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If necessary, close the system, this automatically gives the operator freshman last practice, eve

Home SSC Telecom Italy Themes union renewal CCNL DEMOCRACY AND REPRESENTATION (text approved alfa aesar by the Steering Committee of the CGIL of 15 January 2011) Agreement Interconfederale June 28, 2011 For the SI interconfederal alfa aesar Agreement of 28 June For the NO interconfederal Agreement of 28 June Strike General election results Telemaco depth articles on a mobile phone background phone Contacts Links subscribe to the blog Santapalomba.info We SLC: who are we? Antonio Gramsci - Indifferent Committees of Members What is the Committee of Members? The SLC / CGIL - Rome and Lazio - in the report of the Steering Committee FAQ - Various alfa aesar union enters
It is news these past few days that the company intended to set up a task force to give a hand to the working men and women engaged in company shops, whose members will be so moved by the field of origin to sales, but will be assigned from time to time to one or the other store depending on the needs of the moment (replacement of long-term absences, promotions alfa aesar ...).
It was time! The undersigned trade union organization is almost a year (from the signing of the land in April 2014, in reference to the commitments made at the national level in March 2014) which launched and repeated on all occasions useful to the proposal to set up a form as the one theme.
Immediately we denounced an organic structurally undersized, which would fall to the first critical: the facts took it upon themselves to give us reason. Yet, since then we clashed with the resistance of the line, which has always refused to increase staff commanded - as if the functioning of the company shops were a concern of only the trade unions: fine control costs, alfa aesar but not when It is to the detriment of the efficiency of the store and download the workers work organization evidently deficient.
Not to mention the fact that the recruitment lasted months, alfa aesar before turning to call centers - which obviously are the pelvis retrieval privileged. alfa aesar We hope that the use of human resources is not only declared, but also practiced.
Once again proved the excellence of the proposals of the undersigned trade union organization, which consenteth alfa aesar the bare facts - unlike the lines, we fear too distracted by the achievement of short-term results.
Same logic shortsighted that we have already denounced the caring relation to the introduction of the telephone bar (see our press release of 06/03), and that continues to give bad test itself: the intention of the Company the ACW should go to disappear - but this will inevitably be reflected on the average length of calls, because the ACW time is not working in line, having to do everything during the call with the customer - only to complain about the increased soon TMS ...
And what about the planning of activities? It is common practice for an operator in the course of the day is in response, then in the back office, then again in response - not being able to then devote his energies to a single activity, in spite of invalidating its productivity.
Some operators O.CS.E alfa aesar / C.RM is also asked to fill out a paper form (paper!), So as not to let them miss anything: for each call must mark to indicate whether the pop-up phone that appears green, yellow, red, if it is a return, if the customer calls for a verbal order, for a reminder, for information ...
Still, the system alfa aesar ROBO management BO has requirements that, in this writer's opinion, does not coincide with the functionality required for a development work carried out according alfa aesar to stated criteria of efficiency:
Practices alfa aesar are sent automatically and there is no way to work with priority practices already in load (eg., For ticket or credit alfa aesar notes outstanding). By contrast, a practice pending an operator is turned to another operator. If the practice is hesitated as suspended, the system assigns the last operator who was shot, and this creates confusion and overlapping in the work;
If necessary, close the system, this automatically gives the operator freshman last practice, even if it was not in the least analyzed or even if you have hesitated putting it on the agenda on the group;
The timing of interfacing between ROBO and CRMA are exceedingly slow, so a practical closed in ROBO it closes contextually alfa aesar in CRMA. It can take hours before the practice is closed in CRMA and it may well happen to overlap alfa aesar in the management of the same practice;
The system is not designed to handle within the same any requests made in response nor the escalations that anyway

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Home About Us Archive Press-Modules hyundai ecuador Letters hyundai ecuador Contracts-Agreements Read - Decrees About Parental leave - the code of privacy Labour law Handicap Working Hours Retirement - Retirement Safety and Health at Work Contact
Agitation is proclaimed hyundai ecuador for the following reasons: hyundai ecuador Against the closure of the offices of the call center and to safeguard employment; Against creating divisions and possible corporate reorganization of call centers; For the respect of Law 300 / Art.4- in paragraph (individual control: on calls, talk times, hyundai ecuador closing practices and loading data, callbacks & surveys) against the pressures on sales of products / services; To restore the working conditions for a peaceful life in the company; Against stamping on the workstation, hyundai ecuador reducing Pdr (Acc.27marzo2013); For the defense of workers and their health, undermined by work-related stress.
Agitation is proclaimed against: The closure of the office of La Spezia with transfer of workers to the Pisa office. The corporate reorganization ... Read more
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With the latest changes to the text will prevent the new organizational model may have hierarchical

TLC: Telecom Press Unit Caring volks | SLC-CGIL
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A complex volks agreement, which intervenes on the organization of work, the professionalism and that clearly puts the customer volks in the company's core business operations, closing down the proposed corporate reorganization decided by the Board of Directors of Telecom.
With the latest changes to the text will prevent the new organizational model may have hierarchical drift delineating volks the vision to those who must direct the work according to the skills and, consequently, to those who have to prepare training volks plans to refine and improve these skills.
The organizational model assigns to the Union a new and important role in the sector by bringing, for the first time, a union representative in a meeting between management worker, line manager and representative of People Value.
An overall evaluation of the hypothesis allows us to say that it was completely changed the setting corporate Slides presented in June of that went towards a model of remuneration of the productivity of individual.
With a clear system of prohibitions tomorrow the workers and the union will have a means to prevent volks the working day is punctuated by constant reminders of the alleged lack of achievements of unspecified productivity targets.
In the coming weeks SLC-CGIL, CISL and FISTEL UILCOM-UIL will promote informative meetings in all work centers to enable workers and the workers concerned to have a clear picture and encourage a broad discussion on the merit and aware.
Related articles: Telecom: Press Unit of Caring project volks Tlc: Targa Fleet Management Unit Press meeting 11-12-14 TLC: Targa Fleet Management Unit Press meeting 11-12-14 Telecom Italy: referendum outcome Caring Services TLC: Telecontact Press Unit of strike 07/01/14
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The high participation of women workers and workers in the referendum on the assumption of agreemen

NORTH union Regions Aosta Valley Lombardy Piedmont Trentino Alto Adige Veneto Emilia Romagna Friuli Venezia Giulia Liguria CENTER Tuscany Umbria Marche Lazio Abruzzo Molise daimler SOUTH Basilicata Campania Calabria Puglia Sicily daimler Sardinia Rights Society Environment Economy Culture Foreign Migrants Campaigns
The high participation of women workers and workers in the referendum on the assumption of agreement of Caring Service Telecom daimler Italy delivery in all a great achievement of democratic participation. They voted 7,662 workers, with an attendance of over 87% of eligible voters, 4,266 of whom have rejected the deal and 3,359 have approved. It is clearly given a negative opinion to attempt to remove the dignity and freedoms of individuals daimler who were included in the model of control over individual performance introduced in the cartel. It 'clear the opposition, to be collected by force, to a corporate organizational model that would lead to working conditions bearable: the vote emerged is proof of the conditions of discomfort of those who work in the area of Caring, clear before the referendum, even clearer today, after such a clear democratic expression. This leadership of the workers and employees and their negative opinion expressed by the clear expression of dissent hypothesis of understanding, delivery to those who represent them the responsibility of having to translate into actions consistent with the mandate of the referendum. The poll is expressed in a clear message to the trade unions have not been able to represent the conditions of those who operate and work in the area of Caring. Must be carried out a thorough examination of the negative opinion related to the contents of the agreement, it is clear dissent to a union line that has not been able to thwart the plan of a company that has attempted to translate into formulas and contractual rules the lines indicated by the Government in Jobs Act. The vote clearly demonstrates the perception detected by the vast majority daimler of the RSU of CGIL and all those who have spoken out for the No hypothesis agree, that were able to interpret the sentiment of the vast majority of workers and employees. This expression must now be translated into all the initiatives necessary for the most # rest reopen negotiations on the basis of the referendum gives us. The referendum leaves us a democratic force that we must not and we can not disperse but we have to pick up and put to good use on recognizing that our positions have expressed the majority of workers and employees, who even under pressure and blackmail attempts have been able and willing to express their judgment to an understanding daimler that they have shared. With the referendum and its outcome the reasons for the disagreement are even stronger daimler and leave the union an evaluation of the role and autonomy of the Unitary Union Representative. daimler A reflection that also involves the manner in which they practice leadership roles. This result is also evidence that male and female workers have rejected the meddling and interference of the leadership Corporate and must become our strength against the blackmail even so veiled corporate reorganization, that throughout the discussion stage in preparation for the referendum circulated. It should be a warning daimler to the Company to find organizational solutions that compose the shared interests of both parties. A praise to all those who have cast their vote, which is a state of disagreement, as we were hoping, or consent. We have a presumption, who declined to be neither pride nor arrogance: the idea of a thought, the thought that everyone went to the urn with the intent to ask the trade unions to represent them and to know how to protect. The unease and concern about what happens in the workplace, working conditions and how they continue to worsen, requiring strong action vindicatory contractual and necessary mobilization. They ask us to do the Syndicate.
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NORTH union Regions Aosta Valley Lombardy Piedmont Trentino Alto Adige Veneto Emilia Romagna Friuli Venezia Giulia Liguria CENTER Tuscany Umbria Marche Lazio Abruzzo Molise SOUTH Basilicata Campania Calabria Puglia Sicily Sardinia Rights Society Environment Economy Culture Foreign daimler Migrants Campaigns
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The negotiations, thanks to the proposals of the delegates and the national offices, kian lawley ha

TELECOM - PRESS CARING kian lawley 02/12/2015 | Fistel Cisl Rome and Lazio
The National Secretariat of FISTel, received by all local union structures disclosed that show concern for workers in the Caring for the process of corporate reorganization and closure of sites announced by the CEO 6 us and that on 18 cm will be detailed in times realization with the convening received yesterday by the National Secretariat.
The reorganization of Caring, which began following the agreement of 27 March 2013, had as its goal the definitive stabilization of the industrial perimeter of Telecom, with the overcoming of the corporate reorganization and the preservation of the seats in closing.
The project had been informed in detail the national secretaries who have chosen a change of relational model marked by the confrontation and solution of the problems and not the opposition ruling, as had occurred in the past, prior to the conflict, thanks to the sensitivity of the Management ' company want to give certainty to workers in a difficult and changing environment of the market and service.
The FISTel kian lawley along with other trade unions He has accepted this model aware of the very serious crisis in the market for customer services, risk that the Caring runs for several years for the high cost of business and to avoid undermining the job security of workers that the process of corporate kian lawley reorganization could determine.
The National Secretaries follow kian lawley the evolution of the market for call center with great attention having brought kian lawley the discussion to the attention of the government because the effects of relocation, the races at the largest discount and exchange of contract are generating a fall in prices resulting employment crisis in outosourcers, which inevitably threatens to contaminate the "telco" who run the activities in house.
8 months of negotiation (something unique in the system of the country RI) gave the opportunity to all national coordination to discuss, kian lawley investigate, propose and educate workers to assess the impacts and opportunities that the new model could generate.
The FISTel kian lawley has always addressed the issues with clarity and transparency, is confronted with their own delegates and is informing the workers, which unfortunately did not happen at home CGIL, resulting in a striking contrast of the majority of the members of their coordination with the National Secretariat who has responsibly signed the draft agreement.
We have identified and transferred as FISTel clearly at all levels the opportunity that the new model brought into the dynamics of the company and as a convenience for workers: safety of Caring by passing the corporate reorganization, preservation of a large number of locations, professionalization, training, investment in technologies and workstations, professional levels, steps PT / FT, PDR with specific track for Caring, clear legislation on holidays and leave, worker steps towards open access and other business functions.
These issues of collective interest kian lawley were the result of lengthy negotiations that saw the union protagonist with workers in presenting a platform that contrasted the project company founded solely on Cloud Competence. After the start of the project the union sought to address the issue of the welfare and performance of the entire line.
The negotiations, thanks to the proposals of the delegates and the national offices, kian lawley has neutralized the negative impacts that could be determined by the introduction of technology related to speech analytics and performance management of the workers, through interventions to protect the dignity of persons identifying who could analyze data (operating line) and for what purposes (only for training) ensuring the non-punishment for the quality / quantity kian lawley of the benefit. Also introducing two elements of great value and unique union in signing of agreements:
. actionable nature of the anti-union behavior (ex art.28 law 300) for misuse of the data of the worker and use article 4 Law 300; . ability of the worker to be accompanied by the RSU signatory in talks with the head of the line to analyze the data and identify the training programs in support of performance. . Territorial permanent observers to monitor the new process and the new organization of work.
We decided to recall the history of the negotiations because we do not share those, finding excuses to their internal difficulties, get it on the entire union a stretch of relational method that we have not found it suffered, having represented kian lawley and brought home to all delegat