THE “NOVA” VET: A THREAT TO STUDENTS' PROFESSIONAL TRAINING, THE FUTURE WORKERS

Apr 242024

El proper curs 2024-2025 és obligat implantar la reforma de la FP que ha impulsat el govern d’Espanya. Existeixen molts punts sense concreció que suposen incerteses i neguits. Parlem una mica dels principals aspectes preocupants, com són:

– Reducció de les hores de formació reglada i baixada generalitzada de la qualitat de la formació.

– Ampliació de les hores de pràctiques que per mantenir la durada de 2 anys s’ha fet a costa de la formació reglada

– Precarització de la feina dels alumnes a les empreses, tot i que es suposa que es cotitzarà les pràctiques a la seguretat social.

– Privatització manifesta de la formació professional ja que una bona part de la formació es confia a empreses privades.

Reducció de les hores de formació

La reducció d’hores lectives a l’institut suposa una baixada de la qualitat de la formació per a l’alumne, ja amb prou carències de coneixements. Escurça cada cop més el seu temps de preparació enfront de la que serà la seva llarga futura vida laboral i personal.

Desapareixen totalment els continguts, que abans indicaven els mínims que s’havien d’impartir a tot el territori i eren una garantia per poder homologar els estudis i assegurar una formació igualitària. Ara només s’avaluen RA=Resultats d’aprenentatge. Es produeix un buidat en els continguts específics de cada ofici que fa que l’alumnat arribi a l’empresa amb menys coneixements elementals per desenvolupar la seva carrera, i encara dificulta més que pugui desenvolupar el seu progrés en el mon laboral del seu sector. Això provoca un estancament de les persones i les fa dependents en tot moment de les seves empreses.

Tots els mòduls perden hores de formació específica del perfil professional al centre, en benefici d’altres mòduls que s’ha considerat més importants i que constitueixen fins al 60% de les hores del cicles:

– Una part se’n va a engreixar la DUAL, que acaba constituint entre un 25 i un 50% de les hores totals del cicle.

– Un altra part se’n va a mòduls transversals que es troben a tots els cicles formatius tant de grau mig com superior. Tenint en compte que les hores lectives són unes 25 hores setmanals tenim:

– Anglès tècnic (2 h) 66 h. A Catalunya ja es feia a grau mig, ara s’estén a grau superior.

– Digitalització (1 h) 33 h. Sense discriminar si el cicle ho necessita o no, com pots ser el cas d’informàtica, totalment digitalitzat.

– Sostenibilitat (1h) 33h. Els materials del mòdul s’han encarregat l’empresa privada Naturgy que és la segona o tercera de les 10 empreses que més contaminen a Espanya. https://www.huffingtonpost.es/economia/estas-son-empresas-mas-contaminantes-espana.html

– Mòduls optatius (2 a 3h) 66-99 h. Poden tenir Unitats de competència externes. O sigui, Resultats d’Aprenentatge d’altres cicles formatius.

Coma comentari, es canvia el nom d’alguns mòduls com FOL (Formació i orientació laboral), EIE (Empresa i Iniciativa Emprenedora) i Síntesi (Projecte final de cicle):

– “Itinerari personal per l’ocupabilitat I” (3 h) 99 h

– “Itinerari personal per l’ocupabilitat II” (2 h) 66 h

– “Projecte intermodular de 198 hours”

Un altre efecte serà la disminució de la plantilla de professorat a curt, mig i llarg termini. A Catalunya s’assegura que no afectarà les plantilles, al menys el primer any, ja que es vol substituir l’equivalent en hores acadèmiques suprimides, per càrrecs d’observador, de visitador casual de les empreses i comercial de projectes. Això desnaturalitza la feina docent que li és pròpia, per anar-lo substituint i segurament eliminant.

No es garanteix que les hores de professorat puguin mantenir-se en un futur i és clarament on es poden fer les retallades que han de venir. Sembla una manera infal·lible de solucionar el dèficit de professorat que s’està produint en els cicles de FP en els darrers anys.

Ampliació de les hores de pràctiques

Com s’ha dit abans, una gran part de les hores perdudes de formació van a DUAL:

– DUAL és el nou nom que posa el govern d’Espanya al que abans eren les pràctiques sense remunerar o FCT=Formació en centre de treball.

– Dual general (SENSE REMUNERAR): of the 25% a 35% de les hores (from 500 a 700 h). A Catalunya es faran 515 h.

– Dual intensiu (REMUNERAT al mínim): of the 35% al 50% (from 700 a 1000 hores del cicle), amb contracte de DUAL. A Catalunya 713 h (dual general+projecte intermodular).

L’increment de les hores de pràctiques a empreses planteja problemes en trobar llocs addicionals on poder fer la DUAL amb garanties.

– També en poder dur a terme la consecució d’aquestes en els terminis establerts.

– A més propicia l’augment de les tasques burocràtiques i administratives i en dificulta les de control per part del professorat.

Per una altra banda, la gran majoria de les empreses participants en el nou model, no podran assegurar prou tutorització i que l’aprenentatge aconseguit no sigui parcial, específic, i destinat a la consecució urgent de les necessitats de cada companyia. No creiem que l’alumnat aprengui el mateix a l’empresa que a l’escola i, as we previously agreed at a CGT affiliate assembly and following the criteria of trying to make it unitary, no es poden substituir unes hores per les altres.

S’obliga literalment a començar la DUAL en empresa al primer curs amb la qual cosa:

– Hi ha una manca de formació de l’alumne per començar les pràctiques.

– S’estableix una competència ferotge entre alumnes de FP Inicial, grau mig i grau superior. Els alumnes de nivells inferiors, sobretot la FP Inicial, tindran molt difícil fer les pràctiques enfront els de nivells superiors.

En moltes poblacions no existeixen empreses que puguin absorbir tantes hores de pràctiques.

– Al final, es veu venir la creació de solucions miraculoses com ara muntar projectes a corre-cuita amb els alumnes que no es puguin col·locar.

– Hi haurà molts alumnes que no podran acabar el cicle en 2 years, durada que s’han entestat en mantenir.

Avaluació “conjunta” Institut i Empresa

Com que el Resultats d’Aprenentatge que no es poden fer a l’institut les ha de fer i avaluar l’empresa, caldrà professionals qualificats a les empreses per a poder fer la formació, el seguiment i l’avaluació dels alumnes, que són per ells, els aprenents.

Així els “tutors” d’empresa han d’avaluar les RA’s “transferides” i:

– A cada mòdul l’empresa posarà un 10% de la nota.

– Els alumnes poden no desenvolupar totes les RA ja que depenen de l’empresa en concret en la que fan les pràctiques.

No hi ha garanties legals ja que ni els tutors d’empresa ni les empreses, no tenen cap mena de:

– requeriment de formació com els professors que han de ser enginyers.

– control per l’administració com els professors que tenen inspecció d’ensenyament.

– sancions en cas d’incompliment com els professors que poden rebre sancions o expedients.

Es produeix l’efecte que fins que l’empresa no hagi posat la seva qualificació, l’alumne no te aprovat el mòdul corresponent. O sigui, que fins que no s’hagi acabat l’estada en empresa, no tindrà qualificació del mòdul. So:

– Es desconeix què passarà amb les beques, ja que depenen de les notes de l’any anterior.

– Els tutors d’empresa normalment avaluen per indicis, no hi ha cap procediment específic ni objectiu.

Privatització de la FP

S’ha començat a detectar una tendència dels centres concertats a oferir pagament per cada alumne que incorpori per a les pràctiques. D’aquesta manera, els diners públics tornaran a finançar les empreses privades per mantenir una il·lusió de col·laboració d’aquestes.

El cas extrem es troba en que empreses multinacionals estan oferint els cicles formatius de FP de forma totalment privada o concertada amb pràctiques que es fan a les seves pròpies instal·lacions. D’aquesta manera, ja fan la selecció de personal en el moment de la formació i segreguen l’alumnat d’entrada.

Conseqüències

Les principals conseqüències d’aquestes polítiques:

– Hi ha una baixada de la qualitat de la formació per a la persona, ja amb prou carències de coneixements. S’escurça cada cop més el seu temps de preparació enfront de la que serà la seva llarga futura vida laboral i personal.

– Es buida els cicles professionals de continguts específics de cada ofici. Això fa que les persones arribin a l’empresa amb menys coneixements elementals per desenvolupar la seva carrera, i millorar la seva qualificació i possibilitats de progressar en el seu sector.

– Les empreses participants, en general no poden assegurar prou tutorització i que l’aprenentatge aconseguit no sigui parcial, específic, i destinat a la consecució només de les necessitats de cada companyia.

– No existeixen controls ni sancions per les empreses que no compleixin els convenis de DUAL. La formació queda en mans de tutors de les empreses dels que no es requereix un mínim de qualitat i formació prèvia com si que es fa amb els docents de la FP. Les perjudicades són les persones en formació.

– No són pocs els casos en que empreses validen com a equivalent de la formació qualitativa que abans feien professionals docents activitats habituals de les «pràctiques» com escombrar o fer fotocòpies. No són tots els casos però sí una majoria, and with all impunity.

– Les persones en pràctiques es converteixen en mà d’obra gratuïta o precària, ja que no existeix remuneració en la DUAL. I les persones en DUAL intensiva es converteixen en mà d’obra barata, però exigint com si fos personal professional. La remuneració amb prou feines arriba a 300 € mensuals.

– I per acabar, es produeix una privatització de facto en la FP amb empreses que ofereixen la formació i pràctiques per aconseguir uns treballadors dòcils i amb les destreses mínimes necessàries per a la seva especificitat.

CONSTITUÏM SECCIONS SINDICALS ALS CENTRES EDUCATIUS:

Al Vallès Oriental els treballadors i treballadores del sector d’ensenyament afiliades al sindicat CGT potenciem l’organització en seccions sindicals de centre de treball.

Les seccions sindicals són l’eina bàsica d’organització dels treballadors i estan poc esteses en els centres educatius a diferència de qualsevol altra empresa, on son una organització habitual.

Les seccions sindicals possibiliten l’organització i participació directa real i autònoma dels i les treballadores de cada centre de treball per actuar, negociar i millorar les condicions laborals, de seguretat i higiene particulars del centre de treball. Un exemple podrien ser els problemes amb les calefaccions i climatitzacions del centre en particular, que se sap ben cert que no es solucionaran a les taules de negociació externes a la realitat del centre.

La constitució de la secció sindical no és complicada i requereix de la participació de al menys dues persones afiliades. La documentació es lliura al departament de Treball i es comunica de forma oficial al centre de treball si es vol. A partir d’aquest moment, es te el suport del sindicat i és possible inclús convocar vagues locals al centre de treball.

Un cop constituïda la secció, el sol fet de la seva existència fa que les direccions dels centres educatius es plantegin les seves decisions que afecten els treballadors i treballadores del centre. Es pot iniciar converses per aconseguir que se’ns reconegui com a interlocutors vàlids i se’ns comuniqui les decisions que es prenguin i tinguin incidència sobre les condicions laborals dels treballadors.

Per últim, comentar que els nostres companys i companyes d’altres centres del Vallès Oriental, com l’institut Carles Vallbona de Granollers o l’ISMD de Mollet del Vallès també han constituït seccions sindicals per mirar de fer habitual aquest dret a tots els centres.

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!!

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)

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 !!

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.

FROM SCHOOL TO COMPANY : THE WORKER AS THE CENTER OF THE LABOR PROCESS

Cultural, Education, TEACHING, Training, libertarian pedagogy

Oct 312023

[LABOR PEDAGOGY: Conclusions of the Pedagogical Reflection Days of the Isarda Group]

The teachers, Catalan professors have been developing our professional activity for decades, understanding and taking the students at the center of the learning process.

Along these lines, we accompany them in the individual development of their skills, strictly respecting the corresponding pace of learning for each child and young person.

In our Pedagogical Reflection Days, we have appreciated that the enormous human and humanistic effort made by Catalan school workers to adapt the competence achievement process of our young people to their own characteristics, needs, emotions and learning rhythms does not have any kind of decent continuity in the Catalan company.

The company selects and segregates the young worker according to levels of competence and experience, throwing down the sink all the baggage and inclusive and comprehensive pedagogical effort implemented by the teaching staff.

At this point: or the school is wrong, and we already have our beloved politicians working hard to renew the curricula and adapt them to a selective and segregating model as demanded by the current company, or it is the company that urgently needs a profound reconversion to fit into the characteristics of Catalan society.

In a first analysis we have relied on infallibility, independence of judgment and independence from factual lobbies, of the Catalan political class when determining the appropriate studies and methodologies in the training of the Catalans of the future.

This being so, we have determined that it is the Catalan business community that errs in its approach, since it focuses on the reductionisms of the final product and profit.

It is very clear that a business model that focuses all its objectives on these precepts will never be able to go hand in hand with a school that is competent and sympathetic to people's needs. This employer model would be at odds with a competitive school, selective, meritocratic and segregating, with individualistic effort as the main value, to put each student "in his place", greatly facilitating an "orderly transition" from school to work. A "classist" arrangement, need.

Resuming the premise of the infallibility of the curricula ordered by our political class [in the next days of pedagogical analysis, the review of its suitability is planned: both of them, like others], the Isarda Group has concluded that the Catalan company should necessarily make the corresponding effort of empathy and corporate improvement to adapt to the characteristics and immanent needs of the young and adult population of Catalonia in the XXI Century.

In order to be in tune with today's Catalan society, business should urgently reinvent itself and innovate its outlook, rigidly anchored in the productivism of past centuries that have already been overcome. He should renew his focus and redirect it towards the worker (and worker) as a center of trunk interest. After all, it is the workers who make the work possible.

When leaving school (means institute, university) young Catalans are competently trained through decades of a complex and delicate learning process based on their interests, abilities and learning rates, these being particular and individualized.

Like this, it makes no sense for the company to escape the comprehensive course focused on the now former student by selecting him and emotionally draining him in procedures of well-publicized personal frustration.

It is the company that must take on the challenge of changing its outlook and creatively reinvent itself, adapting its production or services to the interests of each and every one of its workers. The same should be done with production processes, work rhythms, competence capabilities, uniforms, vacation…

That it is difficult to adapt to such diversity and that a company in one sector cannot start producing T-shirts at the same time, sweets, video games and jams so that this corresponds to the interests of their workers, trained in the creativity of learning to learn? And that he can't do the schedules and holidays that they want, paying them the salary they need? That every productive process needs good organization and cannot be based on a series of improvised events? That a single company cannot comprehensively attend to their individual needs 200 workers?

We are in the 21st century and we must adapt to its challenges.

Advanced companies must turn difficulties into upheavals and see them as opportunities and challenges to overcome day by day.

What better challenge than to make the country's production and services humbly available, interests, capacities and rhythms of Catalan citizenship.

That would be making a country!

Politicians you are soul crushing and burying the excellent teachers under tons of red tape;

Entrepreneurs who only do it for your own personal gain:

YOU GET THERE?

PRESENT IS FUTURE : STOP INFLATION AND GUARANTEE THE UNIVERSAL SOCIAL SECURITY AND PENSION SYSTEM

MISCELLANEOUS, Pensions, Precarious, Labour reform, Repression, HEALTH

Oct 282023

Friday. autumn evening. Girona. A bus leaves from Passeig d'Olot.
This will still stop in Mollet del Vallès and Sabadell.

It will be filled with people who, exhausted from the work week, they go further and this weekend they will travel 500 kilometers to Madrid to demand an end to speculative price inflation and preventive actions to maintain Universal Public Health and Retirement Pensions in the near and distant future. The thing also warms up to beleaguered colleagues. And real democracy.

Some of the travelers have just folded the “curro”.
It will be a long and sleepless journey. Other classmates were unable to attend this time. After, a tedious return home.

And so from many parts of the peninsular territory. During a break on the journey, they meet Rubí's colleagues. Also from Valencia.

Sometimes it's time to really roll up your sleeves, because the Cause well deserves it.
Today is one. There will most likely be many more.

The fatigue of the journey takes its toll and the procession finds it difficult to follow the chants, slogans and dances during the demonstration.
So much is worth. There they are. A grain of sand.
The atmosphere is one of humility and self-sacrificing brotherhood. This matters!

To all those who dedicate their lives to noble causes!

ADMIRABLE!

[PRESS] UNION SECTION IN BENVIC (Montornès del Vallès)

CGT BENVIC, CHEMICALS

Oct 202023

A year ago a group of colleagues set up as a Trade Union Section against the passivity of the CCOO in the company. We won the union elections. Since then we have recovered the initiative as workers who are complaining, demanding and, if necessary, reporting:

– The repair of seriously damaged building infrastructure, like roofs.

– Adaptation of the air conditioning inside the ship to current legislation, both in summer and winter.

– We have reactivated the initiative of the working party in the safety and hygiene committee demanding improvements in safety during the working day.

In the next renewal of the chemicals sectoral agreement, we will fight for significant improvements in the negotiation of its application in Benvic.

The success of the resumption of the initiative in the recovery of our dignity as workers lies in the assembly organization, breaking with the demobilizing leaderships of pactist unionism.

DIGNITY IS A SMILE

union action, CGT Ramcon, MISCELLANEOUS, Woman, CLEANING UP

Sep 292023

Yesterday evening a colleague stopped by the union premises. His expression betrayed that the day had been adverse to him.

Suddenly a smile lit up his face: «-The colleagues of XXXXXX* have won the union elections».

*We do not mention the name of the company because even the workers expressly ignored it in their campaign, as a result of his unworthy attitude towards them. Don't mention the pig's name, although we all know who he is.

The victory in the electoral process was anecdotal. Those lips showed pride for the colleagues with whom he had worked side by side since a few years ago a ruthless employer had abandoned them "due to insolvency". The City Council of Mollet del Vallès, for which the failed subcontractor worked, he did not do much better and belittled them to inhuman extremes. It was necessary, from scratch, fight for surrogacy.

The new bidding company, the current unmentionable, has been treating them with arrogance and contempt: harassing pursuits by supervisory individuals, recurring threats of sanctions and suspension of salary, despotic dismissals of colleagues.

One of the colleagues harassed and threatened with sanctions ended up dead in what bourgeois laws euphemistically call a "work accident". Our companies were criminally reported for daring to say that certain "work accidents" are rather murders.

The empire of the law of the strongest, threats, persecutions, dismissals, a dead person, criminal complaints, serious diseases… anywhere they would have imposed the silence and mass surrender.

BUT WE ARE NOT ANY PLACE HERE.

These colleagues didn't know much about it a while ago, of Rights, they had the lost look of the lamb waiting to be slaughtered.

Some and some gave very generously much of their time, wisdom and energy to teach them that dignity was within them and that they had to use it to be autonomous in the struggle to take the snake by the neck.

As of today, these colleagues have been around for a long time, when crossing them through the union, they no longer have a skewed gaze, but penetrating, the eyes of the dignity of the workers who, despite the condition of being humble, they know how to hold the boss's gaze and sing him the truths, demand his Rights and denounce every charlatan and force him to readmit dismissed workers.

And they do it alone, and they can help the rest of us.

Thanks to the selfless people who gave their time, not to direct them but to teach them in emancipatory autonomy.

Win union elections, an anecdote. THE SMILE, DIGNITY.

I probably shouldn't be the best person to write these lyrics, but no one else will.

Certain invisible situations deserve to be known, vindicated and not forgotten.

THANK YOU SO MUCH!!!

A member of the Vallès Oriental trade union

THE CGT WON THE UNION ELECTIONS IN RAMCON

CGT Ramcon, CLEANING UP

Sep 282023

We are happy to inform you that our Trade Union Section at the Ramcon company, subcontractor from the cleaning sector that currently manages the tender for municipal cleaning services in Mollet del Vallès, has won the union elections.

The results were as follows:

CGT: 27 votes (two delegates)
UGT: 12 votes (a delegate)
this next saturday: 11 votes (a delegate)
InterSindical-CSC: 10 votes (a delegate)
COBAS: 10 votes (zero delegates)

These last few years have been very hard and a constant struggle for our dignity as workers.

As a united collective that we are, we have not given up and we have vindicated ourselves and succeeded.

And we are proud of it!!

The Trade Union Section of the CGT in Ramcon

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.

WE HAVE TO DO CLASS AT MORE THAN 27ºC?

TEACHING

Aug 282023

The labor regulations applicable to excess temperature in classrooms are the Royal Decree 486/1997, from 14 d’abril, which establishes the minimum health and safety provisions in workplaces (BOE number. 97, from 23 of April of 1997), Modified by Royal Decree 2177/2004.

https://www.boe.es/buscar/act.php?id=BOE-A-1997-8669

This establishes that the temperatures in the classrooms must be between 17ºC and 27 ºC.

In addition, the State Parliament approved the accession and ratification of the UN Declaration of Children's Rights: https://www.boe.es/buscar/doc.php?id=BOE-A-1990-31312

In addition to Labor Law, teachers are responsible for protecting the health of young people and children.

Given that the Generalitat and the State make wet paper of their own regulations we will have to use theDirect Action (obviously legally protected because it is intended to enforce its own legal regulations). Let's see what they will say from the Judiciary, if from the Generalitat they get on our ass.

HOW WE SHOULD ACT?

1- We take collective action agreements from the trade union sections of the work center, in the cloister or company assemblies.

2- We place a thermometer in one of the center's classrooms (the miscellaneous).

3- When it exceeds the legally permitted temperature, we notify the rest of our colleagues.

4- We photograph the thermometer in the classroom together with a device that indicates the day and time.

5- We go out with the students from the classrooms to spaces in the center with temperatures that comply with the law.

6- We send the information through a secure means to the Center's Occupational Risk Coordinator, so that he can send it to the Directorate and this to the Education department.

7- Faced with any hierarchical threat, we call the police.

8- We are actively spreading the situation through social networks indicating the centre, the population and mentioning the Generalitat and the Department of Education. (If necessary, you can send them to us and we will do it vallesoriental.cgt.ensenyament@gmail.com ).

9- If we receive threats from the Management, let us know and we'll figure it out.

Obviously we will be more protected and protected from each other if we are part of a workers' association.

#DoItYourself (either we do it or we hi we submit)

FOR ALL THIS WE ARE GOING ON STRIKE 6 OF SEPTEMBER!!

For Our Labor Rights.
For the Fixity of all and all Interims in Fraud of Law.
Let's return Democracy to the School.
We democratize Curricula.
We guarantee critical and emancipatory knowledge to young people.
For a Public FP, Quality and universal offer.
For the Universalization of Public Education.
For the abolition of School Segregation (Concerted Education)

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

DISMISSALS AT THE GRIFOLS INSTITUTE

CGT GRIFOLS, COMMUNICATIONS, Concentration, CHEMICALS, LABOR SECTORS

Jul 272023

LAYOFFS IN THE R&D DEPARTMENT

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

UTE AP7 Union Section: THE DEPARTMENT OF BUSINESS AND LABOR AND LABOR INSPECTION ¡GIVE US THE REASON!

CGT UTE AP7 Valleys, COMMUNICATIONS, LABOR SECTORS, TRANSPORT AND COMMUNICATIONS

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

WHY ORGANIZE US IN UNION SECTIONS IN SCHOOLS AND INSTITUTES? FAQs. WHAT IS A UNION SECTION?

union action, Education, TEACHING, News

Apr 052023

WHY ORGANIZE US IN UNION SECTIONS IN SCHOOLS AND INSTITUTES? FAQs

WHAT IS A UNION SECTION?

Well, something very simple and older than the nana. A Trade Union section is the foundation of the self-organization and collaboration of people at work: it is the stable assembly of the workers of a trade union at the workplace.

Once self-organized, we will have autonomy of action.

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