SELLBYTEL TE NIEGA TU ENTREGA DE BAJA VOLUNTARIA

¿Quieres irte de Sellbytel?

Según la normativa vigente i el convenio colectivo de contact center, tienes que avisar tu salida de la empresa con un preaviso de quince días por escrito.

Recuerda traer dos copias, una tiene que firmar tu superior como recibido que es tú copia y la otra copia con tú firma es para tu superior (la empresa)

En Sellbytel hay superiores que niegan recibir la carta de tu baja voluntaria, usan distintas excusas, por ejemplo; tus vacaciones que han sido aprobadas hace tiempo no cuenta como preaviso, o te amenaza con una falta muy grave por ausencia injustificada, o por dejar el puesto de trabajo sin permiso.

Las excusas y/o amenazas son varias. Pero es igual que te digan. La ley está muy clara, tienes todo el derecho a irte de la empresa voluntariamente siempre y cuando tú lo hagas con quince días de preaviso. La empresa no pueda denegar que tú entregues la carta de baja voluntaria.

¿Y si se niega a aceptar la entrega de la carta?

Primero ponte en contacto con nosotros y hablaremos con recursos humanos. Si no podemos solucionar el asunto, te explicamos que tienes que hacer, qué posibilidades hay.

 

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Check your pay slip

Do you check your pay slip every month?

Do you know the concepts?

If you do have 39 hours per week, and your category is “gestor telefonico”, you do have a basic salary of 1047.30€, prorrata 174.55€, and if you speak another language tha Spanish you also have “plus idioma” 106.35€. Then some employees do have some personal concepts such as “mejora absobible/personal/ or whatever, and if you have “a cuenta convenio” is means that your salary is frozen. In real life it should be used to pay near future salary raises, but Sellbytel is using it to freeze your salary for years.

What is “prorrata”? Your yearly basic salary, 15938.37€, is calculated with 14 payments per year, but you only gets 12 payments. The 2 payments missing is then being paid partly every month, it a Spanish concept so don’t think too much about it, you just need to know what it is.

The “plus idioma” is for speaking a foreign language. But even though you are speaking/supporting several countries you only get it one time

 

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WHEN IS YOUR CONTRACT PERMANENT?

According to the Spanish labor law and our collective agreement, your contract, “obra o servicio”, automatically convert to be a permanent contract after 4 years if you started after the 18^th of June 2010 (collective agreement art. 13,a)

You don’t need to have “indefenido” printed on your contract unless you are planning to buy a house, a car or something where you need a loan/credit. In these cases you just have to ask Sellbytel to give it to you and it will be done.

 

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¿CUÁNDO SE CONVERTIRÁ TU CONTRATO A INDEFINIDO?

 

Según el Estatuto de los Trabajadores y el convenio colectivo, tu contrato de obra o servicio se convertirá a indefinido al cabo de cuatro años siempre y cuando hayas firmado después del 18 de junio del 2010 (el convenio de contact center art. 13,a)

No necesitas tener el indefinido en papel si no estás pensando en comprar una casa, un coche o algo donde necesitas un préstamo / crédito. En estos casos, sólo hay que pedir a Sellbytel que te lo de.

 

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DOUBLE SANTION

When Sellbytel gives you a warning, whatever it is a mild, grave or very grave, they always sanction you one way or another. The sanction can be a written warning or suspension from the workplace without salary.

This is all according to the Spanish labour law and the collective agreement.

What they also do is give you an economic sanction. This is according to our opinion a double sanction that is not ok according to the labour law and furthermore, our collective agreement do not at all mention this type of sanction, and therefore it is something that Sellbytel has invented.

UGT has for a long time protested against these double sanctions, but Sellbytel has never agreed with us.

We have denounced Sellbytel for violating the labour law with the double sanction, and today we were in the labour inspectorate.

Now we are awaiting the outcome from the inspector. This may take several weeks

 

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WHEN YOU’RE SICK

When you’re sick you have to go to your doctor (cat salut) and get a “baja medica” on your first day.
The “baja medica” has to be sent to the company within 72 hours max., either by email or fax.

When you’re ready to go to work you must first go to your doctor again and ask for an “alta”.

The original papers, “baja” and “alta”, has to be handed in to your SV o M on your first working day.

Remember, it is always a good idea to keep your SV o M informed by phone or email.

 

PAYMENT DURING SICK LEAVE

Once you have been working 6 month, you are in title to receive payment during your sick leave.
According to the collective agreement you will receive 70% of your salary the first 3 days, from day 4 to day 20 (both included) you will receive 75%, and from day 21 you will receive 100%.
All calculated on the basis of your last month payment without holidays or sick leaves.

 

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Same job same salary?

According to our opinion employees should receive the same salary for doing the same job.

A short time ago we discovered that in 2 projects the company started to pay a lower salary the newcomers. When this was discovered during a check in the new contracts, we protested to the company. After several communications we received an answer verbally explaining us that the newcomers did not do the same job as their colleagues that has been in the project for some time. Once the newcomers got better and received training in some new products, they would receive the same salary as their “old” colleagues.

We were not fully satisfied with the explanation because the contracts do not say anything about the different products they are supporting. So we asked the company to make this transparent in the contracts. Furthermore we have asked for a written explanation.

And even though the company has told us why there is a different salary in the 2 projects, they still haven’t changed anything in the contracts, so the newcomers are, forever, being paid less than their “old” colleagues.

Are you one of the employees receiving less than your colleagues for the same job? Please let us know.

 

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¿PUEDE LA EMPRESA DESCONTAR DINERO POR EXCESO DE VACACIONES?

Jamás si es la empresa la que ha puesto fin a la relación laboral por despido o finalización de contrato.Tampoco si las vacaciones las disfrutaste cuando se acordó en la empresa o cuando te dijo la empresa.Solamente cabría el descuento si la empresa puede demostrar que tú escogiste tus vacaciones y que además tuviste mala fe al hacerlo, porque conocías tu marcha antes de disfrutar de dichas vacaciones.

"El exceso del período disfrutado de vacaciones, en relación con la parte de anualidad transcurrida hasta el cese contractual,no es un crédito del empresario frente al trabajador, compensable en la liquidación final, ya que el período vacacional anual no tiene límite máximo legal y su disfrute anticipado es una disposición o concesión voluntaria del empresario, sea por acto individual, o por pacto incluido en el Convenio Colectivo" (STSJ Aragón 31/10/07)

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