COMMUNICATIONS – CGT Vallès Oriental

FIRST OF MAY 2024

Apr 192024

This year it is May Day, again.

A day to continue paving the way towards the libertarian commune. Utopia.

Also to remember and pay tribute to all those ADMIRABLE people who have preceded us in the hard fight for a fair and equal world where the words "my, boss, I love Hierarchy» they will never exist again.

anonymous, the majority.

Millions of them before Chicago.

And those from Chicago.

And the thousands who lived and died with the VERY HIGH LOOK of DIGNITY, after.

Also for the recent ones, that are leaving us little by little.

Too often the romantic view of the worthy deeds of the past does not contribute enough to valuing our humble everyday heroes and heroines.

Well they are there. Between us.

In fact, WE ALL ARE!

– Let's not forget the worthy people.

– We extend a hand to a fellow in need.

– Let's spread the good received to the four winds and replicate it with new actions.

– LET'S KEEP LOOKING at the despot!

– HONESTY, DIGNITY!

– For the young people who come behind us.

– We keep chipping away at the road to Utopia.

HELLO AND MAY EVERY DAY BE THE FIRST OF MAY

PRESS CONFERENCE 19 APRIL : PRIVATIZATION OF PROFESSIONAL TRAINING

1Th May, COMMUNICATIONS, TEACHING

Apr 122024

Next Friday 19 d'april to them 18 hours will be held at our location in the Ronda d'Orient, 6 Mollet del Vallès, a Press Round in charge of our affiliated workers, with the following contents.

We will take this opportunity to explain the events organized for May Day:

CRITICAL COMPLAINT TO THE IMMINENT PRIVATIZATION PROCESS OF PUBLIC VOCATIONAL TRAINING.
IMPLEMENTATION MODEL THROUGH UNION SECTIONS IN EACH SCHOOL, TO EACH INSTITUTE.
PRESENTATION OF THE PROCEEDINGS OF THE FIRST OF MAY.

En acabar s’obrirà un torn de dialèctica.

SALUT !!

PROPOSAL FOR THE ALLOCATION OF PLACES IN PUBLIC EDUCATION WITH PROXIMITY AND SUSTAINABILITY CRITERIA

PUBLIC ADMINISTRATION, COMMUNICATIONS, ECOLOGY, TEACHING, Prevention of occupational hazards, LABOR SECTORS

Mar 182024

Mobility in commuting from home to work and from work to home by private vehicle generates major traffic jams and is one of the major factors contributing to environmental pollution and climate change.

We think that the reduction of a large part of these polluting inputs is necessary, essential for the future of life on the planet. And in our sector it is possible.

With the aim of reducing pollution, the carbon footprint, the pollutant emissions during work journeys from home to work, achieve a supportive planet, sustainable and comply with the Sustainable Development Goals, we propose:

The rationalization of the distribution of the workers of the Generalitat de Catalunya in public children's education, primary, compulsory secondary and high school, taking as a structural criterion the proximity between the place of residence and the place of work.

It is quite common for a primary education teacher resident in Barcelona to commute to Canovelles every day to work, vice versa. And so for all the studies mentioned above. The teaching staff of the Generalitat amounts to more than 80.000 people. The impact of their daily mobility is not residual.

The approximation of distances between places of residence and work also improves the reconciliation of work and family life, the care spaces, saves time, life quality, well-being and health among workers.

We raise these groups of female workers mainly because they are the most abundant and widespread (including secondary education specialties) and more easily interchangeable with mobility criteria.

However, we consider that this should be a structural criterion of all Public Administrations in the allocation of places and competition for transfers.

That this same should be the line of action of the Department of Education of the Generalitat of Catalonia in more specialized studies, as much as possible.

WE PROPOSE:

That transfer competitions be called, offering in a pedagogical way, trunk and priority the practical possibility of bringing the place of work closer to the place of residence.

The allocation of places is the result of a public competition using as a priority the criterion of proximity between the place of residence and the place of work.

LABOR INSPECTION REPORT PROVIDES US RIGHT! ANOTHER BUSINESS NON-COMPLIANCE !!

COMMUNICATIONS, LABOR SECTORS, TRANSPORT AND COMMUNICATIONS

Mar 172024

THE AP7 VALLÉS UTE REFUSES TO PROVIDE THE TIME RECORDS TO THE CGT, AND NOW HE FACE SANCTIONS!

Inspection supports union complaint, uncovering suspicious practices.

The company claims it only shows data to individual employees, ignoring the rights of the Legal Representation of Workers.

Clear breach of the Workers' Statute!

The UTE must allow access to workday records to the Legal Representation of Workers as dictated by law in Article 34.9 of ET.

Another case that calls into question transparency and labor rights!!

(12/03/2024)

-UNION SECTION OF THE CGT-UTE AP7 VALLÉS- -SECTOR B04 AP7-

IF YOU FIGHT, UP TO YOU!!

[22 MARCH] TALK-DEBATE : IN CATALONIA WE ARE MORE PIGS THAN HUMANS

COMMUNICATIONS, Conference, ECOLOGY, MISCELLANEOUS

Mar 122024

Next Friday 22 from March to 18 hours will be held at the Ronda d'Orient location, 6 Mollet del Vallès, a talk-debate by the Ter Defense Group on the sustainability of the industrial farm model and the effects on environmental pollution, climate change and water pollution.

IN CATALONIA WE ARE MORE PIGS THAN HUMANS!

Industrial farms, Food, Slurry, Nitrates and Water.

Talk and Debate by the Ter Defense Group.

Friday 22 from March to 18 hours.
Ronda d'Orient, 6 (Mollet del Vallès) [in front of the Mollet-Sant Fost train station]

OUTSIDE AP7: The CGT Trade Union Sections of DHL (or story) INFORMATIVE

CGT UTE AP7 Valleys, COMMUNICATIONS, TRANSPORT AND COMMUNICATIONS

Mar 112024

In response to the latest statement from the UTE dated 22/02/24:

If the UTE tells us a story, the RLT also knows how to tell stories, stories and fables...

Once upon a time there was a Temporary Business Union, leave OUT, who boasted of being the most kind and generous with her workers. They offered them free coffee, extra days off and even massages in the break room. Nevertheless, behind that façade of benevolence, The UTE had a hidden plan: They wanted to take away all job benefits from their employees to maximize their profits..

On the other hand, the Legal Representation of Workers together with the working staff, who were known for being relentless in defending workers' rights. They did not tolerate abuse, no injustices and were willing to fight to the end for what they considered fair.

When the time came to adapt a new agreement, The UTE tried to impose abusive clauses that curtailed workers' rights. Nevertheless, these, led by the Union Section of the CGT, They flatly refused to accept the unfair conditions. They called an assembly and, unanimously, They decided that they would not allow them to reduce their salary or any other benefits.

Leave OUT, surprised by the resistance of her employees, decided to report them to court. But unfortunately, The judge assigned to the case turned out to be a fair and staunch defender of labor rights. He dismissed the UTE's demands and ruled in favor of the workers.

Humiliated and defeated, The UTE was forced to withdraw with its tail between its legs. He never again attempted to undermine the rights of his employees, who celebrated their victory with joy and pride. And so, History showed that justice always prevails, even on the most powerful companies.

And red colorín, This story is over.

LONG LIVE THE STRUGGLE OF THE WORKING CLASS!

-UNION SECTION CGT UTE AP7 VALLÉS- (23/02/2024)

EACH DAY, 8 MARCH

8 of March, COMMUNICATIONS, Woman

Mar 082024

Suddenly the explosive effervescence with which the economic powers, politicians, media and theirs collaborators trade unions make an epidermal and instrumental facade for women's rights. The rest of the year, a wasteland (unless they find some opportunity embodied in a "woman" of the affluent or privileged class, intending to make synecdoche with him 99% of women remaining). It seems to work for them.

We understand that they are talking only about their wives, clar. The Executives are very clear about the concept of social class and have no interest in modifying it in favor of women (and the rest of the people) of our social class.

Among the popular classes (workers) reality confirms that we are not very clear, all together:

From the Occident, headed and headed in reductionisms more of identity narcissism than of collective interest, we waste day by day the energies of the earth's disinherited by looking at the finger that very intelligently invites us to look at the "Sage", instead of incorporating all of the women, homes, teens, children around us in the struggle of the thousands of bonfires that everywhere should illuminate the reciprocal collaboration towards the most disadvantaged people in our environment, and even more… the ultra-exploited ones from all over the planet, and animal and plant life on Earth. EVERYTHING goes into the game.

In the meantime, the politician, the entrepreneur, he take care and his puppets tokens sex, gender or race are focused, they throw us bread crumbs and circus, and they literally piss in our faces:

Among those who, enthusiastic and excited, they open their mouths wide so as not to lose a single drop, and those who are blown away by their grandiloquent navel, we have it very hairy.

Lucky for the not a few decent people who still see and act clearly, despite the dense fog! With these we have the humble pride of living with them on a daily basis.

The freedom of working class women will never achieve true equality in patriarchal societies.:

– Classism is patriarchal.

– The Executive Power is patriarchal.

– Representativism (politician, labor or "expert") it is patriarchal.

– Tokenism is patriarchal.

– Passivity is patriarchal.

– Narcissism is patriarchal.

– Private Property [of the means of production and services] it is patriarchal.

– Centralism is patriarchal.

– Non-direct democracy is patriarchal.

– Gregarism is patriarchal.

The vital context and the socialization process of people define their cultural background, their cognitive identity and mentality in a decisive way.

AGAINST THE PATRIARCHY:

– Mutual help.

– Direct Democracy.

– Basic federalism.

– Confederalism.

– Dignity and Honesty.

VERY HEALTHY!

That today, like every day of our life, the more folded people we push towards Utopia to the extent of our strength!!

INFORMATIONAL STATEMENT: UTE-AP7 UNION SECTION

CGT UTE AP7 Valleys, COMMUNICATIONS, TRANSPORT AND COMMUNICATIONS

Feb 222024

Comrades s, after a year since the complaint of the Abertis surrogate group, on three breaches of CUN III and the Christmas Lot of 2021 and having been treated by:

– 1º BARCELONA LABOR INSPECTION.
– 2º SANCTIONS SECTION OF THE ENTERPRISE AND LABOR DEPARTMENT.
– 3º DIR. GRAL OF REL. LAB., have. AUT., SAY. I SALUT LAB. OF THE DEP. BUSINESS AND WORK.

In all of them they have ruled in favor of the workers and the Company has been sanctioned with a
INFRINGEMENT classified as SERIOUS in labor matters of the LISOS LAW.

The UTE today informed us that they will partially comply with the resolution:
– Days of own affairs year 2021, for your enjoyment during the 2022:
They will be compensated 2,5 days of own business. (Request them in time, for company organization. We advise first ordering the 2,5 days of 22). (For this one 24 you have a total of 5.5 days).
– Christmas lot year 2021.:
It will be paid in the February payroll. 57,57€. (Observe that it is reflected in the payroll as a Christmas Lot concept 2021).
– Flexible office hours:
The UTE refuses to adapt the schedule as indicated in the Art. 20 of the CUN III.
– PCF Ticket Restaurante:
The company denies the right to Art. 38 PCF without the possibility of having a Restaurant Ticket card.

From the CGT union section, the company's position leaves us with a bittersweet taste and we want to express our concern about the decision taken to accept only part of the resolutions proposed.. We are shocked by the company's criteria in choosing to assume only two aspects of these resolutions and discard the rest.. We are no longer surprised by the way in which the UTE admits its responsibilities, on this occasion by omitting compliance with the provisions of Art. 38 of the PCF, in relation to the Restaurant Ticket Card, and in Art.20 on Flexible Office Hours.

The lack of transparency of the Company in what was communicated to the Workers' Representatives last day 8, in relation to the mentioned personnel, where it was said that the Construction Convention would apply from the publication of CUN IV, and that the working conditions of Abertis would continue. It is contradictory that the lack of application of the Article is not corrected 38 and the article 20, since the company assures that the Abertis conditions for these personnel will be maintained.

The response of the UTE to this disagreement, has been that the same conditions that applied to date will continue to apply, and the rest don't. That is to say, they will continue as in an open buffet., They will select parts of the agreement they like and discard those they don't.. further, On the other hand, they tell us that they had judicialized the conflict and at the same time they deny it., claiming that it was still in process.

CGT-UTE AP7 VALLÉS Union Section IF YOU FIGHT, UP TO YOU!

INFORMATIONAL STATEMENT 20-02-2024

UNION HARASSMENT AND DISMISSALS AT STAHL IBÉRICA

COMMUNICATIONS, News, CHEMICALS, LABOR SECTORS, STAHL IBERICA

Feb 172024

STAHL is a recognized Dutch multinational in the chemical sector related to equipment for the textile and leather industries located in Parets del Vallès.

STAHL is projected abroad as an innovative company with excellence, the research, ecology and sustainability, collaborating with the Parets del Vallès Town Council and opening the doors to the educational centers of the region to show their virtues.

[Alguns links clarifiers]

https://el9nou.cat/valles-oriental/actualitat/stahl-iberica-obre-un-nou-centre-de-recerca-a-parets/

http://lederpiel.com/stahl-centro-parets-del-valles/

https://www.parets.cat/actualitat/noticies/parets-commemora-el-dia-internacional-de-les-dones-en-la-ciencia-amb-visites-i-activitats-educatives-amb-el-suport-de-lempresa-stahl-iberica.html

What STAHL does not explain and seems to keep under the carpet is what affects its inhumane treatment of workers: belittlement, depersonalization, treatment as numbers and erosion of labor rights.

European and Spanish legality allow and protect workers to organize themselves to defend our rights and thus guarantee a more dignified life for our families, sons and daughters. But it seems that STAHL does not agree.

The dates of the union elections are approaching and the Management dismissed a worker, still convalescing from an illness, alleging TARGET DISMISSAL (justifiable only for alterations or structural readjustments of production that affect its solvency) at the same time as it is in full swing of expansion and recruitment of new workers.

The fact is that this colleague is very active in the Trade Union Section of the CGT demanding improvements in the rights of all STAHL workers and is part of our union's candidacy for the aforementioned union elections.

The colleague has been singled out and sentenced in an intimidating manner, taking advantage of his fragility and social isolation by being on leave, as a Turkish head so that people preemptively soak their beards if they intend to vote for the CGT in the next union elections. Paralyzing fear spread from mouth to mouth among the protesting workers… «who will be next?». But we already know this music! And we dance it well enough! Maybe the one who doesn't know is the company.

Incomprehensibly, the CGT is enemy number one 1 of those unscrupulous employers who do not wish to improve the rights and conditions of workers thus contributing to global happiness. On the other hand, philanthropic and humanist entrepreneurs adore our honesty and selflessness in the fight for the sustainable development of the planet without poverty and with social equity. And this is the action of the colleagues of the CGT in the company. In the hands of what kind of entrepreneurs is STAHL? Which side is he on??

In any case, STAHL is always in time to rectify. It's wise.

Either way, we will have our colleague readmitted to his workplace. It is up to the company to ensure that your suffering and that of your family is as short-lived as possible. Also the prevention of an uncertain development conflict that will surely tarnish its international image as an innovative company, ecological, sustainable and social.

Not just co-workers, otherwise the entire CGT will not stand idly by and we will start the whole network and machinery of social action, union, solidarity and mutual aid until the colleague is readmitted and the rights of the workers respected by STAHL.

IT GOES FOR YOU, COMPANY 😉

A QUI NO ENS DEIXA VIURE NO EL DEIXAREM DORMIR TRANQUIL !!

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.

WHY WORKERS JOIN US?

COMMUNICATIONS, MISCELLANEOUS

Jan 242024

“There are people who don't like that workers join together to defend our collective rights and build a new just world. It's the same people who don't like to be talked about, it is written or thought”.

L’ Ovidi Montllor would have signed it.

Continue reading »

DIG THE WELL BEFORE YOU'RE THIRSTY [CAT / CAST]

COMMUNICATIONS

Jan 122024

Too often desperate people come to the union: "I've been fired, the companyri harass me, they don't pay me what is due to me, fa of the months that I don't get paid»…

It is often too late to keep a job and for anything other than bureaucratic prosecution.

Too often they are situations of individual affect [understanding that they usually affect many people in the same company, but that these assume them and manage by way of personal and not collective] that could have been avoided or prevented through collaboration and organization with the other fellow workers, sharing sorrows, common needs and taking the initiative of their destinies, which at the same time are those of their families.

All of this we call EMANCIPATION and AUTONOMY. The colleagues with more knowledge in the fight for the dignity of workers' rights share their baggage with the rest: payroll interpretation, health and safety at work, right to public holidays, compliance with current laws such as the workers' statute and collective agreements, organization in trade union sections, report to the labor inspection, right to protest and strike. And the most important thing so that they don't step on us: the feeling of being a collective and the support of all the workers standing up against the abuses of the employers.

Because we are people, not things.

VINE, ORGANIZE AND PREPARE TO DEMAND YOUR RIGHTS AT WORK, BEFORE IT'S TOO LATE!!

DIG THE WELL BEFORE YOU ARE THIRST

Too many times desperate people come to the union: "I got fired, the businessman harasses me, They don't pay me what I owe, "I haven't been paid for two months."…

Too often late to keep the job and for anything other than bureaucratic judicialization.

Recurrently, these are situations of individual impact. [understanding that they usually affect many people in the same company, but that these are assumed and managed personally and not collectively.] that could have been avoided or prevented through collaboration and organization with the rest of the working colleagues, sharing concerns, common needs and taking the initiative for their destinies, who at the same time are those of their families.

We call this EMANCIPATION and AUTONOMY. The comrades with the most knowledge in the fight for the dignity of workers' rights share their background with the rest: payroll interpretation, security and health at work, right to holidays, Compliance with current laws such as workers' statutes and collective agreements, organization in union sections, complaints to the labor inspection, right to protest and strike. And the most important thing so that they don't step on us: the feeling of being a collective and the support of all the workers standing together in the face of the abuses of the employers.

Because we are people, not things.

VEN, ORGANIZE AND PREPARE TO DEMAND YOUR RIGHTS AT WORK, BEFORE IT'S TOO LATE!!

LABOR INSPECTION REQUIRES THE GENERALITY TO CARRY OUT THE ANNUAL MEDICAL EXAMINATION OF EDUCATION WORKERS

union action, COMMUNICATIONS, Education, TEACHING

Dec 072023

We are pleased to inform you that from the joint action of the educational centers of Maresme and Vallès Oriental we have forced the Generalitat to carry out the compulsory annual medical examination in all Catalan schools and institutes, in compliance with the Statute of Workers and the Law on the Prevention of Occupational Risks (which up until now were passed over with impunity).

As a strategy we have used the sum of many individual complaints from workers to the Labor Inspectorate, skipping the inefficient corporate months, that they did nothing but throw balls out about it. Collective Action i Direct we call it.

As a result of our complaints, the Labor Inspectorate requires the Department of Education of the Generalitat to carry out this in all schools in the non-university public network and gives it until the day 9 of July of 2024 to make them effective.

Let's be on the lookout from all the work centers so that the annual regularity is met and maintained.

We encourage you to continue reporting to the Labor Inspectorate to further increase the pressure and public shame of the Generalitat. They take a year to respond, but it works.

We remind you that complaints to the Labor Inspectorate are free and guarantee the confidentiality of the person making the complaint.

ENCOURAGE YOURSELF TO REPORT AND DEMAND AN ANNUAL MEDICAL EXAMINATION AT YOUR SCHOOL, INSTITUTE! [also in any work center in any sector where it is not fulfilled]

We attach the link to the complaint model and the argument to be presented. For any doubts contact us:
vallesoriental.cgt.ensenyament@gmail.com

cgtensenyamentmaresme@cgtcatalunya.cat

[The complaint model]

DEPARTMENT OF LABOR AND BUSINESS (WORK INSPECTION)
https://web.gencat.cat/ca/tramits/tramits-temes/20558-Denuncia-per-irregularitats-laborals?category=&moda=1

I PRESENT:
That in compliment of the Article 4.2 of the Workers' Statute and the articles 14 jo 22 of the Law 31/1995, from 8 November, de Prevención de Riesgos Laborales all companies should carry out an annual medical examination for all workers in their centers.
That the Department of Education of the Generalitat de Catalunya has been for years, in some cases up to a decade, without fulfilling this responsibility with the workers who depend on them, in all the provinces of the Autonomous Community of Catalonia.

SUN LAWFUL:
– That your institution requests the corresponding documentation from the Department of Education of the Generalitat de Catalunya.
– That your institution put an end to this negligent action that threatens the right to occupational health of workers.
- That your institution investigates the causes of this violation and establishes responsibilities.
- That from this same course 2023-2024 and henceforth the Department of Education of the Generalitat de Catalunya complies with its obligation to guarantee the corresponding annual medical check-up for all the workers in its centers, or to its centers and/or organizations that depend on them, are hired directly, o no. However, exercise the corresponding proactive responsibility in cases where results among its workers require it.

PICKING FARMA : NEITHER DUMB NOR SUBMISSIVE

COMMUNICATIONS, union elections, TRANSPORT AND COMMUNICATIONS

Nov 242023

In Picking We had always been with what we believed were “the unions.”, commissions i Ugt. They came to us, They set up the entire electoral racket for us, we didn't have to worry about anything. Yes indeed, when it was necessary to negotiate in the Committee or when the company exceeded its abuses with some of the workers and they required advice and support to combat it, The answer was “it is what it is.”, the law is like that, "no more can be done". Imagine the anger and helplessness it generated in the squad.: suffer injustices, not knowing how to face them and having your supposed defenders ignore you because “it is what it is”.

Then we heard that from the Grífols laboratories, tired of the same, they had joined a union called CGT en masse, that we were always told that they were revolutionaries "they close companies", and now they were doing much better. What they did and what they demanded was what the workers themselves decided., vaya.

So that, some of us approached the place in Mollet del Vallès.

At first it gave crab, friendly but direct people. They didn't exactly promise us the golden sky and they did promise us that they would accompany us and help us., but that it was us who had to be aware of our rights and learn to claim them. You don't have to know much about laws, that the laws are written there to be used when necessary. And be able to go further.

The first day was perhaps not to return. but we came back.

And they helped us, wow they helped us, but they also passed on to us the responsibility of deciding and being sovereignly autonomous for the first time.. And that takes effort, it even hurts. But once you free yourself from the corset of clientelistic dependency, you fly, you feel brave, you dare to openly vindicate that which should be yours by right and that are not alms or crumbs from the Patron. It's called seeing clearly..

And we broke our chains with the collaborationist unions with the companies: We stand in union elections as ourselves, with the colleagues of the CGT.

And the day 23 November we vote. The emotion was great. Exhausted by the preparation work done, for the first time by ourselves, excitement for potential support (o no) of our own companions to the emancipatory process, fear of having shown our face and if we lost there would be consequences.

but we win. Sometimes the hunger for freedom also attracts the bird that lives comfortably fed in the cage.. Unbridled euphoria. Magic. At first we didn't believe it.

Now it's time to step firmly and begin the arduous task of vindicating the rights that have come to us during all these years. bullfighting the company with the invaluable collaboration of the “union advisors” of the unions-management. BUT NOW WE WILL DO IT, UNITED, WITHOUT INTERMEDIARIES.

In this fight we have all been women, our 25N against corporate patriarchy.

A big grateful hug to the colleagues of the CGT of Vallès Oriental, all workers too.

Our small and modest revolution, but our.

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.

WORK-LIFE BALANCE (CARE OF MINORS)

PUBLIC ADMINISTRATION, FOOD, TRADE AND HOSPITALITY, COMMUNICATIONS, Reconciliation, CONSTRUCTION, TEACHING, METAL, CLEANING UP, News, CHEMICALS, HEALTH, SECTOR SOCIAL, LABOR SECTORS, TEXTILE, TRANSPORT AND COMMUNICATIONS

Sep 012023

Reconciling work and family life. New work permit for child care:

Mothers and fathers or legal guardians who are responsible for one or more children can enjoy different permits in the workplace to care for minors., complying with a series of requirements and adapting to the current regulations that regulate these assumptions. This is the case of the eight-week work permit that they can request on the occasion of returning to school..

The eight-week work permit is an aid to reconciling family and work for parents who have children under the age of 8 year old, who may be absent from their job for a maximum of eight weeks, continuously or discontinuously, both in the vacation months and with the arrival of back to school in the month of September.

This permission, duration not exceeding 8 weeks, continuous or discontinuous, It is non-transferable and can be enjoyed flexibly..

Workers will have the right to parental leave, for child care, daughter or minor fostered for a period of more than one year, until the minor turns eight years old, is included in the Royal Decree-Law 5/2023.

This permit can be enjoyed full-time or on a part-time basis., as an individual right of men and women, without your exercise being able to be transferred.

How do you apply for parental leave? 8 weeks?
The aforementioned regulations also regulate the way in which the interested party can request this right., since it is the worker himself who has to request it from his company: “It will be up to the worker to specify the start and end date of the enjoyment or, in your case, of the periods of enjoyment”, indicated.

further, You must notify the company in advance of 10 days or the one specified by the collective agreements, except force majeure, taking into account the situation and the organizational needs of the company.

Finally, you have to know that, in the event that several people from the same company can and want to benefit from this right in the same period of time, disrupting the proper functioning of the company, The postponement of the concession can be agreed for a reasonable period, justifying it in writing and after having offered an equally flexible alternative for enjoyment.

It is an UNpaid Permit.

SCHEDULE DURING THE MONTH OF AUGUST

COMMUNICATIONS

Aug 022023

Opening hours of the premises during the month of August.

Legal advice will resume next Friday 1 September.

For any urgency, contact by email or phone.

Health and anarcho-syndicalism!!

DISMISSALS AT THE GRIFOLS INSTITUTE

CGT GRIFOLS, COMMUNICATIONS, CHEMICALS

Jul 282023

From the works council we want to inform the entire staff of Instituto Grifols that the 27 July 2023 The Human Resources department has been calling colleagues from this department throughout the morning in order to present the objective dismissal. At the moment we are aware of 3 layoffs. The company alleges organizational reasons. We all know that the company is hiring personnel in different areas of the company and has not had the decency to relocate them..

DON’T MISTAKE THEM!!!

The IG works council is totally against any dismissal. Thus:

WE ARE WAITING FOR YOU 28 JULY 8:30 A 10:30 HOURS AT THE DOOR OF THE COMPANY

COMPANY COMMITTEE OF INSTITUTO GRIFOLS