In recent days the parties met to define the issue of reducing working hours, as envisaged by the new Ccnl, which delegates the definition of operational solutions to second level bargaining.
The union urged the company to identify a similar reduction in hours for all the bank’s structures, easily monitored and above all enforceable. On the basis of these assumptions it was therefore agreed to reduce the hours of the last day of the week, Friday, by 30 minutes, bringing it to a total of seven hours, for a total of 37 hours per week.
This measure meets the needs requested by colleagues, relating to the management of operational difficulties linked to the summer period and the use of holidays, while waiting to be able to carry out the first intakes of newly hired personnel, following the closure of the selections, to try to alleviate, at least partially, the problem of chronic staff shortages.
For part-time staff, the rules established at sector level will apply, which in general terms provide for these colleagues the proportional recovery of the shorter hours through paid leave – in relation to which the company will issue specific regulations, to supplement the existing one on working hours – while for shift workers, who work hours based on articulations which overall lead to a lower number of hours than 37, no reduction is envisaged.
As trade union organizations we believe that the topic in question is of fundamental importance within the debate that led to the signing of the new National Contract, introducing a chapter that will necessarily have to be developed in the future too, with a view to reconciling life and of work, in order to encourage new and good employment and to increase the quality of work performance.
The Secretariats
