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After months of negotiations, during which ANIS, OSLA and CSdL, CDLS and USL engaged in intense and heated but always constructive discussions, trying to find an agreement that would achieve balanced and worthy objectives, in recent days the union parties initialled the minutes of agreement ratifying the aforementioned agreement, following a unanimous vote by the industrial sector company unit boards and the union executive committees. In the following days, ANIS and OSLA also regrouped their respective bodies and decided to proceed with the signing of the agreement.
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.
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 recorded in the 2022/2023 biennium is expected to return to the following values: 1.10% from January 1, 2024, 1.00% from January 1, 2025, 1.00% from January 1, 2026, 0.50% from January 1, 2027, and 0.40% from January 1, 2028.
It was also agreed to pay, as of January 1, 2025, to employees who have provided service in the same company and will provide at least 11 years of service in the future, a monthly loyalty pay, 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 euros per year over the term of the contract through the Social Services Fund to advance employment credits requested by workers of bankrupt companies was reconfirmed.
Commitment to create a contractual benefits platform valid for all workers through a social services fund and commitment to disseminate communication initiatives within the company to prevent and combat violence, harassment and discrimination in the workplace in order to implement the Multi-Year National Plan to Eliminate Violence, Harassment and Discrimination in the World of Work. Other non-secondary elements are always part of the additional agreement to the contract, including the 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.
In accordance with the provisions of Representative Law No. 59/2016, the signatories will meet in the coming weeks to sign the new CCUGdL Omnibus Law and the related wage schedule, which will then be submitted to the Workers’ Council for a referendum through a specific parliament.
ANIS – OSLA – CSdL – CDLS – USL
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