{"id":2323,"date":"2023-03-23T11:41:26","date_gmt":"2023-03-23T10:41:26","guid":{"rendered":"https:\/\/uob.cat\/caixa\/?p=2323"},"modified":"2023-03-23T11:48:12","modified_gmt":"2023-03-23T10:48:12","slug":"bases-patronales-para-la-rv-acuerdo-prejudicial-de-panos-calientes","status":"publish","type":"post","link":"https:\/\/uob.cat\/caixa\/es\/2023\/03\/bases-patronales-para-la-rv-acuerdo-prejudicial-de-panos-calientes\/","title":{"rendered":"Bases (patronales) para la RV: \u00a1acuerdo prejudicial de pa\u00f1os calientes!"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Ayer, ante la Sala de lo Social de la Audiencia Nacional, una mayor\u00eda sindical y CaixaBank llegaron a un <strong>acuerdo prejudicial<\/strong> (y, \u00bfquiz\u00e1s, perjudicial?) que pone fin a unas demandas de <strong>conflicto colectivo<\/strong> de UGT, reclamaci\u00f3n que <strong>podr\u00eda haber dado para mucho m\u00e1s<\/strong> de lo que se habr\u00e1 quedado con este acuerdo.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>UOB particip\u00f3 activamente<\/strong>, hasta el final, para mejorar el acuerdo, especialmente en lo que se refiere a la temporizaci\u00f3n del punto primero, que ser\u00e1 una carga, ahora permitida por una mayor\u00eda de la RLT, para toda plantilla. Por este motivo, esencialmente, <strong>UOB<\/strong> no suscribi\u00f3 el acuerdo, quedando sin ataduras para iniciar acciones legales futuras, si as\u00ed lo consideramos oportuno.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>La jurisprudencia es muy clara: las bases de la retribuci\u00f3n variable deben conocerse al INICIO del per\u00edodo de devengo. Y si la jurisprudencia dice esto, \u00a1as\u00ed debe ser, y punto, sin parches ni pa\u00f1os calientes<\/strong><strong>! Si CaixaBank no quiere hacerlo, o no puede hacerlo, que espabile: que <u>CAMBIE EL MODELO<\/u> por otro mejor (algo bien necesario) o, como m\u00ednimo, que <u>HAGA EL TRABAJO CUANDO TOCA<\/u>.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">CaixaBank no quiere asumir nada de esto, y los sindicatos mayoritarios que han firmado el acuerdo le han otorgado la potestad de <strong>seguir m\u00e1s o menos como ahora<\/strong>, sin una contraprestaci\u00f3n que valga la pena a cambio de permitir tener la plantilla <em>in albis<\/em> ni nada menos que <strong>un cuarto del a\u00f1o<\/strong>, y de hacer <strong>cambios <\/strong>en las bases en <strong>circunstancias sobrevenidas <\/strong>(seamos serios, \u00bfcu\u00e1ndo no pasa esto?), pero ahora de manera consentida y pactada! En el fondo, \u00bfpeor que est\u00e1bamos?<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En definitiva, el acuerdo establece que:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>1.<\/strong> La empresa se compromete a <strong>publicar las bases<\/strong> correspondientes a retos o incentivos comerciales que tengan devengo anual <strong>no m\u00e1s tarde del 31 de marzo <\/strong>del a\u00f1o correspondiente al devengo.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>2.<\/strong> La empresa <strong>no aplicar\u00e1 modificaciones <\/strong>al contenido de las bases despu\u00e9s de su publicaci\u00f3n ni durante el per\u00edodo de devengo, que supongan un perjuicio o empeoramiento de las condiciones aplicadas a los trabajadores, <strong>salvo que se produzcan circunstancias sobrevenidas ajenas a la voluntad de empresa<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>3.<\/strong> La empresa se compromete a <strong>facilitar <\/strong>las <strong>bases<\/strong> correspondientes a los <strong>incentivos <\/strong>comerciales en la RLT a efectos de informaci\u00f3n y, en su caso, emisi\u00f3n de <strong>informe <\/strong>con una antelaci\u00f3n m\u00ednima de <strong>7 d\u00edas <\/strong>respecto a la fecha de publicaci\u00f3n. (La RLT pasa de contar con 15 d\u00edas para realizar el informe, a s\u00f3lo 7 d\u00edas. \u00bfAqu\u00ed s\u00ed que se puede acortar el tiempo?)<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>4.<\/strong> La empresa se compromete a <strong>abonar <\/strong>el <strong>incentivo<\/strong> correspondiente en caso de <strong>despido disciplinario <\/strong>reconocido como <strong>procedente<\/strong>, siempre que la causa no sea la actuaci\u00f3n fraudulenta en la comercializaci\u00f3n de productos incluidos en el incentivo.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La redacci\u00f3n en general no es nada satisfactoria: el punto 2\u00ba contiene un <strong>\u00absalvo que\u00bb<\/strong> al que la Direcci\u00f3n podr\u00e1 aferrarse para realizar modificaciones, no precisamente en provecho de la plantilla; y los puntos 3\u00ba y 4\u00ba hablan \u00fanicamente de <strong><em>incentivos<\/em><\/strong>, sin citar el <strong><em>bonus<\/em><\/strong>. La retribuci\u00f3n variable en CaixaBank comprende <em>incentivos <\/em>y <em>bonus<\/em>. \u00bfToda la ma\u00f1ana para hacer este redactado, y ni siquiera se ha trasladado correctamente el nomencl\u00e1tor adecuado para evitar cualquier mala interpretaci\u00f3n?<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Es posible que las grandes centrales sindicales <em>vendan<\/em> este acuerdo prejudicial como un peque\u00f1o paso. Teniendo en cuenta el panorama de la retribuci\u00f3n variable en CaixaBank, quiz\u00e1s lo sea, pero <strong>no en la buena direcci\u00f3n<\/strong>, y menos a\u00fan por lo que esper\u00e1bamos, sinceramente, del conflicto. Lo que s\u00ed es, seguro, es una <strong>oportunidad perdida <\/strong>para poner a la empresa en cintura de acuerdo con la m\u00e1s moderna jurisprudencia sobre retribuci\u00f3n variable. Y, evidentemente, no hemos visto ninguna intenci\u00f3n, por ahora, de querer llevar la retribuci\u00f3n variable, todo el sistema, queremos decir, al terreno del acuerdo colectivo para dotarlo de transparencia y universalidad, cosas que exist\u00edan en Bankia , \u00a1y que est\u00e1n m\u00e1s que desaparecidas en CaixaBank en esta cuesti\u00f3n!<\/p>\n","protected":false},"excerpt":{"rendered":"<p>La jurisprudencia es muy clara: las bases de la retribuci\u00f3n variable deben conocerse al inicio del per\u00edodo de devengo. \u00a1Sin parches ni pa\u00f1os calientes!<\/p>\n","protected":false},"author":3,"featured_media":2320,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":"","_members_access_role":[],"_members_access_error":""},"categories":[66,121,123],"tags":[],"class_list":["post-2323","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-cosas-de-la-direccion","category-publicaciones-mandato-2023-2026","category-retribucion"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Bases (patronales) para la RV: \u00a1acuerdo prejudicial de pa\u00f1os calientes! 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