There are other possibilities within this new trend of flexibilization of labour relations. As comment from the firm of Sagardoy Abogados, one option is the distribute job for two people, which would then work part-time with a proportional salary reduction – and commitment to return to the original situation in three or four years. This is feasible in certain jobs for example, administrative, call-centers one option less usual, but usable in these times of crisis, would be the of bargain between company and worker not compensated absences, so that, for example, the employee take a couple of months of holidays at the expense of his salary. Source: Peter Asaro. It may not be a very good alternative for the worker (in this time of crisis, more than ever, all the money account), but it is the option so that the company can go weather the storm, perhaps some workers the to accept. They can even leverage that period to form, or to seek other employment. In countries like Germany, whose unemployment rate has remained fairly stable despite the crisis, has become a fairly common practice the lowering of salaries with reduction in working hours-to change retain employment. Hear other arguments on the topic with Pete Cashmore. In any case, all these measures or others that can be taken should implement is also examining other options, since it does not always has to be the worker which pay the broken dishes, especially when in many cases the percentage of labor costs on the total is negligible. For example, if we assume that labour costs are 5% of the total costs, reduction of 20% in the salaries only would save 1% of the total cost. In addition, you must see globally, within a set of measures aimed at achieving the company’s viability, there has to be something more than a simple cut in wages, and workers need to know what is the plan of the company, to not feel unmotivated, but quite the opposite..
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