Telefónica this month proposed a further 5% reduction in the Labor Regulation File (ERE) allocation for three branches under the Related Companies Agreement (CEV), bringing the total reduction in layoffs to 10% of the volume of departures initially planned. The group’s proposal to the unions would put them at 126 at Telefónica Global Solutions, 210 at Telefónica Innovación Digital and 340 at Telefónica SA headquarters, meaning 75 fewer people than in the initial allocation. This reduction joins that planned for Movistar + 52 lower, 17.5%, for a total of 245 departures (compared to 297 departures).
The company chaired by Marc Murtra is continuing negotiations for the adjustment of the workforce initially set at 6,088 people for its seven Spanish branches, a figure which has been reduced in recent days to 5,961 following negotiations in this country. three main branches subject to the CEV (Telefónica de España, Móviles, Soluciones).
In terms of volunteering and benefits, the company extends the possibility of recruitment to personnel born in 1971, increasing until 1970 and previous years. Membership is also open in critical areas, although limited to inconveniences. The UGT reiterates its request that anyone wishing to voluntarily join the plan can do so, and asks to extend the years of opening of the process so that prejudice becomes the central adjustment mechanism.
Regarding rents and economic conditions, Telefónica proposed a new table of rents for losses: those born in 1969, 1970 and 1971 received 68% / 38%; those born between 1965 and 1968, 62% / 34%; and those born in 1964 and before, 52%/34%. The company also agreed to increase the regulatory base for the second segment by 1% per year. For losses that do not result in losses, Telefónica has increased the compensation to 47/36 days per year worked, with a maximum of 36 monthly payments, and includes voluntary seniority compensation that varies between 2,500 euros (less than 8 years) and 9,000 euros (over 24 years).
As with other advances, the seniority of the entire Group in Spain is recognized, the Special Salary Supplement (CESS) is improved for those who cannot be harmed exactly at 63, the health policy is maintained during the payment of the CESS, and the creation of a monitoring commission is accepted in the event of a final agreement.
Despite these improvements, the UGT considers that the conditions remain insufficient and must improve significantly in days, tops and bonuses per year to guarantee dignified remuneration and encourage voluntary membership. However, in terms of selection criteria, the UGT requires that volunteering be the priority criterion and that any subjective parameter be eliminated, notably internal performance valuations. Finally, the union insists on the need for Telefónica to present a clear strategic plan that guarantees the sustainability of employment on a medium and large scale.
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