(See the brochure for a brief version)
ELECTORAL PROGRAM OF THE CGT-CELLS LIST FOR THE WORKERS COMMITTEE
list is formed by members affiliated to the CGT-CELLS Union Section
Why a Union?
Why a Union Section?
A Union Section
is a way to act as a collective group, where the members of this group
are affiliated to a Union. The CGT Union is ruled by horizontal organizational
meetings, and it provides us with experience and infrastructure.
When authority abuses occur, feeling isolated leads to feel defenseless. We believe affiliating with a Union becomes very useful to break any reluctance and fear to counteract, and defend the own interests in a collective way. Moreover, the Union may provide with legal means and external experience in similar situations, which help to decide the appropriate action for a particular case.
For all these
reasons, we appreciate that CELLS employees decide to affiliate to a
Union, whether CGT or another, and we look for the collaboration with
other Union Sections at CELLS.
a Union Section work?
The affiliates’ meeting is the decision center. We are a solid group that meets regularly, discuss our working reality and take the intervention methods that we believe more suitable for each particular case.
our representatives in the Workers Committee will have a place to discuss
and commonly decide which will be their standing position in front of
the different issues at the Committee.
goals for the Workers Committee
We believe that a stronger organization of the workers is required to defend collective interests. And we think it is necessary to reinforce the Workers Committee in front of the transition period between installation, commissioning and exploitation, which will for sure bring changes in terms of functions, working hours and staff.
We are fully
aware that in about two years we will have to negotiate the third Collective
Agreement. We believe that a firm and vigorous Workers Committee will
be a key issue to carry out a negotiation process that finally must
benefit the employees.
PROPOSALS AND PRIORITIES
and debate with the workers
Committee must inform to the staff before taking important decisions.
It must do so clearly and in time. A new Collective Agreement will be
never approved before holding a referendum on it with all the staff.
We seek a new
relationship between the Workers Committee and the workers, providing
with the means to participate in the debates. We advocate for periodic
workers’ meetings (2-4 per year), and we struggle for setting a fluid
and bidirectional communication channel with our co-workers (using the
notice board or similar).
of Works and Services
At CELLS, 30%
of the employees have this sort of contract. From those, 2/3 are in
structural positions according to the management’s presentations shown
at the Machine Advisory Committee: in these cases, this kind
of contract is used de facto to extend the probation period beyond
the maximum limit of 6 months established by law.
the job interview it is mentioned that the position is structural, but
they say they need to test you. This is why they offer a Contract of
Work and Services with a most generic description. They add that, after
one year with a favorable opinion about your work, they will offer you
an indefinite contract. Or, they will need another year to make up their
minds, and so test you again…
We are aware
that precarious and temporary job affects employee’s own life. The
employee constantly lives with the fear of losing his job, which drastically
limits any possibility of planning a future (try to ask for a mortgage...).
Moreover, extensive use of temporary contracts has detrimental consequences
in the work place environment because it feeds competition among employees
with precarious jobs and limits the staff ability to take collective
actions. In these circumstances, employees are prone to give up their
rights (would you decline to perform a volunteer shift?) because they
are afraid to take any action that may jeopardize their job.
We will work
to look for agreements with the Consortium, both general and specific,
in order to: once the structural positions that are currently under
contracts of Work and Service have been identified, they become in indefinite
contracts; then, we ask to clearly define the time and service for those
temporary Works and Services positions that are required; finally, we
wish to establish a certain modus operandi about the terms setting
the ending process of the contract: dismissal noticing time, accounting
the production complement...
From the Workers
Committee, as well as from the CGT Union Section, we will defend and
give support to all colleagues that may have any need derived from this
sort of contracts.
table consists of 100 cells for about 150 workers, that is to say, one
and a half worker per cell.
categories are vaguely defined, which results in an arbitrary staff
classification. Regarding the level inside a specific group -which significantly
sets the salary- there is no indications in the current Collective Agreement.
two scientists or technologists with the same qualifications can be
classified in 48 different levels with a gross salary that ranges between
21873 and 84881€ per year. And one support technician can be placed
in 16 different levels, between 15623 and 32480€ per year.
lack of definition prompts the salary level to be determined by the
individual negotiation strength rather than by the task to be performed
or by how much the worker profile fits to that particular position.
Not only that, this lack of definition allows salary differences between
two employees with the same duties, which lead to tensions and unrests
big salary range for positions with the same duties shall be decreased
by reducing the levels and defining the criteria for category assignment
at incorporation time. We understand that collective negotiation yields
better and fairer conditions than individual agreements.
It is also
a big priority to increase the minimum salary, which currently is 14879€
and will increase to 16404€ only in 2012, when the Second Collective
Agreement will not be valid anymore.
is fully funded by the public budget, and now that our salary will be
updated every year according to what the Spanish budget low establishes
for the Public Servants, our references for the next negotiations will
be the public servant collective agreements of the Catalan and Spanish
We will follow-up
the shift organization and the on-call service in the next phases.
In the current
Collective Agreement, economic compensations for extra-hours, on call
services and shifts are referred to the base salary, not including the
promotion complements. We believe that these economic compensations
must be set in reference to the complete income: base salary plus promotion
In the exploitation phase, the current Collective Agreement foresees that schedules, shifts, and on-call service must be negotiated.
We shall therefore
push for a decent pay-back for being available and within 1 hour from
CELLS outside working hours. Or for working on shifts, considering both
the personal and health problems related to it.
We will also push for a 37.5h/week, which means decrease the current 1752 hours per year to 1647.
CELLS is not unlike other companies
CELLS is not exempt from this evil habit. We require an explicit written
compromise from the Consortium about it not tolerating mobbing.
And we ask for the collaboration of all staff in order to prevent these
attitudes to find a place in our working environment.
will propose to the Consortium to establish a method to prevent and
step in for those cases in which the employee considers himself as a
victim of working abuse or discrimination.
In future negotiations,
it will be necessary to define the salary including the professional
promotion as a whole amount and not as a base salary plus a promotion
complement. This does not have any advantage for the employee and only
makes more complex and confuse our salary.
If things remain unchanged, after 10 years working at the Consortium one will keep the same salary of his first year plus some professional complements, which will not be taken into account to determine the shift and on-call compensations.
not decrease its economic compromise in this issue. An important advance
is to increase the mother’s child permit by 4 weeks (currently, this
is established to 16 weeks by law – “Estatut dels Treballadors”).
This will be possible without budget increase once in 2011 the 8 allowance
days of our Collective Agreement will absorbed by the Social Security
allowances: currently, it is said that the family situation is taken
into account to determine the employee salary. We believe is fairer
to establish a fixed complement per child. This quantity should be added
as a complement to the salary that everybody could automatically claim.
the current salaries, most staff cannot easily afford spending 173.8€/month
for the menu at the new canteen. We will ask for a price consistent
with the salary levels at the Consortium.
standing position of CGT-CELLS
As a representative
in the Workers Committee and as Union Section, we think our task is
very clear. We will defend the employees’ interests to balance the
management interests. Not only in collective processes, but also in
the individual ones (as for instance, in the case of dismissal of a
We wish that,
in this new stage, the Workers Committee will become a tool to which
everybody shall turn to when worries arise, and from which everybody
shall get support.
there are many other issues that need to be properly addressed. We just
wanted to sketch the more relevant ones and let you know a sample of
Now it is up
to you to decide,