Seasonal but with rights to the Hard Rock Cafè Firenze: agreement for 15 employees
Seasonal workers but with the same rights, wages and protections as the stable ones: this is the meaning of the agreement to regulate seasonal work stipulated 4 months ago between Filcams Cgil and Hard Rock Cafè Firenze, which involved about fifteen employees (out of a total about 70) and which was the subject of a recent meeting between the trade union and company management to assess its effects.
In the agreement there is an arrival of the discipline between seasonal companies and companies that have a productivity peak during the year. Among the contents of the agreement: the right for workers to have contracts for an amount not less than thirteen weeks in the “small” windows (in the temporal sense, for example Halloween, Easter, Christmas), thus guaranteeing access to Naspi; the possibility of accumulating company seniority with the number of contracts of contracts thus guaranteeing the “seniority pro shots” the right to seniority shots, accrual of rol (permits) and to participate in any company bonuses, as well as a comparison of relationships trade unions.
For Valentina Berti of Filcams Cgil, “seasonal work creates an important productive driving force to respond to the surge in demand, it is therefore important that seasonal workers are assimilated in the declination of protections in a convergent manner with ‘stable’ employees, precisely to avoid condition for which seasonal work is a worse job than others and to make this contractual form considered attractive even by those who have never had an experience in the sector. This agreement with the Hard Rock Cafè Firenze represents a step forward, an innovative agreement that we hope will also serve as a model for other points in the chain ”.
Alessandro Fasciani, Italy Controller Hard Rock Cafè, explains that “Hard Rock Cafe Italy Srl, based in Florence, was happy to open a really effective communication with the trade unions in Florence, where the mutual desire to align and verify that both parties were in agreement, respecting the needs of both fixed-term employees and those of the company. In fact, the peaks of work intensity, which usually start from the Easter period and arrive alternatively to the Christmas period, seeing time contracts as protagonists, have now been better protected with the trade union agreement, which sealed what was established therefore for the greater protection of the employee in the ‘optics of seniority, maturation of rates and meeting between maximum demand and supply ”.
Filcams CGIL also wants to point out two concepts. The first, on the narrative on the basis of which in tourism there would be no workers due to ‘lack of desire’: “Liquidating the issue of the lack of personnel in the food and beverage sector through a narrative that sees as the cause the ‘lack of desire on the part of young people ‘, besides being a rather superficial attitude towards the problem, does not even lay the necessary foundations to understand a complex reality and to identify shared and functional solutions ”. The second, on seasonality: “With respect to the accusations of not conceiving seasonal work as an opportunity, we have shown that a real trade union confrontation certainly sees us at the table to do our part, to promote employment in compliance with the rules and guaranteeing rights to the workers we represent “.
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