We inform our colleagues that the union CCOO has made an agreement with SELLBYTEL about the working calendar for 2014.
This agreement does not affect all employee in SELLBYTEL due to CCOO do have the minority in the Company and it has not been agreed with UGT or the majority of the Workers Committee
We have asked SELLBYTEL for a copy of this agreement in order to see what they have agreed. Today we still haven’t received anything
TWO WORKER REPRESENTATIVES SANCTIONED DUE TO OUR GOOD WORK FOR THE EMPLOYEES
SELLBYTEL IS ACCUSING
· One representative for having released confidential information about the list of employees that was in title to have a fixed contract. The representative should have given this information to employees before Sellbytel gave the official list to us
THE REPRESENTATIVE HAS NOW BEEN SUSPENDED FOR TWO MONTH WITHOUT SALARY
· Second representative for not having done his/hers job in the project according to the procedure. Even though it is wary clear that the error was made by the transport company, Sellbytel decided to sanction the workers representative
THE REPRESENTATIVE HAS BEEN SANCTIONED WITH A WRITTEN WARNING
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DOS REPRESENTANTES DE LOS TRABAJADORES SANCIONADOS POR NUESTRO BUEN TRABAJO PARA LOS EMPLEADOS
SELLBYTEL ACUSA
· Un/una representante por haber publicado información confidencial sobre la lista de los empleados que tenían que tener un contrato indefinido. Según Sellbytel, el/la representante enseño dicha información a los empleados antes que Sellbytel comunicarse la lista oficial a UGT
EL/LA REPRESENTANTE YA HA SIDO SUSPENDIDO DOS MESES DE EMPLEO Y SUELDO
· Segundo/a representante por no haber hecho su trabajo en el proyecto de acuerdo con el procedimiento. Aunque está claro que el error fue realizado por el transportista, Sellbytel decidió sancionar al representante de los trabajadores
EL/LA REPRESENTANTE HA SIDO SANCIONADO CON UNA AMONESTACIÓN POR ESCRITO
Before you sign any papers there are some basic rules that you follow.
First, you read what it is you have so sign and ask your self why.
Second, you have to be sure that you don't renounce any of your rights.
Third, you need to have a copy of the paper for your self.
Fourth, make sure that the date and place is correct.
In the PPS project, the employees has been told to sign a paper about confidentiality. This paper is violating your basic rights, therefore we recommend you not to sign the paper. In your contract with Sellbytel (which is your employer) you have already signed this confidentiality, the only deferens is that Sellbytel do not obligate you to NEVER talk about your work as stated in the document that they ask you to sing now.
Remember, you are always in your rights to consult us before you sign anything.
If you already have signed it, we recommend you to ask your Supervisor/Manager to give you the paper back.
On the 22nd of July 2013, we had an agreement in TLC with the Company about the 30% that by law should have a fixed contract.
Due to holidays the agreement was that the Company should have their list ready by the 15th of September 2013. On the 16th we had a meeting where they informed us the names. We found some errors in their list that needed to be corrected. So the second meeting was on the 19th, where the company came to the meeting with the minutes written already before the meeting. They informed us that it was nothing, just minutes saying that the company inform us. But in the text there was a sentence saying that we approved their list. And as the company had not given us time to study the list, and as we found people in the list that already had fixed contracts since months, we did not sign anything.
The minutes that was written before the meeting, was already signed by the CC.OO
We asked the company to change the minutes, and to give us time to study their list.
When the representative from HR left, she took all the papers with her.
Now we are preparing the papers to denounce the Company to TLC, stating that they did not meet the requirements stated in the sentence from TLC on the 22nd of July 2013.
El 22 de Julio de 2013 conseguimos llegar a un acuerdo en el TLC con la empresa, acerca del 30% de indefinidos que debería de haber por ley en Sellbytel.
Debido a las vacaciones, el acuerdo decía que la empresa debería tener las conversiones realizadas para el 15 de septiembre de 2013. No obstante, la primera reunión al respecto fue el 16, donde nos informaron de los nombres. Debido a varios errores detectados en la lista, realizamos otra reunión el 19, donde la empresa vino con un acta ya pre-escrita diciendo que era simplemente para informarnos de los nombres. Por el contrario, en el acta se expresaba que aprobábamos la lista de nombres, sin haber tenido tiempo siquiera de estudiar la lista. Además, en la lista entregada, incluso había personas que desde hace meses tenía ya su contrato indefinido, por lo que no firmamos el acta aportada.
A pesar de esto, el acta si ha sido firmada por CCOO.
Solicitamos a la empresa de cambiar el acta y darnos tiempo para estudiar detenidamente la lista. Cuando la representante de la empresa se fue, se llevó todos los papeles con ella, por lo que no podemos estudiar la misma.
To many people in the meeting room? or is it the meeting room that is to small?
We have seen that on the 6th floor, in meeting rooms calculated respectively for 10 and 13 people, there has been training for respectively 22 and 28 people.
This is not only a security risk, but also a risk for the hygiene. People can get sick due to lack of oxygen and due to bacteria.
We have denounced these incidents internally to the Committee of Health and Security. We have been promised that this issue will be solved latest today.
If we tomorrow see that the issue consist, we are going to denounce it to the proper authority, (ITC, Inspección de Traball Catalunya)
EQUALITY PLAN
Finally after two and a half year we do have a equality plan in the Company
It has taken months and several hundred man hours.
We do have it on print in our office, if you want to read it
FIXED CONTRACTS, 30%
We do now, after two and a half years, have an agreement with the Company about how to implement the article in our collective agreement mentioning that 30% of the staff do have to have a fixed contract
PVD
It is a long story and it is still ongoing. It is very clear that the Company won’t implement the article in the collective agreement mentioning the 5 minutes break every hour. We have tried to negotiate and we have been very large at many points, but they will not accept the fact that the PVD is part of our collective agreement
CHANGES IN SANCTIONS POLICY
Regarding sanctions for being late at work, the Company has decided that the sanctions as maximum can be 7 days suspension when the warning is grave or very grave
MEDICAL VISIT
We do have 35 hours per year to visit our doctor during working hours. These hours cannot be denied. All you have to do is to register them in SBW. This is the only official way to inform the Company that you need time to go to doctor.
The 35 hours in including the time used for transport
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PLAN DE IGUALDAD
Después de dos años y medio, por fin tenemos un Plan de igualdad en la empresa. Ha costado muchos meses y horas negociarlo.
Lo tenemos imprimido en nuestra oficina, por si queréis echarle un vistazo.
INDEFINIDOS 30%
Por fin hemos alcanzado un acuerdo con la empresa acerca del 30% de indefinidos obligatorio por convenio.
PVD
Es una historia muy larga y sigue en curso. Está muy claro para nosotros que la empresa no aplicará el artículo del convenio en el que tenemos que tener 5 minutos de pausa cada hora. Hemos intentado negociar en muchas ocasiones, pero no aceptarán que el PVD es parte de nuestro convenio.
CAMBIO EN LA POLÍTICA DE SANCIONES
En cuanto a las sanciones por retrasos al puesto de trabajo, la empresa ha decidido que la sanción máxima en la falta muy grave será de 7 días de suspensión en vez de entre 12 días y 2 meses como dice el convenio.
HORAS MÉDICA
Disponemos de 35 horas al año para visitas médicas en el horario laboral. Estas horas no pueden ser denegadas. Lo único que tienes que hacer es registrarlas en SBW. Esta es la única manera oficial de informar a la empresa de que asistirás al médico. En las 35 horas se incluye el tiempo que utilizas en el médico más el tiempo de desplazamiento
Several employees goes to court demanding the Company for violating the labour law for giving economically sanctions when they give a warning
We are awaiting the outcome
Varios empleados han demandado al a Empresa por violar la ley laboral penalizando con sanciones económicas cuando tienen una falta (más conocido como aplicar multa de haber)
Estamos a la espera del resultado
