Always, but more than ever in difficult times, the unity of the social fabric, the sense of sharing a purpose and of being an understood and appreciated part of a whole, are essential to the survival of a community, be it a company or any other group of people. In other words, these are the foundations of a team that, if it fights with conviction and enthusiasm, has a greater chance of succeeding.
This unity is achieved through fair management of the remuneration policy but also through corporate behaviors and policies that often cost nothing in terms of money, but bring benefits to both parties, those who give and those who receive.
Our Bank, Cassa di Risparmio di Cento, has regularly squandered every opportunity it has had to motivate its staff at no cost, behaving in the opposite way, scientifically we might say, and at this point, unfortunately, there are more than three indications in this direction.
It's sad to see how our company has preferred a management model reminiscent of a 1950s metalworking industry, "I'm the boss!" style, to that of a modern service company, aware that the only thing that can distinguish it from the competition in a world of increasingly standardized products is the professionalism and motivation of its staff.
This behavior has always left us doubtful and we have never approved the renunciation of pursuing an autonomous development model and the choice to gradually abandon the characteristics of a "local bank" to conform to the organizational models of the large transnational banks: the organizational establishment of hub and spoke branches without a real analysis of our realities, the devaluation of professionalism (the figures of Branch Owners, first and foremost), the renunciation, in fact, of overseeing the territory and finally the absurd competition between offices, operational units, branches for
an ephemeral individual merit regardless of the common good (i.e., the success of the company).
But, even beyond this, whatever the business development model pursued, the only certain thing is that a disjointed and cohesive team does not achieve any goal and certainly does not build any sense of belonging, esteem and trust in an "EMPLOYER" who:
– sends medical visits (paying for them) to those who have the misfortune of falling ill just before holidays or permits (without considering that those who are guilty of fraud and stay at home on sick leave in
“irregular” manner he knows perfectly well when he has to be available and will very rarely be caught doing so);
– drops the kind concession of flexible hours from above, in the face of proclamations and signed agreements, because, evidently, being is one thing and appearing is another: I deny you flexibility not because I need you from 8.10 to 8.25 (or, alternatively, from 4.40 to 4.55), but because I have to impose myself on you
you, make you understand who's in charge, make you understand that you're a subordinate... And I alone decide the validity of your motivations!...
It is perhaps worth emphasizing that, where customer service needs allow, there is no reason to deny flexibility or other concessions, which
they can instead improve the working climate;
– denies a paltry mileage or transport allowance to the “plebs” or speculates on the measured distances to be reimbursed, but then grants company cars for absolutely promiscuous use to the “corporate aristocracy” (thereby taking care of the associated road tax, maintenance coupons, mileage traveled, etc. etc…);
– believes that productivity increases through a way of managing human resources that no modern entrepreneur would even consider: obsessive control of results without analysis of added value;
Disciplinary complaints for operational errors, often committed due to the conditions in which they are forced to work; no consideration for the skills acquired and, perhaps, long-standing by staff; excessive attention to the "facade," seemingly oblivious to what goes on inside;
– doesn't believe that "from below" can come not only complaints, but also useful advice for customer management and doesn't tolerate cross-examination, so much so that to reduce it to zero, he resorts to the queen of dialectical NON-ARGUMENTS: "BE THANKFUL YOU HAVE A JOB!"... the corporate equivalent of "YOU DON'T KNOW WHO I AM!".
To us, more than the beautiful English words that are so fashionable – including TEAM and WELFARE – that are constantly being thrown at us, others come to mind:
Cassa Risparmio di Cento?…. Good night and good luck!!!
Company Trade Union Representatives
Savings Bank of Cento Spa
FABI FIRST – Cisl FISAC – CGIL

L'articolo CARICENTO: c’è modo e modo di essere datori di lavoro sembra essere il primo su Cisl Ferrara - Confederazione Italiana Sindacati dei Lavoratori.

This is an opportunity to make the public understand that employees are just as injured in this affair as customers. We therefore ask you to intervene en masse to make our voices heard!

COMPANY UNION REPRESENTATIONS
New Savings Bank of Ferrara Spa
FABI FIRST/CISL FISAC/CGIL UGL/CREDITO UILCA

L'articolo PRESIDIO UNITARIO DIPENDENTI CARIFE sembra essere il primo su Cisl Ferrara - Confederazione Italiana Sindacati dei Lavoratori.

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L'articolo Assemblee dei dipendenti delle Aziende di Credito per l’Ipotesi di rinnovo del Ccnl Abi 2015 sembra essere il primo su Cisl Ferrara - Confederazione Italiana Sindacati dei Lavoratori.

L'articolo Bancari 30 gennaio sciopero e manifestazione nazionale sembra essere il primo su Cisl Ferrara - Confederazione Italiana Sindacati dei Lavoratori.

But between the first group of values and the second the dimensions are disproportionate!

“Let's use a physical analogy to compare the magnitudes. Bank loans are like a medium-sized mountain, about 1,800 meters (and billions of euros); of these, doubtful loans are as tall as the Chrysler Building in New York: more than 300 meters (and billions of euros). They cause write-offs as tall as the giant Christmas tree in front of Milan's Duomo, about thirty meters (and billions of euros). Personnel costs, which some believe need to be significantly pruned, are, by comparison, as high as an average cypress tree in the countryside, about twenty metres (and billions of euros).

The problem underlying companies' losses therefore stems from the enormous mass of credit already granted and not from the moderate cost of personnel!

So, to conclude the metaphor, to start making the banks earn money again you don't need a gardener...!

Paola Vinciguerra

CISL

L'articolo Tagliando un albero non abbassi la montagna. I veri problemi delle banche italiane sembra essere il primo su Cisl Ferrara - Confederazione Italiana Sindacati dei Lavoratori.

I believe we bank workers have done well: in recent years, we have not received pay raises to allow 50,000 redundant colleagues (meaning they would have been laid off) to take early retirement; we have also enabled the hiring of 10,000 young people. Yes, you understood correctly, all of this was paid for with our contractual waivers, with our solidarity as bank employees.
So, I finally come to the question: what do you say, do we deserve to have a better counterpart (i.e. the bankers)?
What do you mean? Maybe there are some, but they're a little shy and get overwhelmed by the more arrogant ones?
Well, then I ask you to give the former a little courage, and the latter a little peace, because we bankers have more than enough of it.
With love.

L'articolo Lettera di un bancario a Babbo Natale sembra essere il primo su Cisl Ferrara - Confederazione Italiana Sindacati dei Lavoratori.

The location chosen for the mobilization initiative is the same one where the central committee of the SNA met, called to discuss and approve the pirate agreement that they defined as a collective labor agreement.

Fiba, Fisac, Fna, Uilca highlight the innumerable profiles of illegality present in the"pirate agreement" that reduces the salaries already in force in 2011 and denies contractual continuity from 2008 to 2014 by not recognizing 1 cent of arrears!

For this reason, the trade unions have affirmed their intention to harshly oppose the application of this pseudo employment contract by acting on three levels:

– an institutional political action aimed at the government, the Ministry of Labor, INPS, insurance companies;

– long-term legal action against individual agents who will apply the contents of the pirate agreement to their employees;

– legal action against the SNA and its contractual choices.

The protection initiatives for agency workers will also continue on the territory, therefore the secretary Marco Barioni, invites to contact the category to allow a timely intervention in case there were attempts of forced application of the pirate agreement and to implement all the actions of defense of the rights that will be necessary.

L'articolo Assicurativi: contro”l’accordo pirata” firmato da SNA e sigle sconosciute del settore sembra essere il primo su Cisl Ferrara - Confederazione Italiana Sindacati dei Lavoratori.

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L'articolo Nasce il sito Altheia sembra essere il primo su Cisl Ferrara - Confederazione Italiana Sindacati dei Lavoratori.