Telefónica already reduces the impact of the ERE by about 600 people and leaves the adjustment below 5,500 departures
The negotiation between management and unions of Telefónica to define the scope of the employment regulation file (ERE) begins to become clearer after concluding the meeting with three companies –Telefónica Global Solutions, Telefónica Digital Innovation and Telefónica SA, the matrix – in which, according to union sources – significant progress has been made. At this meeting, the company has proposed a new decrease of 5%, which leaves the total reduction at 15% of the initial impact, lowering the setting from 751 to 638 outputs (321 in the matrix. 198 in Digital Innovation and 119 in Global Solutions).
With this proposal, the company’s current proposal is estimated at a collective adjustment of 5,473 workers, which represents 615 fewer departures than those raised at the end of last month. The bulk of the file continues to be concentrated on the three main subsidiaries (Telefónica España, Móviles and Soluciones) with a minimum of 4,600 departures and a maximum of 5,040, and the rest is distributed between Movistar, with 235, and those that it has put on the table this afternoon.
The unions point out that Telefónica’s latest proposal maintains early retirement for those born in 1971 or before and eliminates the criterion of performance in the adhesions. The company incorporates the fixed salary and 100% of the variable salary in the regulatory bases, improves the Special Agreement with Social Security (CESS) – including for those who cannot pre-retire at exactly 63 years of age -, allows departures even in critical areas for pre-retiring personnel and reduces the minimum seniority to 13 years. In addition, it accepts the reversibility of income, introduces a 1% annual increase in the second tranche, maintains private health insurance and undertakes to create a monitoring commission if an agreement is closed.
After concluding the meeting, UGT and CCOO value the progress achieved regarding the initial position, but see the reduction in the impact as “insufficient” and urge the company to “reconsider its approaches in this regard.” The unions demand to increase voluntary premiums, improve compensation for non-pre-retireable personnel and guarantee that health insurance is maintained while the CESS is received. It also requires introducing a linear option in income between ages 61 and 65, maintaining Movistar employee benefits and reinforcing contributions to the pension plan. Both organizations hope that the company present your final proposal at the next meeting to determine whether there is real scope for a global agreement.
