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After months of negotiations, during which ANIS, OSLA and CSdL, CDLS and USL engaged in intense, heated but always constructive discussions, trying to find an agreement that would achieve balanced and considerable objectives, in recent days, by unanimous vote of the boards of directors of industrial enterprises and the union leadership, the union parties initialled the “Agreement on the Renewal of the Single Collective Labor Contract for Industrial Enterprises and the Workers Employed Therein”, the so-called New Comprehensive Law, which was formally established by ANIS, CDLS, CSDL and USL in 2023 (In the middle photo, the delegations speak at the audience with the Regent.). In the following days, ANIS and OSLA also reunited their respective institutions (as is known, a vote on ANIS took place during the General Assembly on 27 June), and they also decided to proceed with the signing of the agreement.
Wage increases and inflation recovery
The agreement, which involves more than 10,000 workers, aims to ensure conflict-free industrial relations for the next five years, also thanks to the reaffirmation of a mechanism that provides for the maintenance of the purchasing power of wages in exchange for the flexibility of the automatic use of schedules, an indispensable tool for responding quickly to market needs and limiting the use of redundancy payments.
Pay raise
The contract provides for salary increases as follows:
– January 1, 2024: 1.90%
– January 1, 2025: 2.00%
– January 1, 2026: 2.00%
– January 1, 2027: 2.00%
– January 1, 2028: 1.80%
Checks are planned for January 2026, 2028 and 2029 to determine if there are any deviations from actual recorded inflation (HICP index). The clause recognizing inflation rates of up to 15% has been reconfirmed throughout the contract period.
The inflation gap is expected to return to the following values over the two-year period 2022/2023:
– 1.10% from January 1, 2024
– 1.00% from January 1, 2025
– 1.00% from January 1, 2026
– 0.50% from January 1, 2027
– 0.40% from January 1, 2028.
New: Loyalty and rewards calculation
It was also agreed that, as of 1 January 2025, a monthly loyalty pay will be paid to employees who have provided service in the same company and will provide at least 11 years of service in the future, with a value equivalent to 2.50% of the salary scale, which will be updated according to salary dynamics. It was agreed to partially review the variable bonus related to in-service, provided that the relevant calculation will take into account the first 75 hours of CIG as in-service time to reach the number of hours. Also important are the interpretative clarifications on the use of short-term permits, as well as their extension to first-degree family members who are not part of the family unit due to documented health needs, the introduction of paid leave to take university master’s degrees related to the work performed and the commitment to regulate in the contract solidarity holidays within the same company, also in favor of non-local workers. The commitment to allocate €100,000 per year during the contract period through the Social Services Fund to advance employment credits requested by workers of closed companies was reconfirmed.
Commitments on benefits and job harassment
Commitment to create a contractual benefits platform valid for all workers through the Social Services Fund and commitment to disseminate communication initiatives within the company to prevent and combat violence, harassment and discrimination in the workplace, with a view to implementing the Multi-Year National Plan to Eliminate Violence, Harassment and Discrimination in the World of Work.
Other non-secondary factors are always part of the side agreements in the contract, including a commitment to discuss digital transformation and the use of artificial BroadCast Unitedligence to understand its possible impact on employment.
As part of the discussion on the labor market topic, the parties make commitments through an inter-federal agreement, which calls for a tripartite conference table to activate the necessary comparisons if legislators express a wish to intervene in this matter.
According to the Representation Law. According to Decree No. 59 of 2016, the signatories will meet in the coming weeks to sign the new CCUGdL comprehensive law, as well as the related wage standards, which will then be submitted to the workers’ referendum through a specific congress.
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