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The modern distribution national collective agreement signed. What does it foresee and what is expected from tomorrow. The point of Mario Sassi, author of the Blog-Notes on work.
As I have already written, the signing of the modern distribution collective bargaining agreement was essential to close a phase. Confcommercio together with Confesercenti had the merit of identifying, together with the trade union, the economic reference point that would remove the risk of dumping between Ccnl from the table. Federdistribuzione understood that a "distinctive" Ccnl could not be built when the bell had already signaled that the end of recess had arrived. Lidl, I say this for those who pretend not to understand it, interpreted the bell very well and made everyone face their responsibilities. Cooperation did its job, with the usual seriousness.
I'll try to summarize the situation if my memory serves me. Conad, Lidl, Sigma, Sisa, Eurospin, Crai, Arena group and several other companies will apply the Confcommercio collective bargaining agreement. In Conad some members will apply, for historical reasons, that of Confesercenti. As well as Coop and other related companies, obviously, that of cooperation. The other brands, whether multinational, national, multi-regional, local or franchising, (except those which, especially in the south, apply local contracts suggested by their respective labor consultants in their points of sale) will apply that of Federdistribuzione.
The latter, if it does not waste the entire validity of the new Ccnl, just signed for the second time, has the duty to launch a challenge to the trade union which I hope it will take up in turn, to work together on the construction of a new profile and a precise content that transforms this "patchwork" of texts initially built on small neighborhood businesses starting from the 1950s into a modern, shared and useful text for workers and businesses in the large-scale retail trade of today and tomorrow. Fundamental element for rebuilding that unity, at least in terms of sharing the perimeter of the sector and the work applied in those realities.
To do this it is necessary first of all to avoid superficial judgements. The distinctiveness concerns the entire perimeter of the large-scale retail trade. Preferably in a single text shared by all the signatories of the different Ccnl. If it were not possible, as a second choice, it would be sufficient to retrace the path that led first to Confcommercio and Confesercenti, then to Cooperation and finally to Federdistribuzione, in reverse mode, allowing all parties to capitalize and share with the trade unions category the respective needs and contents. It would be a historic turning point. It would be enough to start from welfare which is already largely shared.
Regarding the framework, there is a desire to change it, update it, while protecting the acquired rights. Fortunately, the evolution of professionalism is not seen by the most serious brands as an element to penalize their collaborators. The idea of the mixed commission with a date by which a credible output must be produced is correct. In the meantime, the changes in the classification concern the introduction of the parapharmacy pharmacist at the 2nd level and the responsible pharmacist at the 1st level, as well as the remote sales employee and the e-commerce employee at the 4th level (subject to permanence at the V° in the first 18 months of hiring). Similar work on tertiary professions, it should be underlined, has also been done by Confcommercio.
As well as having addressed, albeit in an inconclusive way, the so-called "poor work" in terms of quality and quantity of performance. A sign of recognition by companies that the problem exists and that, if underestimated, it could be a boomerang in times of recruiting crisis.
On the other points: the renewal procedures that will guide the upcoming deadlines have been confirmed, the non-absorbability of increases prior to 1 January 2022 has been defined, the prerogatives of the permanent commission for equal opportunities, leave for women victims of gender violence, the reasons for hiring with a fixed-term contract, supplementary healthcare, parental leave and salary increases in line with the other two national collective bargaining agreements signed previously.
Finally the economic part. For part-time workers, increase in the annual elastic clause allowance from €120.00 to €155 (starting from 1 January 2025); raising the minimum part time to 20 hours; health care from 1 April 2025 increase of €3.00/month to be paid by the employer of the registration fee for the EST Fund; €40.00 overall increase to be paid by the employer in January 2026 of the mandatory annual contribution to Cassa Quas for each Manager. Finally, a UT which at level IV is 175 euros on 1/7/2024 and the same on 1/7/2025. At the 3rd level it is 202.34+202.34, at the 2nd level it is 236.73+236.73, at the 1st level 273.67+273.67 and, finally at the Diamonds, 303.81+303.81 .
The agreement provides for the salary progressions from which the workers to whom the contract will be applied will benefit during the period of its validity. The new contract will be effective until 31 March 2027. The parties' commitment to a regulation of contractual structures and representation. (see Table)
In closing I would say that, although outside the deadline, the overall opinion is positive due to the commitment of all those involved. Now we need to look ahead.
This is a machine translation from Italian language of a post published on Start Magazine at the URL https://www.startmag.it/economia/tutte-le-novita-sul-contratto-di-lavoro-nella-distribuzione-moderna/ on Sun, 28 Apr 2024 05:21:52 +0000.