Bank contract, from the increase of 435 euros to 35 hours: the platform in 12 points
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The renewal of the national collective labor agreement of the 280,000 bankers is about to enter into its liturgies. After unitary actives, Fabi, First, Fisac, Uilca and Unisin prepare for the assemblies. From the increase of 435 euros for the average reference figure, up to the reduction of working hours to 35 hours a week, there are over 200 requests that the unions will present to the workers to get the green light to negotiate with Abi. Here is a summary of the main ones.
1) Strengthening of the contractual area
The area of application of the banking contract must be strengthened, extending its application to the perimeter of supervision: therefore to the Bank of Italy, Consob and the ECB for example. In the application of the contract, as stated in the art. 1, for trade unions it is necessary to eliminate the “grey areas”, specifying that the only contractable activities are those expressly identified in art. 3. All other activities are therefore to be understood as banking and/or instrumental (art. 1) and therefore the exclusion (staff hired and assigned to special management not directly related to the exercise of functions) envisaged must also be eliminated from paragraph 6. The Npl and Utp per se fall within the area of application of the contract, also for new hires, for training and ICT and data management activities (Big Data, Analytics, People). The list of complementary and/or ancillary activities that can be contracted contained in art. 3 must be made exhaustive and not indicative, excluding from the contractable activities, those of telephone banking and electronic banking. Furthermore, it is necessary to reduce the economic gap to 10% and the time differentiation. Finally, the notion of corporate control, understood as the sphere of influence of the contractual area, must include all the subsidiaries as envisaged by art. 2359 of the Civil Code.
2) Comparison and union relations
The contract signed at the end of 2019 established a joint bilateral national committee on the impact of new technologies and digitalisation. Once the management of the Covid emergency has been overcome, it is necessary to expand and implement the sphere of action of the “national control room”, extending it to all new activities and new ways of organizing work. With the relaunch of the National Observatory on productivity, the unions intend to monitor the data for the consequent contractual effects on both the first and second levels. Furthermore, the Observatory will have the task of analyzing the sectoral data on the use of smart working and teleworking. Not only. A fate is also ignited on algorithms and on the possibility of “contracting” management algorithms. «The “ethics” of the algorithm can only be guaranteed by an assured pre-eminence of people’s needs, by careful human control of the means and ends of data processing and, above all, by trade union participation in the construction and verification of the criteria algorithmic, also with the aim of preventing any possible discriminatory aspect”.
3) The limit on tenders and consultancy
More punctual and detailed information is needed on contracts for trade unions, with an indication of the product sector, and of all the workplaces involved. In the same way, a specific disclosure must be introduced on external consultancy, since it is a critical aspect with particular reference both to the defense of employment levels and to the widespread habit of companies to make use of them, also for professionals available in the company.
4) The employment fund and a new company contribution
Underlining the centrality of stable work, the trade unions ask for the introduction of a compulsory economic contribution constraint also paid by companies on the Employment Fund, the implementation of the provisions relating to intervention in companies in crisis, creating a ” section” of the Fund, aimed at managing and further guaranteeing the economic protection of male and female workers in company crises, supporting their re-employment possibilities, for example also in the case of companies that do not activate the emergency fund or those who are fired for economic reasons . With regard to outsourcing, the bankers are asking for a reduction in the percentages of personnel with fixed-term outsourcing contracts used by the company: from 5% to 2% of personnel with open-ended contracts and from 8% to 5% for companies employing up to 1,500 employees with permanent contracts.
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