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.

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.

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.

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!!

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

Jul 272023
 

LAYOFFS IN THE R&D DEPARTMENT

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 GRÍFOLS

Jul 192023
 

The Sanctions Section of the Department of Business and Work, has resolved in favor of the subrogated workers of Abertis, financially sanctioning the UTE, with a SEVERE SANCTION of the LISOS Law for breaches of the current Collective Agreement and for denying rights that are considered acquired:

– Days of own affairs year 2021, for your enjoyment during the 2022.
– Christmas lot year 2021.
– Flexible office hours.
– PCF Ticket Restaurante.

Among other things, in the disciplinary file they remind the UTE that: "must fully respect the rights that workers had recognized prior to subrogation, not only because this is recognized in the aforementioned article 44, rather, said right is recognized in numerous court rulings.”

to our knowledge, the UTE has not only breached these rights, but also continues to fail in social aid, as the help studies of employees, Help studies of children of employees, etc. So we will act unionized in defense of our rights.

Regardless of what is communicated, remind you to be prepared in case you finally, the UTE FULFILLS ITS THREAT and when the State Construction Agreement is published, we are passed unilaterally to this one. If they do, they will be breaking the LAW again!, as it seems that is his methodical, and they will have a response from the staff!

DO NOT HELP THEM TO END YOUR RIGHTS!!
IF YOU FIGHT, UP TO YOU!!
CGT UNION SECTION – UTE AP7 VALLÉS

Mar 272023
 

INSPECTION OF THE WORK GIVES US THE REASON AND FORCES CAMBRAY TO DO THE REVISION MEDICINE FOR EDUCATION WORKERS

The affiliates of the Teaching Union Section of the Various Activities Union of Vallès Oriental have asked the Public Administration to require the Department of Education of the Generalitat of Catalonia to carry out the corresponding and normative annual medical check-up Read more

Mar 072023
 

CGT acts in Barcelona to commemorate the centenary of the murder of Salvador Segui, "The sugar's boy" 1923-2023 by the bosses' gunmen and the collusion of the Catalan bourgeoisie and the powers of the state

Salvador Seguí i Rubinat was an anarcho-syndicalist militant, worker and painter from the 12 years. Follower of the modern school of Ferrer i Guardia and self-taught. He actively participated in the General Strike of the 1902, the constitution of Solidaridad Obrera in 1907, the tragic week in 1909, Read more

Mar 072023
 

We inform you all that from the CGT union section we are giving our full support to the compañeras affected by the ERE of Grifols S.A..

Every time the negotiating table meets, mobilization is called to put pressure on the company. We inform you that the next mobilization will take place next day 9 March 09:00 a 10:30 in the P10 booth, C/ Palou 6 Vallés walls, Barcelona.

Read more

Aug 112021
 

PRESS :
ON THE STABILIZATION OF INTERIM STAFF
CONTRACTED IN LAW BY THE PUBLIC ADMINISTRATION:

We consider that especially in the municipal and provincial world there is a very important volume of temporary people who at the time were plugged "in the finger" by the "living forces" of the time in power. Here we are concerned about the thing.

Others accessed it through more objective bags, with adequate studies and experience.

Read more
Mar 232021
 

The last friday 26 February, our colleague Julian died in an accident at work. The Ramcon Company Committee wants to express our condolences to the family and friends of our colleague. Pending the closing of the judicial investigation we want to express the following considerations:

We already denounced last November, and it was one of the reasons that led us to call an UNDEFINED STRIKE the NO constitution of the Occupational Health Committee. We consider, that its constitution could have prevented this type of accident, in the same way that we denounce the absence of PPE.

Read more
Feb 232021
 

In the region we are finding situations of women (well feminized sector) precarious workers in the social sector who leave their children out of school to keep their jobs to prevent them from becoming infected with the virus at school or high school..

The testimony of a young man without schooling this year is devastating:

Read more