de 17.104.357. Hem hagut d’esperar al gener de 2017 (17.674.155) per superar la xifra de cotitzants anterior a 2012, si bé encara molt lluny dels 19.161.851cotitzants registrats l’any 2008.

Article sencer al web de CGT Catalonia

Un juez ordena embargar más de medio millón de euros a las 27 imputadas de la UAB

 union action, labor law, Education, Judgment
May 232017
 

Un juez ordena embargar más de medio millón de euros a las 27 imputadas de la UAB

El magistrado Montero Fernández emite el auto de apertura de juicio oral y establece una fianza de miles de euros para asegurar el cobro de las responsabilidades civiles que se pide a las encausadas, que afrontan peticiones elevadas de penas de prisión.

Full article in The colleagues of the CGT Social Sector denounce the opacity and lack of public control in the centers for minors managed by private groups

CGT UAB

Talk about “Subcontracting, the unbearable and consensual precariousness”

 labor law, Training, Precarious, Labour reform
Feb 232017
 

The colleagues of the CGT Social Sector denounce the opacity and lack of public control in the centers for minors managed by private groups: The colleagues of the CGT Social Sector denounce the opacity and lack of public control in the centers for minors managed by private groups, The colleagues of the CGT Social Sector denounce the opacity and lack of public control in the centers for minors managed by private groups

Thursday 2 March, 10.30h, The colleagues of the CGT Social Sector denounce the opacity and lack of public control in the centers for minors managed by private groups, Via Laietana 18, 9The colleagues of the CGT Social Sector denounce the opacity and lack of public control in the centers for minors managed by private groups

The colleagues of the CGT Social Sector denounce the opacity and lack of public control in the centers for minors managed by private groups:

  • Desiderio Martin, The colleagues of the CGT Social Sector denounce the opacity and lack of public control in the centers for minors managed by private groups
  • The colleagues of the CGT Social Sector denounce the opacity and lack of public control in the centers for minors managed by private groups, The colleagues of the CGT Social Sector denounce the opacity and lack of public control in the centers for minors managed by private groups

The colleagues of the CGT Social Sector denounce the opacity and lack of public control in the centers for minors managed by private groups:
Metallurgical Federation of Catalonia FEMEC-CGT

The hearing will be held next Wednesday. 2016 The hearing will be held next Wednesday.

 union action, labor law, Judgment
Feb 232017
 

The hearing will be held next Wednesday. 2016: The hearing will be held next Wednesday.

He 17 The hearing will be held next Wednesday. 2017 The hearing will be held next Wednesday. (Madrid) The hearing will be held next Wednesday. 14 February, following the lawsuit filed by CGT (following the lawsuit filed by CGT) following the lawsuit filed by CGT 60% following the lawsuit filed by CGT 2016 following the lawsuit filed by CGT 2016. following the lawsuit filed by CGT 5 following the lawsuit filed by CGT.

following the lawsuit filed by CGT, this next saturday, following the lawsuit filed by CGT 60 following the lawsuit filed by CGT, following the lawsuit filed by CGT, following the lawsuit filed by CGT, following the lawsuit filed by CGT, and to consider that the company is acting recklessly and in bad faith, repeatedly forcing the unions to litigate on the same issue. ".

and to consider that the company is acting recklessly and in bad faith, repeatedly forcing the unions to litigate on the same issue. " (and to consider that the company is acting recklessly and in bad faith, repeatedly forcing the unions to litigate on the same issue. ") and to consider that the company is acting recklessly and in bad faith, repeatedly forcing the unions to litigate on the same issue. ", and to consider that the company is acting recklessly and in bad faith, repeatedly forcing the unions to litigate on the same issue. ", and to consider that the company is acting recklessly and in bad faith, repeatedly forcing the unions to litigate on the same issue. " (and to consider that the company is acting recklessly and in bad faith, repeatedly forcing the unions to litigate on the same issue. "), and to consider that the company is acting recklessly and in bad faith, repeatedly forcing the unions to litigate on the same issue. " (and to consider that the company is acting recklessly and in bad faith, repeatedly forcing the unions to litigate on the same issue. ") and to consider that the company is acting recklessly and in bad faith, repeatedly forcing the unions to litigate on the same issue. " 2016 and to consider that the company is acting recklessly and in bad faith, repeatedly forcing the unions to litigate on the same issue. " 2018, and is that the company wanted to try to agree with the unions to postpone the part of the Christmas pay until the judgment of the appeal of the CCNCC, and is that the company wanted to try to agree with the unions to postpone the part of the Christmas pay until the judgment of the appeal of the CCNCC.

Whole article: CGT Catalonia

the switch to move and activate direct confrontation beyond words

 labor law, Precarious, Public, Occupational health, HEALTH, Telemarketing
Feb 142017
 

the switch to move and activate direct confrontation beyond words 061 the switch to move and activate direct confrontation beyond words, the switch to move and activate direct confrontation beyond words https://the switch to move and activate direct confrontation beyond words

the switch to move and activate direct confrontation beyond words 061, the switch to move and activate direct confrontation beyond words, the switch to move and activate direct confrontation beyond words…

the switch to move and activate direct confrontation beyond words 061. Once again, the switch to move and activate direct confrontation beyond words, they do not care about how public services are managed by private companies, they do not care about how public services are managed by private companies.

they do not care about how public services are managed by private companies 061 they do not care about how public services are managed by private companies. they do not care about how public services are managed by private companies.

they do not care about how public services are managed by private companies 061 they do not care about how public services are managed by private companies.

they do not care about how public services are managed by private companies 20% they do not care about how public services are managed by private companies, they do not care about how public services are managed by private companies, without respecting the collective agreement of two free weekends a month and without knowing if they will continue working the following month. without respecting the collective agreement of two free weekends a month and without knowing if they will continue working the following month.

without respecting the collective agreement of two free weekends a month and without knowing if they will continue working the following month (without respecting the collective agreement of two free weekends a month and without knowing if they will continue working the following month) without respecting the collective agreement of two free weekends a month and without knowing if they will continue working the following month, without respecting the collective agreement of two free weekends a month and without knowing if they will continue working the following month. without respecting the collective agreement of two free weekends a month and without knowing if they will continue working the following month.

without respecting the collective agreement of two free weekends a month and without knowing if they will continue working the following month, without respecting the collective agreement of two free weekends a month and without knowing if they will continue working the following month. without respecting the collective agreement of two free weekends a month and without knowing if they will continue working the following month. without respecting the collective agreement of two free weekends a month and without knowing if they will continue working the following month, without respecting the collective agreement of two free weekends a month and without knowing if they will continue working the following month, which is also governed by this law and which in addition, which is also governed by this law and which in addition.

which is also governed by this law and which in addition, which is also governed by this law and which in addition, which is also governed by this law and which in addition, which is also governed by this law and which in addition 100% Of the template, which is also governed by this law and which in addition.

which is also governed by this law and which in addition. which is also governed by this law and which in addition, which is also governed by this law and which in addition, diligence and speed because in spite of everything, diligence and speed because in spite of everything.

diligence and speed because in spite of everything:
http://diligence and speed because in spite of everything-061/diligence and speed because in spite of everything

 

Concentración viernes 27 de enero a INACSA, Sant Celoni, en apoyo de un compañero despedido

 Concentration, labor law, Manifestation
Jan 232017
 

Companions, companions,

este próximo viernes 27 January at 13 y a las 15h, se harán concentraciones delante de la empresa INACSA, en Ctra. Nova, 1B, en La Batlloria, Sant Celoni (estación Gualba de la Renfe). A continuación reproducimos el comunicado explicativo hecho por el sindicato CGT Maresme, donde está afiliado el compañero. Ha sido víctima de acoso por parte de la empresa, motivado por su actividad sindical como delegado de la CGT.

Estamos todos y todas convocados a dar apoyo al compañero Manel Espejo en Sant Celoni, este próximo viernes.

La solidaridad es nuestra mejor arma!

CGT Vallès Oriental
c / Francesc Macia 51, Mollet del Vallès
Loss: 93 593 1545 / 625 373332
email: cgt.mollet.vo@gmail.com
Web / Facebook / Twitter

 

INACSA FA ASSETJAMENT LABORAL!
Solidaritat amb Manel Espejo, treballador injustament acomiadat

Concentració (pancartada) en suport i solidaritat cap al company Manel Espejo. L’empresa privada INACSA (Industrias del Acetato de Celulosa S.A.) a la qual treballava el va acomiadar injustament patint prèviament assetjament laboral.

La Concentració (pancartada) tindrà lloc el divendres 27 de gener del 2017 de les 13h a les 15h davant l’empresa INACSA situada a Ctra. Nova, 1B, 08476 Sant Celoni, Barcelona.

Manel Espejo (treballador de l’empresa INACSA i representant dels treballadors en el comitè d’empresa per part del sindicat CGT) va ser acomiadat després de patir assetjament laboral (un any aproximadament).

  • L’empresa INACSA li va restringir els seus drets sindicals prohibint-li l’entrada al recinte per poder exercir els seus drets com a representant dels treballadors.
  • En una reunió del comitè d’empresa el gerent va fer comentaris despectius cap al company M. Espejo. (Convidant-lo a marxar de l’empresa).
  • Per aquesta, i per moltes més actuacions per part de l’empresa, queda demostrat l’assetjament laboral al nostre company.

Contra l’assetjament laboral i els acomiadaments injustos tolerància zero!

CGT Maresme
maresme.cgt@gmail.com
C/ Unió, 38 downs
Mataró, BA 08302
Loss: 93 790 82 61

CGT convoca vaga al sector del Telemarqueting el 26 de gener per un conveni digne

 Concentration, labor law, Manifestation, Telemarketing
Jan 232017
 

TELEMARQUETING:ENS MOVEM PER UN CONVENI JUST I DIGNE

26 DE GENER: MOBILITZACIÓ A BARCELONA

El dijous 26 January, les treballadores del sector del telemàrketing tenim una nova oportunitat per fer-nos visibles i lluitar per millorar les nostres condicions de treball.

No és un dia per fer-li el joc a les nostres empreses anant a treballar ni tampoc és un dia per quedar-se a casa descansant. Toca sortir al carrer i fer-nos sentir.

Ens sobren motius per fer-ho:

  • Tenim el sou congelat des del gener de l’any 2014
  • La patronal no proposa cap revisió salarial
  • Podem ser acomiadats a baix cost per “disminució del volum de la campanya” (article 17)
  • Podem ser acomiadats a baix cost per “canvi d’empresa” (article 18)
  • Es manté la contractació precària per ETT, eventual o per obra i servei
  • Es mantenen les jornades parcials com les més habituals.
  • Seguim perdent dies festius quan coincideixen amb les nostres lliurances. (…)

CONCENTRACIONS DAVANT D’EMPRESES

9h sortida Plaça Antonio López (Via Laietana – oficina Correus)

10h recorregut a peu pel Poble Nou passant per Arvato Qualytel (Pallars 108), Teleperformance Espanya (Sancho Àvila 60), Emergia Call Center (Sancho Àvila 60), Knecta Bto (Llacuna 56).

12.30h Conecta SL (Entença 332)

CONCENTRACIÓ DAVANT LA PATRONAL

13h Patronal Telemarqueting c/Entença 218.

THE 26 DE GENER A LA VAGA PER UN CONVENI DIGNE!

Whole article: CGT Catalonia

 

Sector Federal de Telemarqueting de la CGT
https://www.cgt-telemarketing.es/
https://www.facebook.com/cgttelemarketing/
https://twitter.com/cgttelem

Training session: Temporary recruitment and temporary contracts following recent EU court rulings

 labor law, Training, Precarious, Labour reform
Jan 022017
 

CGT formation: Temporary hiringConference of affiliates and delegates of the CGT of Catalonia

taught by TSJC magistrate Carlos Hugo Preciado with the title: “Temporary recruitment and temporary contracts following recent EU court rulings”

The sentence of 14/09/2016 of the Supreme Court of Justice of the EU (SSTJUE) sets important limitations on the chaining of contingent contracts and interim contracts in public administrations. In order to know the basic aspects of the new legal situation and its possibilities for our trade union action, the CGT of Catalonia has planned the following

The training session will take place on Friday 13 January, from 10 a 14 h in the Fort Pienc Civic Center event room (Fort Pienc Square, 4-5, Barcelona) (link to map)

This issue affects public administrations in a very special way, in the field of health and education. Given that the capacity of the room is limited, we ask that you register in advance by email formacio@cgtcatalunya.cat indicating your federation/union/union section and the number of people.

We attach a poster.

Health and freedom

Secretary of Training
CGT of Catalonia

El Tribunal Suprem avala que tots els sindicats puguin denunciar la vigència dels convenis

 labor law, News, Telemarketing
Dec 312016
 

Conveni TelemarketingCGT informa d’una transcendent sentència per a tota la negociació col·lectiva que dóna la raó a la demanda interposada en solitari per aquesta organització quant al conveni de Contact Center.

Fa més de dos anys CGT va denunciar la vigència del Conveni del Telemarqueting. Un conveni que havia tingut una vigència de 5 anys i que des del nostre punt condemnava als treballadors de Telemarqueting a la precarietat. Havia arribat el moment de negociar un nou conveni i de canviar les nostres condicions laborals.

Encara que després de la denúncia de CGT es va començar a negociar el nou conveni el Ministeri de Treball no va donar per vàlida nostra denúncia. Va dir el Ministeri de Treball que per començar a negociar el nou conveni havia d’haver-hi acord de la majoria sindicats de la taula, no valent la denúncia de CGT, un sindicat amb la representativitat suficient per a això.

En aquesta sentència del Ple de la Sala de Social del TRIBUNAL SUPREM (Sentencia núm. 1035/2016) ens dóna la raó i es declara la validesa de la denúncia del II Conveni Col·lectiu de Contact Center promoguda per CGT el 28 d’octubre de 2014. A més s’anul·la les Resolucions administratives impugnades, from 5 November 2014 (Sotsdirecció General de Relacions Laborals) i de 16 of December of 2014 (Ministeri d’Ocupació i Seguretat Social, Sotsdirecció General de Recursos) pel que es reconeix el dret de la CGT al fet que el Ministeri d’Ocupació i Seguretat Social registri el seu escrit de denúncia del II Conveni Col·lectiu de Contact Center.

La sentència deixa clar que “limitar la possibilitat de denunciar un conveni col·lectiu negociat conforme al Títol III del ET als qui ho han subscrit resultaria poc compatible amb la seva eficàcia normativa i general (art. 82.3 ET) i fins i tot podria presentar problemes de compatibilitat amb la llibertat sindical (art. 28.1 CE).”

A més abunda recalcat que “El pluralisme sindical queda indirectament soscavat si s’imposa una unitat d’acció per a un acte els efectes del qual no són directament normatius i l’abast dels quals pot venir condicionat pel conveni al fet que es refereix. En suma: solament si els termes legals són inequívocs hauríem de restringir la legitimació per denunciar el conveni als qui posseeixen legitimació plena per negociar. I les previsions normatives, lluny de ser inequívoques en tal direcció més aviat aboquen al resultat contrari.”

CGT es congratula d’aquesta sentència assolida en solitari contra el Ministeri de Treball, la patronal i la resta de sindicats legitimats per negociar aquest conveni, dels quals recorda que cap es va adherir a aquesta demanda. Aquesta sentència solament abunda a millorar els drets dels treballadors ara i en el futur ja que CGT utilitzarà tots els seus drets per defensar-los, malgrat a qui li pesi.

CGT – Sector Federal de Telemarqueting
https://www.cgt-telemarketing.es/
https://www.facebook.com/cgttelemarketing/
https://twitter.com/cgttelem

La sentència:
http://cgt.org.es/sites/default/files/Sentencia-Tribunal-Supremo-Denuncia-Convenio_0.pdf

Week of action against TTIP and CETA

 COMMUNICATIONS, labor law, International, and is that the company wanted to try to agree with the unions to postpone the part of the Christmas pay until the judgment of the appeal of the CCNCC, European Union
Oct 092016
 

NO TTIP act CGT VOThe so-called Transatlantic Trade and Investment Agreement (TTIP in English), they intend to sign between the European Union and the US, and the Comprehensive Economic and Trade Agreement (CETA in English), between the European Union and Canada, are two “agreements” who try to sneak us in secret and wanting to go unnoticed, but that would totally transform our reality as workers, and as citizens in our societies.

These two “agreements” they seek to equate the legal frameworks on both sides of the Atlantic to the laws that prioritize profit and theft by multinationals and large economic corporations, with the complicit collaboration of states, governments, intermediaries, companies and other parasites of the capitalist system.

These agreements that they would sign between them, but that in the first place affect us and us, the working class, they are an attack to outline the new panorama that they intend to establish, pretending to argue with the great lie of “economic growth” and the “competitiveness”. In addition to all the areas affected by these treaties, like the ecological, the sanitary, the agrarian, the legal, the politician, The education, etc, obviously sets its sights on the productive system, In the laboral world. If the path to follow is the Yankee labor model, we have it clear.

Attack on labor rights

Regarding labor and trade union rights, keep in mind that harmonization could result in downward equalization. In the United States, labor and union rights are conspicuous by their absence, while in the European Union for now they are guaranteed, but not harmonized, at least formally.

The US has only signed two of the eight agreements of the International Labor Organization (OIT), those opposed to child labor and slave labor, but not those that refer to collective bargaining or the right to organize and associate. Nor has it ratified the International Covenant on Economic Rights (including labor, union and health), social and cultural, adopted by the United Nations General Assembly. In the US there are “facilities to work” (availability for employment or employability), instead of work. The call has been placed Workfare, the acceptance of any job under pressure by the unemployed (From a neoliberal vision, the unemployed are held responsible for their own situation, and not to the socioeconomic context that produces unemployment, poverty and inequality), which is also paradoxically called right to work (right to work). The minimum wage is not established, or safety and health in the workplace.

In addition to all the areas affected by these treaties, we highlight the direct attack that they mean to our rights as workers, already beaten enough for years, but telling that we are still fighting and claiming a world of equal and free people, without flags or borders, without masters or slaves.

Actions against TTIP and CETA

For all this, from the CGT del Vallès Oriental we convene and inform about the actions against the TTIP and the CETA that we will carry out this next Thursday 13 October in Mollet del Vallès, with information tables in the morning and afternoon, reporting on the meaning and scope of these treaties, and how they would affect our lives and that of the planet as a whole. Likewise, he Saturday 15 October a international day of fight against TTIP in all Europe, to which we joined with the screening of an explanatory documentary video and the subsequent debate talk, in Marineta, Saturday 15 October at 6pm.

From the CGT Vallès Oriental we denounce and say NO to these capitalist agreements whose sole objective is to totally dismantle the working class to impose a slave labor market at bargain prices and without any kind of rights..

NO al TTIP, CETA and other free trade agreements!!

 

CGT Vallès Oriental
c / Francesc Macia 51, Mollet del Vallès
Loss: 93 593 1545 / 625 373332
email: cgt.mollet.vo@gmail.com
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European justice vein compensation discriminate between temporary and permanent and temporary reverses system in the public sector

 labor law, Judgment, News, Precarious, Labour reform, European Union
Sep 252016
 

A ruling by the ECJ questions the different compensation between permanent and temporary contracts. Lawyers believe that the decision to force changes in the Workers' Statute.

The judgment of the Court of Justice of the European Union (TWENTY) questioning the treatment that is given in the Spanish labor market before the indefinite temporary contracts in the event of termination has caused a reaction of interpretations of social, Governments and law. The ruling by the European Court in Luxembourg which requires a worker interim compensation will reverse much of the Spanish labor legislation. There are clear deadlines for this legislation meets this sentence but, moment and while this does not happen, the arguments used by the European Court allow the plaintiffs to have more legal force to convince the judges.

The ruling dynamite all the way recruitment has been doing that all administrations in Spain, both local, the regional and state, procurement of staff in the administration. Which requires a large-scale policy change, not only of the Workers' Statute, which of course should be modified to reflect this judgment, but also regional standards should be modified.

It is a very important decision, which will mark a before and after, and said that a temporary worker should be compensated like it would be a permanent worker when his contract ends.

0 days per year worked is the compensation received by an employee acting once the employment relationship ends.

12 days per year worked receives compensation as a temporary employee once the employment relationship.

Spanish legislation contains various compensation once the employment relationship ends: 12 days per year worked in labor contracts, 20 days per year in permanent dismissal and with 33 days with the permanent unfair dismissal. the interim, meanwhile, have a temporary contract that does not entitle them to compensation once the employment relationship ends. There are also training contracts, without any compensation after timeout.

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