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.
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
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