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Letter of protest against the stop-payment of overtime MSW Meyer

The RSU Meyer sent a protest letter to the Directorate of Meyer .......

We have difficulty understanding how to conduct labor relations of this company.

Lately, in fact, with the opening of Leniterapia disclosure before it was found that this direction has little regard for workers and their representatives, and we believe it is hugely regrettable. However, we have tried to handle it without building the case despite knowing that we could turn to an employment tribunal. We have not done so because we believe more in the dialectic that in the clash. Once again if the company has been going on, then tried to correct in negotiations with our ideas and our efforts, which seems to mitigate the organizational shortcomings that the company has.

Although in negotiations have been clamoring to follow the exact dynamics of relations with the unions it seems that, unilaterally, the company has decided not to pay overtime to those who have a high number of hours accumulated by asserting that have been made in the previous year. We ask if this is true, and if so, under what agreements and contractual provisions.

We want to remind the company that overtime work is regulated by Article 34 of the Negotiable Negotiable 39 and April 7, 1999 September 20, 2001. Specifically in paragraph 6 is reported: "The performance of overtime may be compensated at the request of the employee benefit from replacement with rest, consistent with the needs of the service, the following month.

addition to Article 40 of CCNL/2001 treating the regulation of bank hours, paragraph 3 is explicit: "The hours can be set aside required by each worker or as a salary or compensation allowed, except for increases in Article 34 , paragraph 8, CCNL/1999, in relation to the hours set aside are paid the following month at work.

From the above is evident, as the company can not unilaterally decide on the payment of overtime, when required to be paid by the employee, and also refuse to grant compensatory rest to those who choose this option.

Only those who are in debt schedule may not be authorized the payment.

Because of the way to conduct labor relations this MSW is forced to trust the company from any further decisions unillaterali normed CCNL.

Altresì esorta al completo pagamento degli straordinari per quanti si trovino nella giusta posizione per farne richiesta.

Chiede inoltre che il tavolo di trattativa sulla riorganizzazione dell’orario straordinario tenga conto in maniera puntuale del CCNL e che venga istituita la Banca delle ore, provvedendo a redigere una procedura che porti la nostra azienda alla gestione appropriata di tale istituto contrattuale.

Distinti saluti.

Daniele Ciofi

Coordinatore RSU

Americas Naughtiest Naughtyamerica

Dear colleagues: "The company will try again"

Cari colleghi: “ L’azienda ci riprova”. Mezzo armadietto a testa, perché il personale è aumentato e non sanno come fare.

3 anni fa un gruppo di infermieri con in mente di difendere i loro diritti diceva che Il nuovo ospedale non era pronto e non era adatto.

ANATEMA SUGLI ERETICI!!!

All’unisono da più fronti vennero attaccati e si cercò di zittirli in ogni modo. Anche con le denunce, ma hanno resistito.

Oggi a 3 anni di distanza, si nota come, nonostante tutto non siano stati ERETICI, ma PROFETI.

Si sono avverate tutte le loro profezie sull’ospedale, ed ora chi diceva “No non è vero” sta zitto con la coda tra le gambe.

Ma ritorniamo al problema, che non è certo dei colleghi o dei sindacati. Non ci sono sufficienti spogliatoi? L’azienda si adegui. Infatti, c’è proprio una legge, che disciplina chiaramente la matter, and that here it does not seem so appreciated.

And also there's more: the decision of the Court of Accounts 1547/2010 Sicilian states that the responsibility for safety violations in the workplace is the employer's (Director) and his officials .

So UP NURSING strongly opposes the business decision and points out that:

- The company can not be obliged to return the key .

- The company can not violate the integrity of the locks which houses personal effects

We would, however, to divide even the desks and maybe even the lavish salaries who has such brilliant ideas. It would be interesting to know what they think the NAS.

A proposal alderman skirmish: finding the money to do it quickly changing rooms or halving the salaries of those who have had this wonderful idea.