Comunicato unitario FIBA \u200b\u200bFISAC CGIL CISL UIL.CA FABI FDDIRCREDITO
business section Trade Union Bank Etruria
Productivity Bonus', rewarding systems and RESTRUCTURING: Failure of negotiations.
INITIATION OF A PHASE VERTENZIALE.
The meetings with the Director General on May 12 and the labor relations function on May 14 produced the only result of forcing the unions to the breakdown of negotiations!
From now opening a new phase in industrial relations within our Bank:
had not claimed since 1997 that uno sciopero , questa volta saremo costretti a farlo perché quello che sta succedendo è veramente inaccettabile.
Dopo diversi incontri sul premio di produttività 2008 la Banca ha proposto questa mattina un importo di 1.650 euro a fronte dei 1.350 iniziali, indicando meccanismi per il prossimo contratto integrativo prematuri e nebulosi.
Ricordiamo che lo scorso anno l’importo del premio era stato, sempre per 3° area 3° livello, di 2.650 euro.
I 1.350 euro sono, secondo l’Azienda, quelli erogabili in base agli indicatori del vecchio contratto integrativo expired on 31.12.2007 that the Bank has taken over as a reference, without prior consultation of the Trade Unions, used only as the final recipients of a decision reached in quite UNILATERAL . Wrong decision in the method and the substance.
The final proposal of 1,650 euro, after the initial 1350 is absolutely inadmissible for us.
In the industry you are signing agreements for 2008 of substantial confirmation of the awards in 2007 , even those banks that have undergone contraction of profit and market capitalization value of similar or superior to ours. (
Credito Bergamasco , Deustche Bank, Unicredit, Carige Crasto, BPER) and are just a few examples.
The amount proposed is inserted in a context like that of 2008 when the costs
for executives rose from 3.117 million in 2007 to 6.693 in 2008 and those of directors and auditors from 1.228 in 2007 to 2.000 million in 2008 (see budget). It plugs into a context where the world talks about greater equity in income distribution, we are joined by a new old privileges, so to remove the old leaders are to attract new pay and you pay again. At the same time ask sacrifices with the halving of the premium to peers.
Anche sul sistema premiante ai difetti già denunciati da sempre (forbice elevatissima fra 18.000 e 2.000 euro) si aggiunge il collegamento fra valutazione ed erogazione del sistema premiante che, di fatto, conferisce al valutatore e quindi alla Banca un potere eccessivo e dinamiche per noi inaccettabili.
Tutto questo mentre il nuovo piano di ristrutturazione continua a dimostrare numerosissime criticità organizzative e funzionali.
Da troppe parti gli organici sono carenti ed i carichi di lavoro assolutamente insostenibili, i pmi sono sotto stress perché hanno troppi clienti e zone troppo estese da coprire, i rischi connessi aumentano.
La Banca non sta rispettando gli impegni verbali presi. All positions were to be remedied inquadramentali down in the contracts (which are many and very old) should be regulated the procedures for missions and overtime and even on the renegotiation of the conditions required by us mortgage Peer contracts at high rates, are not satisfactory progress has been made.
For these reasons we feel like Trade Unions to open vertenziale a phase that will see us engaged in the following days through the assemblies in the workplace through initiatives related to the next Convention of 22 May, subject to the conditions provisions in existing law on the regulation of strikes.
responsibility so far demonstrated by the Trade Unions business can not be mistaken for cowardice or inferiority.
Too many open topics and too weak responses of the Bank, too many inconsistencies from directors and senior management.
then ask the gentlemen to activate, as soon as you ask, the consistency of behavior to show that we support what is (but we are sure) shared by all.
Arezzo, May 14, 2009 THE OFFICES
