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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UGT agree holiday payment for the 24th of June

UGT has finally reached an agreement with Sellbytel on holiday payment the June 24, 2014

Employees who come to work on June 24, 2014 will receive the plus festivity normal.

Employees who do not come to work on June 24 will have to recover the corresponding hours that day by mutual agreement with the Company throughout the year

 

Ugt acuerdo pago festivo 24 de junio

Por fin UGT ha llegado a un acuerdo con Sellbytel sobre el pago plus festivo del 24 de junio de 2014

Los Empleados que vengan a trabajar el día 24 de junio de 2014 cobrarán el plus de festividad.

Los Empleados que no vengan a trabajar el 24 de junio tendrán que recuperar las horas correspondientes a ese día de mutuo acuerdo con la Empresa a lo largo del año

UGT

Sellbytel interpreting the law their own way

Sellbytel is interpreting the law about protection of personal data

In the project Vaesa-Seat, Sellbytel is obligating the Employees to sign a document permitting Sellbytel and the client to use their images and personal data when they want en where they want. We have to say that a Company cannot obligate any one to sign a document stating that they or the client can use their personal data when and where they want. This is according to our opinion a clear violation of the EU law protecting their citizens.

If they didn’t sign the document, they were told that they couldn’t continue in the project, (read dismissed). 2 Employees signed with objection, and they are now moved from their position.

The document has not previous been presented to us so we did not have the possibility to give our opinion.

The Employees has not been given a copy of the document they signed.

This is not the first time Sellbytel is obligating Employees to sign documents that are, if not, according to our opinion, directly violating the law they are in a gray area, and as usual we are not previous being presented the document.

We are in a crises, but the Companies are increasing their benefits, and now they want Employees working for the minimum salary, to give their accept to use their images in ads that has a value of millions of Euros for the Company.
This is what they call crisis? Pay less and earn more?

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The fruit store company, hiring again

 

The fruit store project, (manzana), which was affected with dismissals due to a diminution during December and January, are now hiring employees again. According to our collective agreement, and the labour law, the Company are obliged to hire the people that were dismissed due to the diminution.
If you were dismissed due to the diminution, and the Company hasn’t contacted you, please let us know about it, and we will investigate why.

 

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Sellbytel, the new supermarket!!!

In the Caixa project, they will no longer pay the bonus with money. In the future they will give vouchers to spa, dinner and a gift card to El Corte Ingles, all depending on the month the Employees earn the right to the bonus.

What will be the next?
Discount to the ZOO?

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.

 

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