Discussion in Rimini to try to resolve some of the many annoying and erroneous interventions carried out by the Rimini administration against workers. Measures that are wrong in the manner and substance that we have asked for be eliminated.
With regard to cuts in hours worked in the office in excess of one’s time profile on days in which one had been on external duty in locations within 30 km, such as USB, we pointed out that article 24 paragraph 3 of the CCNL Functions Centrali 2016-2018 provides that if it is necessary to temporarily carry out work outside the place of work, for service needs, the round trip time to go from the office to the place where the activity is carried out is to be considered for all working time effects.
On this point the Director admitted that she had made a mistake and declared that in May she will not make cuts (and God forbid, we add) and that she has already returned the hours erroneously taken away from the staff involved. Obviously we didn’t trust the statement and after the meeting we found out that the hours had not yet been returned. We’ll see.
As regards external services for assessments within 30 km, we gave the example of a worker who leaves home at 7.30, arrives at the place where the assessment is to be carried out at 8.00, which ends at 9. At 10 he returns to the office and he remains there until 5pm (except for a 1 hour lunch break). Having a time profile of 7.12 he achieves 1 hour and 18 minutes of surplus. The Director stated that in such a case she would have eliminated that hour and 18 minutes entirely worked.
The example given, however, was not the fruit of the imagination of the USB delegate but an example attached to service order 73 of 2016 issued by the Provincial Directorate of Rimini and never modified, which clarified that in this case the worker could enjoy from 3.42 pm of overtime or obviously of recovery or hourly provision. On this the Director remained silent, saying that the situation is still open and she is looking into the issue further, but in the meantime workers have recovered almost all the hours unduly stolen.
The Director confused the regulation on external activities with the activity regularly detected in the office, mistaking fireflies for lanterns.
At the request of the RSU, he promised to carry out a survey of work-related stress by December, but given how he ignored the Trustee Councilors who came to find out if there were problems in the office, we do not believe that he will change his attitude in the event of a negative survey. Despite this, we believe that this survey is an important tool that entails precise responsibilities of the Director and therefore we recommend carrying it out with seriousness and attention (if it is ever carried out).
Regarding the malfunctions of the air conditioning system, we were informed that the property is available to replace 15 malfunctioning elements. We asked for the Management’s availability, in the event of temperatures that are too high in summer or too low in winter, to use smart working days as an exception, if requested by workers in situations of “thermal discomfort”.
Also on smart working we recalled that the national directive requires each worker to request and choose the two days of remote work per week and that their Team or Department or Area head must accept them, barring exceptions which must be justified and proven. In this case the worker can request the intervention of the Provincial Director on her behalf. This is what the regulation provides and this is what must also be done in Rimini.
Finally, it was also requested to create a comfortable refreshment area equipped with at least one refrigerator and food warmer. The Director asked the RSU to make a formal request. Let’s hope it’s not a way to throw the “ball into the stands”.
We remain vigilant and attentive to what is happening in Rimini because we do not believe it is possible for rules and regulations to be ignored by creating fiefdoms of ancient memory.
USB PI Tax Agencies Emilia-Romagna
