_546d6a10-d9f5-460e-a1f6-b27ffd14593f.jpg "ERE at Telefónica")
Telefónica told the unions this Monday that the exit plan in Spain that it plans to present will be through an employment regulation file (ERE) for Telefónica Móviles, Telefónica Soluciones and Telefónica España, where around 16,000 people work, according to union and company sources reported. The company.
If you take into account the ERE employees born in 1968, around 2,500 employees would be affected; if you also include the employees born in 1969, it would be 5,000.
The company has not currently provided any information on the number of employees who will be affected by the ERE, which is “legally not possible” as previous data presented outside the negotiating table could result in the ERE being challenged on Monday trade union circles.
The unions were waiting for the meeting of the company’s collective bargaining table to clarify whether Telefónica’s exit plan was implemented through an ERE or a PSI (Individual Suspension Plan) of employment, which affected workers born up to 1967.
Depending on the year of birth that Telefónica takes into account, between 2,500 and 5,000 employees may be affected by the ERE.
If the ERE also includes workers born in 1968, around 2,500 workers would be affected, and if it also includes workers born in 1969, the number would rise to 5,000. However, according to the unions and the company, no figures were discussed at the meeting.
The details must be disclosed in the respective negotiating tables that will be opened in each of the three intercentral committees of the companies concerned. The unions said their dates have not yet been set.
The difference between an ERE and a PSI is that in the latter case the employee remains committed to the company, which means that he maintains health insurance and pension plans, among other things. With the ERE it would be decoupled.
Now is the time to negotiate the terms, union sources said, explaining that it is necessary to know the terms of the company’s proposed ERE before starting to evaluate that plan.
UGT stated in a press release that the company must commit to the internationalization of services and training before any new staff adjustments.
They ask for 35 hours per week
The union has insisted that any exit plan must be linked to the signing of a new collective agreement – Associated Companies Agreement (CEV) – with a minimum term of three years, which protects the workforce and their working and economic conditions.
UGT has marked red lines for employees to maintain their purchasing power, they explain in the press release. In addition, they demand, among other things, 35 hours per week.
