CALENDARIO LABORAL 2014

Calendario laboral 2014

Por fin UGT está a punto de terminar las negociaciones del calendario laboral de 2014

Estamos ahora, después de muchas horas de reuniones, y con la colaboración de los administradores, tenemos todo (casi) acordado. Los administradores ha estado en contacto con los clientes para pedirles información sobre cuando el servicio de cada país en cada proyecto está cerrado / abierto

Así que ahora casi todos los empleados tendrán la oportunidad de conocer los días festivos de Barcelona que se va a trabajar y en cuáles no.

Debido a la creatividad del " Generalitat " hay 15 días festivos, y uno de ellos no se considera como un día festivo recuperable (a trabajar), por eso hemos tenido unas negociaciones difíciles. Según la “Generalitat” había que elegir entre cuatro festivos donde uno tiene que ser trabajado. Las fechas que podíamos elegir son: 06 de enero, 21 de abril, 24 de junio y 26 de diciembre. Hemos acordado con la Empresa el 24 de junio por que el día no es un día festivo en ningún país europeo.

No tenemos un acuerdo con Sellbytel sobre el pago de festivo para trabajar el 24 de junio. Como " Generalitat " lo ha marcado como un día festivo, decimos que las personas que trabajan este día deben recibir el pago de festivo, pero Sellbytel no está de acuerdo.
Esta discrepancia ha sido enviada a una comisión para decidir.

 

Afiliáte en UGT

WORKING CALENDAR 2014

 

Finally UGT is getting to the end of the negotiations of the working calendar 2014.

We are now after many hours of meetings, and with the collaboration of the Managers, having everything (almost) in place. The Managers has been in contact with the clients asking them for information about when the service for each country in each project are closed/open

So now almost all Employees will get to know on which Barcelonans bank holiday they will be working on and which not.

Due to the creativity of the “Generalitat” this year there are 15 bank holidays, and one of them is not considered as a bank holiday, there have been some hard negotiations. According to “Generalitat” wh had to choose 1 between 4 bank holidays that have to be worked. The dates we could choose between are as followed: 6^th of January, 21^st of April, 24^th of June and 26^th of December. We have chosen the 24^th of June because this day is not a bank holiday in any European country.

We do not have an agreement with Sellbytel about the extra payment for working on the 24^th of June. As “Generalitat” has marked it as a bank holiday, we say that the people working on this day should be paid the extra, but Sellbytel do not agree.
This discrepancy has been send to a commission to decide.

Become member of UGT

SICK DURING YOUR SHIFT?/¿ENFERMO DURANTE TU JORNADA?

SICK DURING YOUR SHIFT?

If you feel sick during your shift, we recommend you to go to your doctor straight away; do not wait for your SV/Manager to approve, you just have to inform your SV/Manager in writing.

If you feel sick during your shift you do not need permission to leave, you are in your right to go to your doctor. What you need to get from your doctor is “justificante visita”, and this has to be handed in to the Company within 72 hours.

If you take the sick leave, (baja médica), you get the “baja” with next day date, and send it to the Company within 72 hours.

¿ENFERMO DURANTE TU JORNADA?

Si te encuentras mal durante tu jornada, te recomendamos ir a tu médico inmediatamente; no esperes la aprobación de tu superior, solo tienes que informar le verbalmente y por escrito (email).

Si te sientes mal durante tu jornada no necesitas permiso para irte, es tu derecho ir a tu médico. Solicita un justificante de visita a tu médico y tendrás que enviarla/entregarla a la Empresa dentro de las 72 horas.

Si coges una baja médica, la baja tiene que ser con la fecha del siguiente día, y tienes que enviarla/entregarla a la Empresa dentro de las 72 horas.

 

Get afiliated/afiliate

Horas extraordinarias

Artículo 49 del convenio colectivo de Contact Center.- Horas extraordinarias

Si bien las partes firmantes del presente Convenio acuerdan la conveniencia de reducir al mínimo indispensable la realización de las horas extraordinarias, para el caso de que estas pudieran realizarse establecen los siguientes criterios de valoración:

Con independencia de las retribuciones reales que perciba el trabajador, el valor de las horas extraordinarias será el resultante de aplicar los porcentajes que a continuación se detallan al valor de la hora tipo ordinaria calculada de la siguiente forma:

• Hora tipo ordinaria igual a salario tabla convenio anual dividido entre la jornada efectiva anual.

a).- Horas extraordinarias diurnas: en horarios comprendidos entre las 06’00 horas y las 22’00 horas, se abonarán con un incremento del 25% sobre el valor de la hora tipo ordinaria.

b).- Horas extraordinarias nocturnas: En horarios comprendidos entre las 22’00 horas y las 06’00 horas, se abonarán con un incremento del 60% sobre el valor de la hora tipo ordinaria.

c).- Horas extraordinarias festivas diurnas, (no domingos): en horarios comprendidos entre las 06’00 horas y las 22’00 horas, se abonarán con un incremento del 60% sobre el valor de la hora tipo ordinaria.

d).- Horas extraordinarias nocturnas en festivos: en día festivo (no domingos), en horarios comprendidos entre las 22’00 horas y las 06’00 horas, se abonarán con un incremento del 80% sobre el valor de la hora tipo ordinaria.

Por pacto individual, las horas extraordinarias podrán compensarse por tiempo de descanso, hora por hora en los casos a) y b) y hora y media por hora en los restantes supuestos.

 

Equality plan

In July 2013 the Company signed a Equality Plan after we had several months of negotiations.

Today the plan still haven't been published on the portal, so no Employee do know anything about it, nor can they read it, unless they come to our office on the 6th floor in Diagonal where we do have a copy signed by the Company.

The excuse for not publishing it is that they have to translate it into English. Apparently it is difficult to have the 19 pages translated, because it still haven't been done.

So even though we had nearly 6 months negotiations, 8 months of translation, the Company is still rejecting the publishing of the plan. What they still haven't begun, is the implementation of the procedures in case that there is a violation of the equality plan. They have been thinking, we suppose, during these 8 month and still there are no suggestions.

Despite the difficulties we continue our efforts to have the plan published.

BANK HOLIDAYS

 

According to the collective agreement we do have 14 paid holidays per year here in Barcelona.

When you work on a bank holiday (Barcelona) you get another day off (compensation day) and you get a economically plus, which for 2014 is €38.22 and €81.06 if it is a special bank holiday (25/12 – 1/1 – 6/1), (calculated according to a full time contract)

In 2014 we do have here in Barcelona 15 bank holidays. That means that there will be one normal bank holiday that wound be paid the plus and you don’t get the compensation day.

Which day it is has not yet been decided, but we will keep you informed

WORKING CALENDAR 2014

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