State, from January on the way 105 euros more in paycheck, Brunetta: “signature pre-agreement ccnl makes me proud”

The pre-agreement signed today by Aran and the public employment unions for the contractual renewal of the Central Functions sector for the three-year period 2019-2021 concerns approximately 225,000 public employees of ministries, tax agencies and non-economic public bodies. The agreement recognizes, when fully operational, increases from 1 January 2021, equal to approximately 105 euros on average for 13 months and also provides for the use of the additional resources that will be allocated in the budget law for 2022, starting from 1 January to finance the new professional system and the overcoming of the limits to the increase of the decentralized resources funds, allowing a further overall benefit of about 20 euros per month on average. The agreement also recognizes average contractual arrears, for the period 2019-2021, equal to approximately 1,800 euros. The agreement was signed by all the acronyms with the exception of USB and leads the way for the other sectors, starting with health care and local authorities. “It’s done. Today’s signing makes me happy and proud. We respect the commitment I made on March 10 by signing the Pact for the innovation of public work and social cohesion with the trade unions” comments the Minister for Public Administration. Renato Brunetta, who adds: “with the contract, the lifeblood of change, we restore the centrality and dignity of human capital”. From the regulation of agile work to the new personnel classification system. These are some innovations provided for by the pre-agreement. Here are the elements that characterize the new system: the simplification of the system resulting from the overcoming of the old economic positions, replaced by a single legal position for each area; the introduction of a fourth area, called the “area of ​​high professionalism” in which employees with high professional qualifications will be hired. In addition, the provision of a clear and simplified economic path, which allows workers to acquire additional salaries, called “salary differentials”, aimed at remunerating the greater degree of professional competence progressively acquired by employees; the contractual regulation of remote work, which is divided into agile work and remote work, thus responding to the different organizational needs of administrations and workers, without prejudice to the quality and quantity of the services provided and the activities carried out. Again, from the point of view of trade union relations, a review of the subjects of comparison and supplementary bargaining in order to enhance the level of participation and collaboration between administrations and trade unions; a renewed attention to staff training, especially in this particular historical moment, in which it is necessary to complete the digital transition and invest, with specific resources already allocated by the Government, encouraging the development processes of skills and professional qualifications. economic norms provided for by the previous National Collective Labor Agreement, for example sick leave in case of serious pathologies requiring life-saving therapies, excluded from the period of behavior both with reference to the days of carrying out the therapies, and with regard to absences resulting from the side effects of the same; the extension of insurance coverage to employees who cover job positions that require the assumption of direct external responsibility; the introduction of safeguards aimed at allowing people to live their gender identity in a balanced way.