“Today's positive news, above all, concerns the method, that is, which - albeit with still distant positions - has begun to be written. Divisions and convergences must be systematized in order to work more carefully on the search for solutions.
We have made progress on supplementary social security and healthcare welfare. The increase to 2% of the contribution to the Cometa pension fund paid by companies is positive.
Greater efforts must be made compared to the younger generations. As the INPS also reminds us, at more than 70 years of age, after having worked for over 45 years, we will have pensions of less than half of the last salary: without compulsory supplementary pensions, we will have future generations of poor people. Courage is needed in this game before it's too late. Furthermore, we strongly affirm the need for Cometa resources to be used with the guarantee of ethical sustainability and with a greater orientation towards the real economy.
The delivery of information materials on the fund to the workers is positive, but not sufficient; for us it is necessary to give certainty to the enrollment of young people in Cometa through the obligation to pay contributions from companies and the consequent opening of supplementary positions.
With the introduction of supplementary health care for all workers, through the payment of 156 euros per year paid entirely by the company, we are strongly relaunching the "Metasalute" supplementary health fund obtained in the last two contracts. Huge spaces are opening up for health and economic protection for metalworkers and their families. The solution identified for fixed-term workers is positive, which allows them to register as long as the remaining time of the contract is at least 6 months and is renewable upon any extension.
We have also reiterated that, both for the Cometa Fund and for Metasalute, it is essential to provide the same economic coverage and protection for workers in CIGS, solidarity contracts.
With regard to continuous training, the introduction of the subjective right to training for all 24-hour workers represents a great achievement and can represent a cultural leap of great significance. We must, now, we must ensure that the articulation of the contractual rule is built on a virtuous system that allows rewarding the company that plans training with the union for all workers. In the text presented to us by Federmeccanica we found a series of inconsistencies that need to be resolved. With regard to the right to study, we appreciated the extension of the use of the paid leave envisaged by the contract also in study courses which were not previously included in the contractual provisions. The problem remains that Federmeccanica's proposal excludes the possibility, instead envisaged today, of using the paid hours for courses aimed at cultural growth even unrelated to a close connection with the company's activity.
On apprenticeship we have been presented with an overall picture referring to first level, third level (high qualification) and professionalizing apprenticeship. The first level apprenticeship is introduced for young people between the ages of 15 and up to the age of 25. It is positive that finally, even in our contract, the first steps are taken towards a dual system, scholastic, training and work, as in the best experiences made in Europe. Even with the cessation of the effects of the incentives on hiring envisaged by the 2014 stability law, apprenticeships are becoming increasingly convenient and for us it must become the privileged channel for a path of strong integration of young people into the world of work. Training, right to study and Apprenticeship are fundamental elements for taking up the challenge of industry 4.0.
On salary, bargaining, classification, hours, smartworking and participation, the negotiations will resume on 9 and 11 March and on 15 March with the plenary. On these latter issues, we expect important steps forward by Federmeccanica to prevent the negotiation from turning towards a break from the 15th.
