When is the Christmas extra charged and which workers are entitled
In Spain, one out of every three employed persons is included in a collective agreement, a rule that regulates their labor rights and duties through clauses that set the relationships in the work centers and in which they are prioritized remuneration issues, working hours, permits, number of payments and circumstances related to retirement. As of September, up to 7.6 million workers, employed in 728,000 companies, had an agreement and so far this year alone, 562 agreements have been signed that protect a total of 1.5 million employees. The priority issue in 2022 in collective bargaining, led by the majority unions, General Union of Workers (UGT) and Workers Commissions (CCOO), have been wage increases, in a context that runs in parallel with the pension and labor reforms and with skyrocketing prices.
The objective of the negotiation is to compensate the rising inflation, but from the statistics on collective agreements of the Ministry of Labor and Social Economy, it is far from being achieved and the data show that the average salary increase barely reaches 2.61%, far from the Consumer Price Index (CPI), which grew 8.9% in September. It also highlights the important provincial differences and that, while in Guipuzcoa the agreed increases are around 5% on average, in Burgos they do not reach 1.5%. But beyond the remuneration aspect, the number of payments – the usual is 14 and 65% contemplate Christmas, but some register considerably more -, the ongoing pension reform led by the Minister of Inclusion, Social Security and migrations, Jose Luis Escrivahas put in the spotlight numerous agreements with clauses that encouraged the early retirement and even forced labor.
Escrivá maintains a crusade against the incentives for early retirement in the agreements, but nothing can be done with those already in force
Escrivá maintains a crusade against this type of incentives in the agreements, but nothing can be done with those in force and a significant number that will be maintained for years. Small and not so small municipalities, sectors and companies of all sizes set clauses in their agreements with unions to rejuvenate your workforce, applying now counterproductive formulas when it comes to prolonging working life. The door to retirement is open even for workers in their early 60s. The incentives range from 8,000 euros granted by the small Granada municipality of Valleyof barely 900 inhabitants, to workers who ‘leave’ at the age of 62, up to the almost two annual payments granted by the Municipal House of Culture of Basauri. Having young workers on staff is the priority and almost anything goes. Municipal officials offer, in some cases, from 21 monthly payments to employees who leave between 60 and 61 years of age, to six months of salary for those who leave between 64 and 65.
Meanwhile, the number of payments – in the end the same is charged – opens an always interesting debate. Is it better to charge 12 or 14? As collected by the status of workers, all employees are entitled to at least two extra payments per year. “Working people will have the right to receive two extraordinary bonuses (July -summer- and Christmas -winter-) that will be paid prorated together with the ordinary monthly payment. The amount of each of these bonuses will be equivalent to one month of the base salary corresponding to each professional group and complement ‘ad personam’ if applicable”. They are charged from July 1 to June 30 and from January 1 to December 31″.
Incentivize retirement? another front in the pension reform
Different companies also contemplate retirement or bonding awards. This is the case of Abertis, which provides in its renewed agreement for three of its concessionaires, a bonus when retirement occurs after 65 years. At that age and with 12 years of work, eight months of salary are expected. In the agreement of Syro biscuits provides for a voluntary retirement award of 7,600 euros for workers aged 60, the same amount as for security companies. The Malaga Football Club has regulated in its agreement the promotion for early retirement for its workers from the age of 60 and in Schweppesthe forecast is more than 44,000 euros for those who leave the company at the age of 61.
What are collective agreements and what do the clauses include?
Not all rewards and incentives they are in cash and bonuses in kind are foreseen, through days off or products that companies can provide at a lower price, such as fuel in the case of gas stations, or electricity in the case of electric companies. A wide range of compensation, aid and incentives against which it is difficult to compete and which runs up against the Escrivá pension reform. Another of the stumbling blocks of the minister are the special schemes, which contemplate retirement ages well below the legal one. From officials to firefighters, through Ertzaintza or local police. The latter, more than 63,000, have been the penultimate group that adhered to early retirement, in their case at 59 years of age, fulfilling a series of requirements, among others -in 2021- having more than 36 years of contributions, of which at least 15 must have passed inside the body. Your pension is not cut at all due to the overpricing.
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