Pokemon Soul Silver Anti

III National Conference workers and workers in call center (18-19 February 2011)

Wage, rights and future.

ends meet.

III NATIONAL CONFERENCE OF WOMEN AND

WORKERS CALL CENTER

18 and 19 February Rome

Convention Center

Cavour Via Cavour 50

Friday, February 18, 2011

9.30
Start work Plenary Assembly. Chair: Natasha
Treossi - SLC-CGIL Secretary Roma and Lazio

10.00 am Keynote presentation and report:
Alessandro Genovesi - National Secretariat SLC-CGIL
speeches delegates and structures

11.45 pm Presentations by: Stephen
Parisi - President Abraham Sergio
Asstel-Confindustria - Confindustria President Assocontact-

12:30 am Speech:
Susanna Camusso - CGIL Secretary General
speeches delegates and structures
14.00
Conclusion
First day plenary assembly, to:
Emilio Miceli - Secretary SLC-CGIL General
(Lunch)
16.00 / 19.00
Working Groups
"The job market after college" .
Coordinator: Claudio Treves (Dept. of Active Labour Policies - CGIL Nazionale)
"Remote control and privacy of the worker."
Coordinator: Carmen La Macchia (academics)
"Work-related Stress: the action of the union."
Coordinator: Luisa the Benedictines (Component CGIL Commission Ministry of Labor)

Saturday, February 19

10.00: Plenary Assembly
Report of the working groups by the coordinators
speeches delegates and structures of the final documents
Vote

13.00 Conclusions of the Third National Conference:
Fabrizio Solari - National Secretary of CGIL

in the work of the first day were invited representatives of major companies in TLC and Call Center Outsourcer

Documents released during the III National Conference: Report

Alessandro Genovesi - National Secretary SLC-CGIL

Fourth report on employment trends in call center outsourcing (February 2011)

national campaign against the relocation in the TLC sector (February 2011)

The SLC-CGIL in call centers (February 2011)

Watch the video on CGILTv

View Conference Programme

Black Particles In Urine In Pregnancy

Press Rsu SLC CGIL on working hours and quality (02/23/2011) Press

IMAGINATION IN POWER

After the proposal of the multi-period, after the proposed split of the company in a creative effort has invented something new:

time Extending

is this: if you finished working hours there are calls queued workers, second, the company should continue to work until the disposal of the call revenue in exchange it be given without extra work or overtime .

If it is right and fair that the company is seeking to retain the working time stragglers clearly can not be considered just and legitimate company that ask workers to stay beyond their working hours without knowing what is expected from Negotiable.

disconcerted in the face of these changes: the workers are demanding only work in an environment Working in the serene and full respect for their rights and duties.
also claim that the work on it without their constant screams from some who do not improve the TL and lower quality work, it happened that the battle cry of "Cut time, take more calls" is heard from customers who he complained to our colleagues.

Our clients are aware of all this?

not want to lose other campaigns for that reason. Why

workers here are not passing ....

February 23, 2011
Rsu SLC CGIL
Colagiovanni
Marcello Rosina Pani

Problems Of Labia Stretching

30 years

I look at old things, mostly pictures.

impact not think anything.

Then, as the guns in a book by Helen,

out one after another all the emotions,

brought scents,

or better

down ' idea of \u200b\u200bodors.

Nothing shiny back,

of course,

but the feeling that everything was better so,

fucking

that yes.

Even in winter.

Tomorrow I will have thirty years.

few compared to those that I feel;

so I'm worried as a warm beer:

disappoint those who think of?

Only an alcoholic would drink you!

Or not?

Brahahahahahahah ...!?

I had a phone ringing,

I had a silent phone,

now as if I had a phone:

are full of cigarettes and alcohol.

The skull is little left

only flakes of talc:

remember the joy of a finger

did when the teams.

large number of people tried to love me:

a red

athlete,

a password,

a zarra,

a friend,

a Filipino

a nun, a nurse

of Egoji,

obesity,

Goddess,

a doctor with breast cancer,

a splattered with black fingernails,

a flower,

a virgin

a Tuscan London

a Tamil,

one that has rocketed in the skull scooter,

anorexic Brianza

a core inexperienced

a shy in social services, a librarian

red hair,

a colleague in a bar, a fashion

Svegon,

a dancing,

a Transparent Sweet Cheese (click!)

one that should not do it (for her),

a red lips, a

Fish fascinating

a scout for beaver, a

Albacete

a Roma,

a small creature,

...

and who do not remember.

To be able to say at peace with myself,

as did the Pellico now forced

remain desolate and aging with this refrain:

The man who most often was to hate life, those are my friend My. [...] Who is happy, who's busy with many interests and future man see him distressed and reserved, with a smile or imposes an obligation to hide her sadness. [...] For every day that ends, I bless God that frees me from the presence of each one to be with me alone with my sadness. (Milan, 17 November 1818)

How Long Germs Live Tub

Rsu SLC CGIL on TL and Senior

B2Win In these days in Rome we witness the implementation of some sort of plan on relocating tl and seniors.
company that has misused the Senior (engaged in many of the functions of tl) at framing the TL (which should have the V level) and, therefore, in framing the rest of the staff, has succeeded, at a time of difficulty, to proceed to increase the workloads of employees and to repay the commitment of the staff with a further sacrifice of their job positions.
This operation would be right to define its name, ie cutting heads, runs in absolute silence and no communication with the Trade Unions and RSU

E 'this is the way in which the Company intends to continue to maintain
labor relations?

We asked that we be presented the plan has been formulated, we were told that there would be presented soon, but .... It's been ten days what has not happened yet.

Perhaps because there is still a plan!

would be nothing new to say, as always seemed to happen in this company seems to continue to do everything in the name of randomness, almost as if a couple of days a week, from an urn was dug out a name of a Tl or a senior to call into the headset.
perhaps even more serious notices to the affected workers are given in random order, after days, weeks, without stating the criteria that were used to decide who "will be back in the headphones."

SLC CGIL As we believe that this approach is not respectful of the dignity of workers.

All this has created an atmosphere of indescribable power (who will be next?), This has strengthened the confidence of workers on the fate of this company and convinced many, especially the best staff, to seek work elsewhere.

E 'in this way that the company intends to promote the identification of workers with the company they work? E 'in this way that will solve the problems?

The solid and SLC CGIL expresses its deep concern not only for problems but for the way in which the Company intends to address them: once you choose the easiest way for the company:

to pay for the crisis on the workers.

Too bad this road is downhill and leads away from solving real problems that are not attributable to workers.

February 15, 2011
Rsu SLC CGIL
Colagiovanni
Marcello Rosina Pani

Gamewinners.com/poptr

Press Rsu SLC CGIL on workloads (12/02/2011) Press

In the meeting held on 14 January last at the UIR, the Company had previously announced, albeit in very vague terms , a change in strategy on its market position. The Company had generally noted a change in the inherent quality provided that it would be proportionally based on the prices paid by customers. How
SLC CGIL had expressed strong doubts, especially because we have always believed and still believe that the challenges of the market are only conquered au
lying and decreasing the quality .

In the weeks following the meeting, the Company has applied this new strategy and the changes are under the eyes or rather ears of all:

• excessive increase in workload
• continuous and urgent appeal to the reduction of •
talk time constant and incessant demands to cancel or at least reduce the time of ACW (after call work time)

. ... a phone call after another, to solve a problem after another ....

For those who come to manage phone calls, stress is represented by the pace of work, the obsession of having close calls within a few minutes and then with time too narrow, with too much haste, with consequent and inevitable decline in quality , the pressure from customers, from the inadequacy of training by the direct and indirect control by the staff, from interventions by staff seeking to curtail, to take more calls .

These factors create stress

These factors alone do not lead to competition or to the workers or the organization.

But you really think that this modus operandi to give continuity to B2Win? We thought that the new management company had new ideas, new solutions.

This is not the solution!

But B2Win is aware that many factors that may cause work-related stress are caused by specific choices or general organization of work, from corporate management styles that does not take into account the conditions of work of employees, non-application of best practices in managing relations between management and staff? Most of these aspects can be modified with a good and competent negotiating working conditions.

SLC CGIL
As we believe that the efficiency, effectiveness and productivity of the work necessarily pass through the improvement of work organization, understood as a working environment based on well-being of workers, an essential element to ensure better supply of the same are in terms of productivity and of affection at work. The theme of organizational well understood as the ability of an organization to promote and maintain the highest degree of physical, psychological and social workers throughout the entire working life has been the object of great attention in recent years is in Italy in the European Community.

and B2WIN?

B2Win follows an inverse logic consists only of cuts, quality cuts, cuts costs ... .. the illusion that only the cuts you can make up for obvious forms of corporate disorganization.
Many companies, such as B2Win, do not invest on individuals (and on themselves) and cut on the prospect offered to their employees and prevent a view to immediate savings, the best resources of individuals. We urge the company to think about this and to cooperate with RLS (Workers' representatives for safety) in the updated Risk Assessment document (DVR) for risk assessment Work-related Stress as precisely the .
E 'was found that the most efficient organizations are those with satisfied employees and a peaceful atmosphere inside and participatory.

This is the only way forward.

B2Win This is the road that must travel.

February 12, 2011

Rsu SLC CGIL
Colagiovanni
Marcello Rosina Pani

Free Online Dragon Ball Z Yaoi Doujinshi

RSU Slc B2Win Rome on the medical certificate online

The adoption of electronic medical certificate clearly requires updating for the part of company policy on the certification of the disease.
Under the new system, the physician shall direct the sending of electronic medical certifi-cation to the pension scheme, making it unnecessary to send the recom-delivery or delivery at the counter of the Social Security certificate from the worker.
Pending that action is taken to adapt the business rules for the part relating to sick workers to invite you to pay particular attention to the data reported in the receipt of transmission of electronic certification and in particular the dates of illness certified.
In many cases it happened that doctors probably impractical in the use of information technologies, have indicated in the certificate as a period of days of sickness after those of actual workers' disease, in which case the Company has considered these absences as not justified and considered them worthy of disciplinary context, despite the company being aware of a manifest error since the dispatch of medical and / or delivery of the certificate, all this despite the obvious good faith of the workers who had reported the disease before the start of the tour of duty and had done so successfully sending and / or delivery of cer- tificate showing the wrong dates. This attitude does not appear to inspire business-to the good faith can not be said simply that the absence is unjustified-that the worker has a duty to check the consistency of the data in the certificate. It asks a sick worker, perhaps with a high fever, to verify the data contained on the certificate and it absolves the company from making sure that workers do not officially in the disease, according to the certificate wrong, are present in the company and pay the their normal work during the days of disease specified in the certificate given to the company.

In this way the error of the doctor, superficiality in the review by the sick worker and subsequent superficial corporate gift you a single-manager:

the sick worker.

ask the company to remind employees to verify the dates contained in the certificates; also ask the company to ensure that there will be no more one-situations in which professional activity during the disease incorrectly stated in the certificate.

Rome, February 7, 2011
Rsu SLC CGIL
Colagiovanni
Marcello Rosina Pani

All Nighter Wood Stove Cost

Press Rsu Slc B2Win Rome on business regulation Rome

For several days in the company's board was affixed a kind of communication without containing a date that seems to change the text ' Article 9 of company policy governing sick leave.

In what the company amendments to the Rules are posted on the company bulletin without giving any notice to the trade unions and workers?

We posed this question which said that the company was not aware of this posting and reported that this was probably due to the excessive zeal of some official who has advanced the time of posting. How Rsu SLC CGIL not want to blame those who perhaps made a mistake (wrong those who work ...) just want to highlight how the hasty posting has publicized how the company is proceeding to draft changes to company policy without giving any notice to union representatives, without adjusting the regulation to the changes occurring Negotiable on communication of the disease, without taking into account the need to address all issues relating to the electronic certificate, and without taking into account the proposed amendments to the company policy or as RSU SLC CGIL we long proposed the theme of the disease. Let's step back ...

long as SLC CGIL B2Win Rome we asked to make changes to company policy and in particular we have, for over a year, asked to use a answering machine that records all communications workers are required to do in case of illness. The secretariat would allowed the employee to find no obstacles in the 'fulfillment of reporting obligations, performance at the moment is not easy and / or even difficult in many cases:
1) sick worker who has the shift coincides with the' opening hours of service : the TL, which must be communicated to the disease, may take that statement at the beginning of the service and then only after the beginning of the turn of the sick worker. The call of workers who contact the inside before opening the service is diverted to the reception that we remember - still open from 7.00 - getting the communication of the worker of the same notes, but invites the worker patient to call back!
2) Communication must be made at times when the TL is not present (in some contracts the presence of TL does not cover all the hours of service), or simply can not respond because it is doing its job.
3) Holidays where there is a TL in the company: the employee does not know what is the TL turn in that day in which neither the internal contact.

In many cases it happened that the sick worker was in fact forced to make several attempts before being able to communicate what had and was able to do so only late in comparison to what he was required to do.
The answering machine would also avoid any difficulties communications in case of changing the place where the employee is placed inpatient (Acts 36 CCNL c 1) and removal during off-peak hours of operation (Article 36 CCNL c. 9), which is perhaps appropriate to remember, led to the adoption of disciplinary measures on any employee.
the company after an initial concern (but the procedure is in place in many companies) said it would launch a pre-test of the answering machine.
More than a year after the beginning of the experiment, the voicemail still is not up yet. Meanwhile
have joined the new requirements for the amendment of company policy and in particular associated with the introduction of new electronic certificate of which, to be honest, the new version of the text seems to take account of company policy. In this regard, we believe, however, worth stressing that the regulation as it is the responsibility of the employee to verify that the correct dates of the period of the disease reported in the electronic certificate issued to the worker.
regard to the need to adapt to company policy changes introduced by new CCNL the new version of "unofficial" appeared in the bulletin welcomes only the reference to the employee to communicate their sick leave before the work shift . It is therefore to incorporate the text of the Regulations with: •
mention of the abolition of the obligation by the employee in advance by fax or mail a medical certificate if the illness has lasted less than three days;
• indicate which mailbox you may, in due, anticipate the medical certificate
• specify the period within which you must anticipate the medical certificates in the particular case which has been certified the continuation of a disease originally with a duration of three days or less than three days.

February 7, 2011
Rsu SLC CGIL
Colagiovanni
Marcello Rosina Pani