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Telefónica reduces the impact of the ERE to 3,559 employees, 400 less

The company improves compensation to 65% (from the 60% previously proposed) of the regulatory salary for workers born in 1968 and until they turn 63.

Telefónica has once again reduced the impact of the employment regulation files (ERE) that it will execute in its three main subsidiaries in Spain ( Telefónica de España, Móviles and Soluciones ) and has reduced it to 3,559 employees, 1,565 less than the 5,124 of its first proposal and 400 fewer workers than the 3,959 that it transferred to the unions just a week ago.

Specifically, for Telefónica de España the company has proposed 3,016 exits (compared to the initial 4,085), for Telefónica Móviles a total of 485 (958 at the beginning) and 58 at Telefónica Soluciones (81 at the beginning of the negotiations), as reported to Europa Press union sources.

In addition to reducing the impact of collective dismissal, the company has also conveyed to the unions an improvement in the economic conditions for workers who leave the company.

In the proposal conveyed to the unions this Wednesday, Telefónica has offered employees born in 1968 an income of 65% of the regulatory salary until the age of 63 (compared to 63% in the previous proposal) and 34% until the age of 65 (32 % in the previous offer).

For those born in 1967, 1966 or 1965, 60% of the regulatory salary until age 63 (58% in the previous proposal) and 32% until age 65 (same percentage as in the previous offer), to which is added a voluntary bonus of 3,000 euros.

Meanwhile, for workers born in 1964 or previous years it offers an income of 50% of the regulatory salary until age 63 and 32% until age 65 (without changes in both cases), to which it has also added a bonus of voluntary contribution of 3,000 euros.

It should be remembered that in the previous exit plan – negotiated in 2021 – the economic proposal agreed between the company and the unions stipulated an income of between 65% and 68% of the regulatory salary (depending on age) during the period between the date of discharge and the worker’s retirement.

Union requests

For its part, UGT has evaluated “positively the work carried out by the company”, although it has asked for “one last effort” to reduce the impact and improve the conditions offered in “in order to achieve maximum voluntariness” of the departures.

In his opinion, if the changes requested are made, the best exit agreement in the history of the company could be signed.

“However, we point out that the positions in the negotiations for the collective agreement of related companies remain distant and that only an agreement that guarantees the working and social conditions of the workforce for a minimum of 3 years will make it possible to agree on this ERE,” he indicated. UGT in a statement.

“We demand from the company a firm commitment to provide stability to the workforce by accepting the UGT postulates in order to agree on the agreement,” he added.

However, Sumados-Fetico continues to see the conditions offered by the company as “insufficient” to be able to reach an agreement on the collective dismissal.

In this context, the union has conveyed to the company the need for a “significant” reduction in the impact of the ERE because the economic conditions are not similar to those of the previous exit plans.

It has also reiterated its request that the collective dismissal be voluntary and universal and that the percentage of the regulatory salary offered be increased, as well as that it be extended until the ordinary retirement age.

Other issues that Sumados-Fetico puts on the table are the payment of 100% of the special Social Security agreement until retirement age; the inclusion in the regulatory salary of the biennia, level jumps and inflation (CPI) of the year in which the departure occurs and the inclusion in the regulatory salary of the amount that the company currently contributes to the pension plan.

“Eliminate from the target audience of the collective dismissal those workers who, due to their personal circumstances, do not meet the requirements to access early retirement. We detect, according to the data offered by the company, that this group can reach 300 people,” the union added.

The next meeting to negotiate the collective dismissal will take place this Thursday, December 21, in the morning, the unions have reported.

Sepi entrance

This Tuesday the Government announced that it will buy up to 10% of Telefónica’s shares through the State Industrial Participation Company (SEPI), a movement that responds to the emergence of the Saudi ‘teleco’ STC last September with a 9.9 % of the share capital of the operator chaired by José María Álvarez-Pallete.

Regarding the impact of the Executive’s decision on the ongoing negotiations, that is, the collective dismissal and the collective agreement – the current one is an extension of the previous one and expires on December 31 -, the unions (UGT, CCOO and Sumados-Feticos) consider that it will not affect the ongoing conversations in any way.

“I am glad that the State is becoming part of Telefónica’s shareholders. Regarding the negotiation we are currently having, I do not think it will have any consequences,” however, the Sumados-Fetico spokesperson clarified in statements to Europa Press.

However, UGT has requested the Government that this investment be accompanied by a “regulatory change that promotes competition in infrastructure and employment.”


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