On Wednesday, unions announced their agreed salary increase proposal to the Employment and Collective Bargaining Agreement (AENC) which had been stuck for about a year because of differing positions between employers and workers’ representatives on the formula in which employers should compensate, or not compensate, for the evolution of prices on the payroll.
After threatening not to publish an agreement UGT And CC.OO. Already passed on to employers due to leaks in press hours before the official service, central unions ended up publishing the proposal. The request is not simple: They are asking for initial salary increases of 5% for 2022, 4.5% for 2023 and 3.75% for 2024, with the inclusion of a mixed salary review provision that addresses both the maintenance of wage buying power and the economic condition of firms, measured by the evolution of their profit margin. In short, a salary increase 13.25% in three years.
The proposal, not in vain, seems difficult to absorb because chief executive officer. Although employer sources confirm to the ABC that they are analyzing the union’s approach, repeating the proposal to include salary reviews based on price progress could make it difficult to reach potential consensus on the size of the raise itself, a point employers have always been open to negotiation. It was precisely the introduction of these clauses, the union redline, that ended up breaking the potential agreement a year ago.
But from the past Jan 19th, when the last meeting between CEOE, UGT and CC.OO took place. In the AENC, that employer is awaiting a union offer. President Antonio Garamendi has already indicated that he would welcome a new proposal in a constructive spirit that does not impose a financial burden on companies, forcing them to compensate payrolls according to prices, because this is not the time to increase pressure on company budgets, which also suffer from the escalation of the consumer price index in the form of An increase in production costs. Now, the final stance towards this new proposal is not yet clear.
New Terms of Clause
CCOO and UGT propose to add an additional increase to the proposed initial salary increases for each year of the period 2022-2024 (5%, 4.5% and 3.75%) due to deviation from inflation in each year of the agreement, introducing new criteria on salary review requirementwhich will no longer only be related to the development of prices, but also to the economic performance of companies.
Said additional salary increase, which will be determined through the Salary Review Clause, will be linked to information obtained through the Collective Bargaining Economic Information System (SINC) So that the recovery of the purchasing power of wages is linked to the economic development of the sectors through “reliable data”.
According to the union’s proposal, this wage refund clause will work preferentially on closing every year In any case, it will be the collective agreements themselves that determine other sequences for the entry into force of the clause: at the end of the 2022-2024 cycle or the percentage distribution in both times (one percentage of redemption at the end of the year and another at the end of the cycle).
To illustrate this indicator, which they call SIENC, the unions are asking from Social security It generates a list of companies covered by each collective bargaining agreement based on the agreement code provided by each company. Based on these lists, they state that tax agency It will add information you already publish about sales (based on VAT returns), purchases (VAT supported) and payroll payments (IRPF Form 111) since 2014.
The unions point out that “the formation of this index must be subject to a process of dialogue and negotiation, in which it is important that the government is willing to facilitate and make the necessary data transparent”, proposing that the SIENC site be organic. In the Department of Tax Studies and Statistics From AEAT, given that the bulk of the information will come from the tax records with which this service works.