English version below
Tras meses de solicitud de un documento que indique a los trabajadores de CIC bioGUNE cuál es el convenio de aplicación (dado que se desconocen los detalles de la totalidad de los contratos existentes y los que puedan surgir), el Comité de Trabajadores recibe por parte de Dirección la siguiente respuesta que se recoge en el acta de la reunión del día 03/06/15:
Tras meses de solicitud de un documento que indique a los trabajadores de CIC bioGUNE cuál es el convenio de aplicación (dado que se desconocen los detalles de la totalidad de los contratos existentes y los que puedan surgir), el Comité de Trabajadores recibe por parte de Dirección la siguiente respuesta que se recoge en el acta de la reunión del día 03/06/15:
Con esta confirmación y puesto que la aplicación de un convenio implica el cumplimiento, en su totalidad, de al menos los mínimos que en él se establecen, el Comité indica a la asamblea las condiciones del Convenio que CIC bioGUNE incumple en la actualidad y que principalmente son la no aplicación de la Antigüedad y de los Pluses por toxicidady /o peligrosidad. También se informa de que la Jornada laboral y el Salario Mínimo Garantizado de los trabajadores de CIC bioGUNE son más favorables, en la mayoría de los casos, que las condiciones mínimas del convenio.
La discusión de la asamblea se centra en si compensa exigir la aplicación total del convenio o centrar los esfuerzos en elaborar un convenio propio que resulte más adecuado a nuestra actividad y recoja las condiciones actuales (documentos que se han ido recogiendo en el último año y que tenéis a vuestra disposición en este blog) con las posibles mejoras (o no) que se pudieran implementar. No obstante, el Comité indica la negativa previa por parte de Dirección a esta última propuesta.
Para aclarar esta disyuntiva, se pretende buscar los convenios de empresas del sector y/o entorno a modo de referencia.
El comité insiste siempre en la importancia de recoger en formato escrito los requisitos por los que se rige la Dirección del centro en cuanto al trabajo en CIC bioGUNE, para asegurar el cumplimiento por igual para todos/as los/las trabajadores/as. Se indica la cantidad de tiempo y esfuerzo necesarios por parte del comité para recopilar toda esa información. Esos documentos se podrían utilizar como punto de partida hacia ese convenio propio que plasmara de una forma más real, que el Convenio Estatal de Industria Química, los puestos de trabajo, condiciones, derechos y deberes de los mismos.
Se subraya la importancia de la implicación de la plantilla para elaborar las categorías profesionales con unas tareas bien definidas de los puestos de trabajo
El comité se compromete a trabajar en este sentido pero solicita a la plantilla:
1- Reflexionar sobre la posición personal en caso de votar en asamblea la exigencia de aplicar el convenio en su totalidad ( voto SI o voto NO)
2- Buscar convenios que puedan ser un referente hacia el que trabajar y hacérnoslo llegar.
3- Revisar el documento Categorías Profesionales y Rangos salariales, a partir de la página 5 en el apartado Documentos de este blog)
4- Informar al Comité en caso de encontrar discrepancias entre lo estipulado y lo que se os exige, en caso de que no se os aplique algún concepto, no se os respete un derecho (descansos, vacaciones...) etc.
Gracias por vuestra colaboración
Trabajando juntos por un futuro mejor!
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After months requesting a document that indicates the Collective Labor Agreement (CLA) that CIC bioGUNE ascribes (due to the uncertainty regarding the details of past and future contracts), the answer of the Centre to Works Committee is stated in the minutes of the meeting (06/03/15):
Thanks for your collaboration
Working together for a better future!
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After months requesting a document that indicates the Collective Labor Agreement (CLA) that CIC bioGUNE ascribes (due to the uncertainty regarding the details of past and future contracts), the answer of the Centre to Works Committee is stated in the minutes of the meeting (06/03/15):
In answer to the request of the Works Committee to prepare an offical document indicating the ascription to the CLA of Chemical Industry, the Centre's management informs that it will not be prepared. It is considered of sufficient value the specific mention in employment contracts. However, it will be explicitely relfected in the meeting minutes that the CLA that applies in CIC bioGUNE is the State CLA of Chemical Industry.
In light of this confirmation, and considering that the application of an aggreement involves full compliance of at least the minumums, the Works Committee shows the mass meeting the points that are currently no applied in CIC bioGUNE regarding this CLA, which are basically Seniority and Plus for toxicity and/or dangerousness. With regard to working hours and the Guaranteed Minimum Wage, workers at CIC bioGUNE are, in general, above the minimum requirements of the agreement.
Discussion of the Mass meeting focused on whether a demand for full implementation is worthwhile or the Committee should focus the efforts on developing an own Agreement setting out the current conditions (documents that have been collected in the past year and you have them at your disposal in this blog) with the possible improvements (or not) that could be implemented.
To shed light on this issue, the Works Committee will look into the CLA of surrounding companies in the sector as a reference.
The Committee always insists on the importance of receiving written proof of the regulations that govern our work at CIC bioGUNE,to ensure their full compliance for every worker. This Committee has devoted much time and effort to compile all this information. These documents would be used as a starting point to prepare a CLA of our own, that reflects better the rights and regulation of employees at CIC bioGUNE (professional categories, guidelines) etc.
The Committee insists on the importance of the staff involvement to define the
professional categories with well-defined tasks of each job.
The committee will work in this regard but requests help on the following points:
1- Think about your opinion in case a vote is required to implement the Agreement in full (vote YES or NO)
2- Look for CLAs that could be of use for the ellaboration of a new agreement with the Centre and send it to us.
3- Chech the document Professionals categories and salary ranges, from page 5 on, in Documents section of this blog)
4- Inform the Committee if you find discrepancies between the provisions and what is theoretically required, if any item in the regulation is not applied, if any of your rights are not complied with (breaks, holidays ...), etc.
In light of this confirmation, and considering that the application of an aggreement involves full compliance of at least the minumums, the Works Committee shows the mass meeting the points that are currently no applied in CIC bioGUNE regarding this CLA, which are basically Seniority and Plus for toxicity and/or dangerousness. With regard to working hours and the Guaranteed Minimum Wage, workers at CIC bioGUNE are, in general, above the minimum requirements of the agreement.
Discussion of the Mass meeting focused on whether a demand for full implementation is worthwhile or the Committee should focus the efforts on developing an own Agreement setting out the current conditions (documents that have been collected in the past year and you have them at your disposal in this blog) with the possible improvements (or not) that could be implemented.
To shed light on this issue, the Works Committee will look into the CLA of surrounding companies in the sector as a reference.
The Committee always insists on the importance of receiving written proof of the regulations that govern our work at CIC bioGUNE,to ensure their full compliance for every worker. This Committee has devoted much time and effort to compile all this information. These documents would be used as a starting point to prepare a CLA of our own, that reflects better the rights and regulation of employees at CIC bioGUNE (professional categories, guidelines) etc.
The Committee insists on the importance of the staff involvement to define the
professional categories with well-defined tasks of each job.
The committee will work in this regard but requests help on the following points:
1- Think about your opinion in case a vote is required to implement the Agreement in full (vote YES or NO)
2- Look for CLAs that could be of use for the ellaboration of a new agreement with the Centre and send it to us.
3- Chech the document Professionals categories and salary ranges, from page 5 on, in Documents section of this blog)
4- Inform the Committee if you find discrepancies between the provisions and what is theoretically required, if any item in the regulation is not applied, if any of your rights are not complied with (breaks, holidays ...), etc.
Thanks for your collaboration
Working together for a better future!
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