“Unaffordable.” This is how the union representatives of CCOO and UGT of Telefónica have described the proposal to improve the conditions of the ERE that they presented this Monday, despite the fact that they value the company’s willingness to reach an agreement.
“Our proposal continues to be that the conditions of previous staff adaptation plans be exceeded and the percentages be expanded in all the proposed sections,” they say.
The company’s new proposal maintains the number of departures at 3,959, and leaves out critical areas, but improves salary compensation in all sections.
The management offered this Monday that people born in 1968, that is, employees aged 55, receive 63% of the regulatory salary until the age of 63 and 32% until the age of 65, compared to 60% and 30%, respectively, of the previous proposal.
For those born in 1967, 1966 or 1965, (between 56 and 58 years old) Telefónica now proposes 58% of the regulatory salary until the age of 63 and 32% until the age of 65 (compared to 55% and 30% previously).
For employees born in 1964 or earlier, the company now offers 50% of the regulatory salary until age 63 and 32% until age 65 (for the latter, until now 30% was considered).
This Monday’s proposal from Telefónica also determines that the regulatory salary, starting at age 63, will be reviewed by 1% annually. Likewise, 100% of the special Social Security agreement would be paid up to the age of 63 and also as a novelty, 50% of the special agreement would be paid for people who could not access any of the planned modalities of social security at the age of 63. pre-retirement.
The unions continue to insist on the need for voluntariness to be respected for all employees and, therefore, that employees assigned to critical areas of the company (cybersecurity, Artificial Intelligence, etc.) are not left out of the ERE, as is happening now. .
In turn, they demand that salary conditions be closer to those received in previous exit plans, 65% of the regulatory salary even for the youngest profiles, maintain employee benefits, medical policy, and risk insurance, cover Social Security cost of unemployment benefit, as well as that in the event of the death of the affected person, the income passes to their family members.
Time is running against the negotiation since the company intends for the ERE costs to be included within the year 2023 and the unions have defined this week as “critical” to reach that agreement. The parties will meet again on Thursday, December 20. Although the unions remember “There will be no ERE agreement without an agreement.”
