The 10th Red Eléctrica de España Collective Bargaining Agreement, signed on 24 April 2014, is based on three essential pillars: sustainability, flexibility and efficiency.
- Our people
José Antonio Vernia Peris, Manager of Human Resources Organisation and Planning Department
On 31 December, 2012 the current validity term of the 9th Collective Bargaining Agreement of Red Eléctrica (REE) expired. Said agreement, of limited effectiveness, was signed by the trade unions ‘Comisiones Obreras’ (CC.OO.) and ‘Unión General de Trabajadores’ (UGT) after ratification of the preliminary agreement by the workers of the Company in a referendum.
The 9th Collective Bargaining Agreement of REE introduced significant advances in flexible working hours for personnel responsible for the maintenance of transmission facilities and regarding the classification of professional groups, in many respects in anticipation of the future labour reform.
On 12 February, 2013, the negotiating table for the 10th Collective Bargaining Agreement was established and, after 14 months of negotiations in a complex environment marked by the global economic crisis and the regulatory changes in the electricity sector to correct the tariff deficit, on 31 March 2014, a preliminary agreement was reached between the Company and the trade unions (CC.OO. and UGT) which was submitted to a referendum of all workers; said referendum had a participation of 83.6% of the Company’s workers and reached a level of acceptance of 82.7%. With these results, on 24 April 2014, the 10th Collective Bargaining Agreement of Red Eléctrica was signed by all the unions represented in the Company, CC.OO. and UGT and SIE (Sindicato Independiente de la Energía). On 1 May, the 10th Collective Bargaining Agreement of overall effectiveness came into force. Subsequently, on 13 May 2014, the three unions ratified the agreement for the integration into 10th Collective Bargaining Agreement of the Company’s workforce that came from ENDESA as a result of the acquisition of insular transmission assets in 2010.
The negotiation of the 10th Collective Bargaining Agreement is based on three essential pillars: sustainability, flexibility and efficiency. These three pillars, fully integrated together, have marked the negotiation and therefore the agreement reached.
On this occasion, we will focus on flexibility.
What flexibility? Any that improves the personal and working conditions of the people working in Red Eléctrica and that lead to work being performed more efficiently.
Why flexibility? Because whenever the job requirements allow room for it, labour flexibility measures lead directly to the improved well-being of people and therefore greater efficiency and quality of work.
Flexibility – what for? So that while improving the efficiency and quality of work, we may also obtain a greater personal and professional satisfaction of the people who make up REE. This will be achieved by increasing the work-life balance measures and promoting equality and diversity as well as allowing adjustments to be made to working hours to adapt them to the actual workload of each unit of the Company taking into account higher and lower workload patterns of the unit during the year.
What does the 10th Collective Bargaining Agreement offer regarding flexibility? There are several measures included in the agreement in favour of flexibility and these can be categorised into three large areas: general (new authorized leaves and absences, and reduced working days); staff office hours (flexible annual work schedule based on a 7-hour working day and a bank of hours, managed partly or entirely by the workers, as well as flexible start and finish times), and facilities maintenance personnel (night-shift regulation, possibility of starting the work day earlier, regulation regarding actions of stand-by work squads as work day and regulation on the incorporation to work after night-shift stand-by work squad actions).
At this point in time, just one year after the new agreement came into force, all indicators show a high degree of acceptance and usage by employees of Red Eléctrica of the new flexibility measures introduced by the agreement. One example is the huge drop seen in reduced working schedules to take care of children, more than 40%, which demonstrates the huge impact on improving the work-life balance and promoting equality.
I look forward to providing you with new data on future occasions on the impact of our new collective bargaining agreement.