“The new collective bargaining agreement for medical management has begun its application process in a decentralized manner on the matters envisaged by the art. 7. Among these, the new regulation of working hours introduced by art. 27, paragraph 3, appears permeated with unknowns in the operational translation”. As Alberto PozziRegional President of the Italian Doctors Union and Regional Vice President of the Veneto Veterinary Doctors and Healthcare Managers Federation.
“We need to preface this consider – he continues – that the medical profession essentially remains refractory to organizational models based on purely economic criteria. In fact, the medical profession, permeated with significant autonomy, is difficult to reconcile with a detailed planning of services and with the preparation of rigid activity patterns and predefined timetables. For this reason, it is intuitive that punctually mapping the hourly surplus of public health managers with mathematical tools, as required by art. 27, does not resolve the variability of the cases organizational in healthcare settings. It is important to note that the time generated by the application of the algorithm is used to establish the amount of hours compensated by the treatment as a result it generates a much lower number of hours than the average hours worked in excess by the majority of hospital doctors. This situation implies that in the end the contract has effectively sanctioned the structuring of excess hours in working hours, at zero cost, and at the same time a significant number of hours exceeding the excess will have to be made up for a full day with unsustainable consequences for the administrations companies already in difficulty due to lack of professionals”.
“It is therefore possible – he concludes – that regional and local administrations put pressure on the UOC directors responsible for controlling and validating the excess hours produced by collaborators. However, control and validation require that objective tools for programming the service activity are available, such as the definition of performance times and work plans, and that there is an adequate supply of personnel for the required performance objectives. In the current situation, programming in these terms appears virtual and any forcing would have the consequence of a collaborative disaffection which in any case would not be manageable even with disciplinary tools. After these considerations my opinion is that the National Collective Labor Agreement will not solve the age-old problem of multifactorial working hours because art. 27 rigidifies and blocks the organization of work worsens the organizational climate, makes the compensation of hourly credit virtual and increases administrative disputes”.
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