NEWS Nº 5

In Manzana project, some unfair warnings has been redrawn after negotiations with HR

Several employees have taken their warnings to the lawyer. It is free if you are affiliated in UGT. If you are not affiliated, you need to go to C/Girona 2, where you will be assigned a lawyer, and if you win you will have to pay a fee of aprox 30% of the amount you win.

The work in the equality commission is in process. We do have meetings every Friday. ITC has given a dead line, the 19^th of July 2013

Problems with the bonus system in a project in c/Pamplona.
Employees did have some complains.
After we had meetings in the project, they are now making changes for the better.

PVD:  

Since July 2012, ITC obligated the company to implement the PVD in a logic way together with the committee.

Unfortunately, the company implemented a software without being in contact with us and without trying and evaluating this mentioned software for a few workers first. (SBT only informed us about this application in written but without having a meeting, showing the exact features and function of this software)  

After a huge mess, we managed to have another try in order to organise the best way for this law (eye pause)... again without success. 

It is clear by now that Sellbytel simply does not want to implement this law. Neither according to how exactly the convention says nor an alternative agreement although they have been told by a high authority last year in July to do so immediately!

It is very difficult to stay in a clear communication with SBT since they try to complicate things and block our rights.

In this case, we did our best but could not get to an end. 

Therefore, we see ourselves obligated to go back to the inspection and hand over the case to them. 

We really want to apologize for this whole mess but, believe us, if it was up to us the PVD was by now implemented without inconvenience for the employees and the company

HOLIDAYS

We have 23 holiday’s days per year (calculated in working days). That means we earn 1,916 day per month.

When you are new in the company, you cannot expect to be granted holidays the first 3 month.

When you have been here one year, then you are in title to request your holidays in any period when you want (Estatuto de los Trabajadores). 

If you leave before the 31^st of December of the year in which you have taken holidays, the sum for the excess holidays that you have taken will be discounted from the final settlement.

When holiday’s are to be taken, is always a mutual agreement between you and the company. You request your holidays on SellbyWorld, and you should receive an answer within 1 week.

Holidays cannot be paid out in cash. This is not possible according to the Labour Law (Estatuto de los trabajadores) unless it is an end of contract.

Suggestion to negociation

We have given following suggestion to negociation to the compamy:

PROYECTO DE ACUERDO SOBRE DÍAS DE LA ENFERMEDAD DEL NIÑO

Sugerimos que padres con niños menores de edad, puedan coger hasta tres días no retribuidos cuando el niño este enfermo. Los días de ausencia serán de carácter no retribuidos. El empleado presentará un justificante de visita a nombre del niño.
Si ambos padres trabajan en la misma Empresa, los días no retribuidos solo podrán ser cogidos por uno de los padres.

En el texto del acuerdo se ha utilizado el masculino como genérico para englobar a los trabajadores y las trabajadoras, sin que esto suponga ignorancia de las diferencias de género existentes, al efecto de no realizar una escritura demasiado compleja.

SHORT NEWS, March

SHORT NEWS Nº 3

• We are negotiating with the company in order to have the seniority bonus applied to all employees
  
  
• We are negotiating with the company in order to have the ticket restaurant provided to all employees
  
  
• We are still negotiating the Visual screen pause (PVD) with the company
  
  
• We are discussing with the company to comply with the section 13 and 14 of the fifth Collective agreement related to the work placement of the structural personal with 30% of permanent contract
  
  
• The pressure of all extinguisher will be measured in March
  
  
• The screen reflection in the manzana proyect will be measured beginning of March
  
  
• An employee has won in a court against the company for illegal dismissal during maternity leave
  
  
• We are working on an English version of the Spanish collective agreement of the Contact Centre
• The Sellbytel Unions are working with the company to elaborate an equality plan

WEEKENDS, art. 25

The company called us for an urgent meeting about contracts.

It turned out to be a meeting where they wanted to have an agreement with us about making contracts where the employees are working every weekend.

We said NO

We cannot and will not make an agreement on behalf of the employees that goes against the article 25 in the collective agreement, that guarantee all workers 2 weekends of per month.
A weekend is considered as 48 hours beginning Saturday at 00:00 Hours to Sunday 24:00 Hours.

DISMISSALS, HOW TO SIGN

There are 2 kinds of dismissals in Spain.

The legal dismissal, (procedente).
You are being dismissed due to a legal reason and you are in tittle to receive your settlement "finiquito" which is your last salary including the pending holidays, pending compensation days, your bonus from last month and the bonus you have earned in the current month, overtime etc.

You sign as received, and if there is an error in the calculation, you have 1 year to file a complain.


The illegal dismissal, (improcedente).
You are dismissed due to a reason that isn't totally correct, and/or the company cannot proof the reason given. Here you will be in tittle to receive not only the settlement "finiquito" but also a compensation for the illegal dismissal.

Sign the dismissal letter with "NO CONFORME", and then your signature.
You will not get your compensation paid before you have been in something called CMAC.

You have to file your complain about the disagreement with the dismissal within 20 working days (CMAC).

It is important that you go to CMAC, otherwise the compensation will be considered as a normal salary by the tax office, and you will have to pay extra taxes when you make your declaration.

Any questions, send us an email

Remember that you can always ask for some of us to be with you at any time.

RESULT OF THE PARTIAL ELLECTION

RESULT OF THE PARTIAL ELLECTION

UGT won 4 out of the 6 vacancies

We would like to express our gratitude and thank you for voting, and confiding in us

The Committee consists now of:
UGT: 14
CCOO: 9

RESULTADE DE LAS ELECIONES PARCIALES

UGT ganó 4 plazas de 6 vacantes

Nos gustaría expresar nuestra gratitud, daros las gracias por votar y confiar en nosotros

El Comité está compuesto ahora por:
UGT: 14
CCOO: 9