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decentralized bargaining

not exceed the end of 2010 and cut it in the event of a decrease in the number of employees


: these are the constraints that all local authorities must meet in

establishment of funds for decentralized bargaining managers and staff .

These constraints apply both to the stable is that variable e si sommano al

tetto al trattamento economico individuale. Il primo obbligo da rispettare è quello di

non superare nel triennio 2011/2013 la consistenza del fondo per le risorse

decentrate del 2010.

La disposizione, contenuta nella prima parte del comma 2-bis dell'articolo 9 del dl n.

78/2010, non modifica le regole per la costituzione del fondo, che rimangono fissate

dai Ccnl, in particolare da quelli dell'1/4/1999 e 22/1/2004 per il personale e da

quello del 23/12/1999 per i dirigenti. L'importante è che dall'applicazione di tali

regole non discendano oneri aggiuntivi: nel caso in cui ciò si realizzasse occorre

intervene to cut the total amount. We must pay particular attention

use of the opportunity to increase funding for the construction of new

services and / or extension, improvement of existing ones, namely Article 15, paragraph 5

, staff and Article 23, paragraph 3, for managers. This possibility

is not prohibited, even indirectly, but may not lead to increases in total

of resources available in the fund. It remains unclear whether the resources

provided by specific laws, relevant, should be increased, since

mostly they are not included in personnel expenses (such as

the incentives for the construction of public works and ICI), or if

are included in the roof. The determination of the fund should follow without increases

cuts in the event of a decrease in the number of employees. This reduction is mandatory

and should be done automatically, ie directly by

leaders and without the need for any form of prior bargaining: the union

entities are entitled to be informed prior to the opening

of bargaining, but they are not reserved any room for action the merits

choices, except in terms of control. The method to be applied is as follows: the government

quantify the number of officers and employees serving in

indefinitely as of Dec. 31, 2010, compliance with which must

also perform on behalf of the staff. The next step is the

predicting the number of deaths and assumptions to be made in

during 2011: in this case you can use the surveys that are

made for the programming needs of staff. In case such balance is negative

be cut consistency of the fund. Obviously before

the end of the forecast should be replaced by the timely detection. It

should be noted that the legislature has no influence on the reasons for terminations

and assumptions: that the outgoing mobility

lead to a reduction in the number of employees and into their increase. Just as it seems

play no role in the variation of the categories and professional profiles. The cut

Fund shall be made, the rule expressly tells us, so

proportional and references to all resources without any regard for the

additional payment in enjoyment by ceased. From this we arrive at the conclusion

to the need for the data on the incidence of the employees

bottom and cut accordingly: for example if the fund is devolved resources

total of 200 000 € and employees are 100, the incidence

average is 2 000 € and for each decrease the cut must have that dimension.

In the first year, the cut must be proportionate to the months of termination, while in

years it must be carried out fully.

Giuseppe Rambaudi