This Monday, Telefónica presented to the unions its first proposal of conditions for the new Employment Regulation File (ERE), in which it proposes that 5,040 be covered with early retirement from the age of 55, that is, 82% of the total. The rest would be covered with voluntary dismissals, which opens the door to forced dismissals if the pre-retirement quota is not filled.
This has been conveyed by the company’s management to the workers’ representatives at the negotiation tables of the ERE that will affect the three subsidiaries included in the Related Companies Agreement (CEV): Telefónica de España, Telefónica Móviles and Telefónica Soluciones.
The company proposes to articulate the plan preferably through early retirement. The proposal includes the following income brackets: for those born in 1969, 1970 and 1971, 68% of the salary up to age 63 and 38% between 63 and 65; between 1965 and 1968, 62% up to age 63 and 34% between 63 and 65; born in 1964 and before, 52% up to age 63 and 34% between 63 and 65.
In addition, it includes the annual update of 1% of the regulatory salary in the second tranche, income reversibility, special agreement up to age 63, basic health coverage, extraordinary contribution to the pension plan, ATAM coverage (Telefónica’s social protection system) and the cost of contributions during unemployment.
The three unions with representation (UGT, CC OO and Sumados Fetico) have described the first offer made by the company as “insufficient” and have warned that, if there are no improvements in aspects such as voluntariness, universality or the percentages of the proposed regulatory salary, there will be no agreement.
In the case of UGT, the union rejects the offer especially because the company eliminates the possibility of accepting voluntary requests in areas classified as critical or not surplus. “The union has informed Telefónica that, under these conditions, it would not be possible to reach an agreement, which would prevent any dismissal from being activated due to the employment guarantee in force in the III CEV,” states the UGT document.
