things in recent months have not improved, the government has not lifted a finger to the crisis and did not adopted any kind of industrial policy. At Magna
after finishing the case integration ordinary and even that extraordinary we went from January this year to fund integration notwithstanding.
The condition of workers from this point of view is certainly not improved, despite the arrival of two new presses and molding a new job in the workshop, the volume of work remain total low and expected to remain so for at least a couple of years.
probably even when the crisis is over we'll not return to levels we had previously . In this context
so hard we had to confront with the company on employment prospects , because among workers was growing concern than any redundancies, in the workshop and it was feared that the company could proceed ad'espulsioni manpower.
fact at first the concern was to find social shock absorbers can utilizar , and we were moved to this with the institutions, having reassurances from this point of view, even by the regional Simoncini than using extra cash in derogation, but in a Later on the biggest concern was to understand whether the company would continue to want to use social shock absorbers or if the contrary had decided to undertake a reorganization that would have resulted in a surplus of about 200 people.
In this scenario, and then on this basis that we went to meetings with the company to ' Association industrial Livorno, with a precise objective: to guarantee jobs, avoid the layoffs .
If layoffs at a time of deep crisis like the one we are experiencing a dramatic event for any worker, the magna considering that more than 60 % are female and that many workers do not exceed 40 years, were still most devastating in social terms.
The company in those meetings we pointed out the difficulty elements: an assessment at a loss month after month, the low volume and especially the difficulty ad'ottenere orders.
Eventually we came to an assumption agreement, which was then submitted to the workers in a referendum by secret ballot. The majority of workers voted in favor of the (67.8%).
points are contained in the essentially the following:
- The company's commitment not to proceed ad'espulsioni forced for the next 30 months. The eventual opening
- of mobility and encouraged on a voluntary basis.
- the availability of MSW to discuss how to recover competitiveness hook to get new products and new customers.
The second point, although not like it, may be a way to accompany some elderly to retirement, but in any case it will be a voluntary choice.
The third point is that on which has focused the attention of workers, but also the exploitation some unions but has signed the draft agreement .
Why talking point in the third availability of talking about flexibility of working hours, reducing breaks or equivalent. (Actually there are many other points, but we say that the focus has concentrated on these two in particular)
Then I would repeat to the workers, as I said at the meeting and how they could read the text of the agreement, the measures described above shall not have been decided or agreed on, but will be a discussion of a comparison, in other words, a negotiation, and will be contracted only if they are shared by MSW will be applied. Those points are not
nice anyone least of all the signed, but we must make a commitment ( who can do it! ) from going to debate with ' company trying to make a complex mediation those points so that the impact on workers is reduced to a minimum.
I also remember that these are temporary measures, which will be eventually taken by the emergency situation and then have a deadline.
I do, how are you doing cobas these days, pure manipulation, demonstrates the willingness to avoid the mediation that we do, translated: not help us to minimize the effects of administrative attention that should be discussed .
probably hope that the company applied in a brutal parts of the less positive, perhaps even something more, and do not move a finger . Why? Simple
because not wait to say that they were right, because hope to get consensus, because without a minimum of respect for workers are exploiting for personal reasons the dramatic situations of others.
Want an example? The meeting with the company union industry, when in terms of flexibility time the company has submitted a written proposal of six by six (the rest of rsu did clear from the text), what do you think he said the delegate cobas ? that did not agree? that it was necessary to mediate? no. He
The company blamed because that was a measure that he thought needed to be taken at least a year and a half ago! (the face of revolutionary !)
But then what they have written in the pamphlets in the company? and what they wrote on the local press and on blogs?
Then, I had the idea and I still am, that the Agreement is a defense (I never cried victory, I never said it was the wonder of wonders) but I do feel that in a scenario like this 30 months without layoffs is a concrete result that will allow one hand to bring back into work as The company is committed to do, to work with other institutions so that in the worst case, if there were still between 30 months redundancies, we can not find a solution within the company, but that ensures levels total employment in the area. How
MSW along with comrades of FIOM I am committed in comparison with the company so that you can not find any reasonable mediation that the changes will be made are not as "someone" it looks, but on the contrary are made in compliance working conditions of workers and especially to become, along with the rest of the operations already carried out, the element that contributes to relaunch the company in order to be able to talk back to work and not get jobs that are lost.
