He has put on the table his latest approach to the ERE of a finalist nature. In it, the last offer is maintained, 6,950 redundancies (including the 686 relocations in group companies), but making the voluntary nature more flexible, extending its execution until the end of 2022 and lowering the early retirement to 52 years. , in 450, and increased the indemnities of departures. With this decrease, the bank has reduced a regulatory file by 16% over.
These movements occur after , so that the ERE has the least possible impact on employment and is done voluntarily and by agreement.
In addition, they also take place after the unions have called a new strike day in the entity for tomorrow, the day on which in principle the formal negotiation period to reach an agreement ends.
The representatives of the staff had been demanding that the process be voluntary and that the generational criteria be eliminated, so that progress is being made in the rapprochement of positions. CaixaBank’s proposal is that if there are not enough adhesions by provinces or departments (such as central services) the criterion is meritocracy and, therefore, it has to be covered with forced redundancies. In addition, it has set certain quotas by age, with a prevalence character for the group of people over 56 years of age and those under 52 years of age.
The management of the entity already gave signs in one of the last meetings that it was going to make the conditions more flexible and that it was going to remove the criterion that 60 percent of the departures affect those over 50 years of age. According to the quotas, no more than 1,500 workers will have to be 54 or 55 years old and another 500 will come from the 52-53 age group, with the aim of achieving the necessary cost savings.
Conditions
Likewise, in its finalist proposal, it has once again raised economic compensation and suppressed bands for them, reducing the early retirement scheme from 54 to 52 years. For those over 54 or over with 6 years of seniority, it offers 57%. Specifically for those affected between 55 and 56 years old, it offers this percentage for seven annuities. On the other hand, for those who are between 52 and 53 years old, a fractional payment of the amount equivalent to 57% of their fixed annual salary multiplied by seven will be established, with a monthly payment until they reach 63 years of age, that is, applying a similar system. to that of pre-retirement.
For those under 52, the compensation would remain at 40 days per year of service with a limit of 36 monthly payments, in addition to a premium of 7,500 euros for six years of seniority and a prize of 2,000 euros for the rest. The main improvement has been made for this group, since the previous one was 35 days per year with a ceiling of 24 monthly payments, with the aim of voluntary work being greater.
Likewise, the entity has proposed modifying the risk coverage of the employee pension plan, going from an income formula to a capital one, the most common in the pension plans of Ibex 35 companies, and increasing it by 1% the entity’s retirement contributions to the pension plan, both for employees from CaixaBank and for the group from Bankia when their risk coverage capital is reduced.
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