limit to the total emoluments
- Article 9, c. 1, No DL 78
''For the years 2011, 2012 and 2013 the total emoluments
individual employees, including managerial qualifications, including the treatment
accessory
provided by their national government
included in the consolidated income statement
of public administration, as identified by the National
of Statistics (ISTAT), pursuant to paragraph 3 of Article 1 of Law
December 31, 2009, No 196, may not exceed, in any case
, treatment ordinarily payable for the year
2010, net of the effects of extraordinary events
of wage dynamics, including changes
employees from any arrears achieving different functions in
during the year, without in any case the provisions of paragraph 21
, 3rd and 4th period for career advancement, however
called, `maternity, sickness, missions abroad
, physical presence in the service, except as provided in paragraph
17 second period and art. 8, paragraph 14
.''
The rule requires, therefore, the comparison between two
quantities: the total emoluments and
treatment ordinarily due and the first,
for the years 2011, 2012 and 2013, may not exceed the amount of the second
, calculated with reference
2010. Both are referred to each
employee, as reiterated by the Court of Auditors (1).
The identification of the overall
is quite easy, because it represents
the set of all items that
make salary payments for civil servants.
You might think of excluding some items,
but their value is marginal. It could be examples
allowance for the household, as
is generally not considered as a treatment
Economic and because 'its legislation it keeps
detached from the trend of salary, any expenses
present as well as '
fair compensation,' cause
classified as a pension.
More problems arise in quantifying
treatment ordinarily due
because we are dealing with one of the formulas used by the legislature,
that does not find its definition in our
legal system. In this uncertainty, it is considered
to say that the quantities in question
should remain outside the compensation for overtime,
because the same events
requires exceptional and unforeseeable. Similarly,
should not fall in such quantities fees
allocated because of the occurrence of natural phenomena
exceptional, such as `natural disasters (floods, earthquakes
, etc.). With regard to the phenomenon
''snow,''the same must be contextualized. In fact, while Catania
, you may consider exceptional
can not say the same for a snowstorm in Sondrio.
addition, the standard provides some guidance
useful for its definition. Specifies, in fact, that question
of that treatment that you get
neutralizing the effects of extraordinary events
of wage dynamics. Even this is not a term which
basis in our legal system and, therefore, are relevant
problems of interpretation. Be expected to fall to such situations
recruitment, as it is not unthinkable
having to compare the pay
on certain months of 2010, because 'the employee is
was hired during the year, with that
entire 2011. The institution taking for mobility, whether voluntary or compulsory
, will have to take care of the administration
require the transferor baggage
treatment ordinarily due the employee
brings with it 'and add it with the
matured at the same institution, if the assumption is
in 2010, already considering how to limit, if the assumption is
in the period 2011-2013. Similarly,
in unusual circumstances, you may retract
the transformation from part-time
full-time employment, as it would
comparable to the salary on 18 hours per week of 2010 with
one full-time in 2011
when, for example, the part-time employee in the
50% returns full-time on 1 January 2011. In other words
, the law allows you to mix both
terms of time and under the aspect of commitment
work, the quantities that are compared
in 2011, 2012 and 2013 compared to 2010.
The provision clarifies that extraordinary events
of wage dynamics:
_ variations dependent on any arrears. In addition
idea of \u200b\u200bfees due to court decisions, the
case may involve, possibly, only
arrears for the implementation of the national collective agreement for municipal secretaries and provincial
on the two-year economic
2006-2007 and 2008-2009, given the generalized block
collective agreements for employees
for the years 2010-2012;
_ achieving different functions in the course of the year
. Even in this case the boundaries are not very
outlined. It can be considered to encompass
nell'accezione concerned the transfer of title `
organizational position, as
question of a salary increase resulting from
new and wider responsibilities. In the same vein,
is conceivable that in that context are also
assignment of responsibility for Case
and any related allowances'. Going still
further, you could say that the achievement of several functions
embraces all those cases in which, after amendment of
professional, we should recognize a particular benefit
`. Consider,
for example, an instructor administrative
category C, which in the course of 2010, internal mobility,
going to hold a post of instructor supervision,
within the same category.
example above, the provision does not prejudice the subsequent
recognition of the indemnity `supervisory
for the years 2011, 2012 and 2013, which, if
contrary, would be to''inflate''the treatment
comprehensive income.
Reading the contrary, the provision under review,
are not subject to any salary increases
not from achieving different functions.
The prime example is represented by
economic progressions (progressions ex horizontal)
which, if conducted with effect from 2011, will
in the accumulation of total emoluments
, but are not in the treatment
ordinarily payable in 2010 and, therefore, involve
failure to respect the limit. It seems,
in practice, that the provision blocking the use of the above progressions as tools
rewarding.
The rule, in addition to the above cases, without prejudice to the provisions contained in
c. 21, period 3 and 4, in terms of career progression
, which provide that the ex
vertical progressions, always in
period 2011-2013, have legal effects only,
but not cheap. In other words, should be set
that, if the employee, with progression
di carriera, passi dalla categoria C alla categoria D,
lo stesso debba svolgere le funzioni previste per il
profilo professionale ascritto alla categoria D, ma la
sua retribuzione resta quella della categoria C. Al di
la` dei forti dubbi di incostituzionalita` che la norma
presenta, non si comprende la disposizione inserita
in questo contesto, stante la sua ‘‘indifferenza’’
economica.
Il comma in questione fa, altresı`, salve tutte quelle
ipotesi in cui il dipendente ha usufruito di istituti
contrattuali che hanno comportato la riduzione dello
salary (sickness, maternity `mission abroad,
physical presence in the service). The legislature has
wanted, even in these cases, neutralize the distorting effects
that those absences would have on the treatment
ordinarily entitled. Consider,
for example, an employee who during
of 2010, has benefited from all the parental leave
and, therefore, for the period beyond the first 30
days and up to six months, the same salary he received a
reduced to 30%. To calculate the amount of pay ordinarily due
for the year 2010 must be made to the calculation of
as the same would have received if he had not received
predicted parental leave. AND SO
for all cases where the actual attendance at work could have affected the
emoluments of the employee. Consider the case of absence due to illness
in the first ten days of `indemnity payment
risk, and so on.
In any case, is subject to the payment of the indemnity
`holiday contract, which is
not affected by the provision under review.
Da quanto sin qui detto, risulta evidente che il trattamento
ordinariamente spettante per l’anno 2010
non coincide necessariamente con quanto percepito
dal dipendente nel medesimo anno, ma bisogna
procedere alla ricostruzione di una retribuzione
‘‘virtuale’’, per neutralizzare gli effetti di tutte
quelle ipotesi che la stessa norma fa salvi. La Corte
dei conti parla di retribuzione giuridicamente spettante.
Ricostruzione che dovrebbe seguire il criterio di
competenza, in quanto la locuzione ‘‘spettante’’ sembra
richiamare tutto quello che e` reported for 2010 rather than paid in
that same year.
Treatment usually due, then, represents a
quantities that should be less
total emoluments, except for the first
exposed cases (compensation for overtime,
AVAILABILITY `to snow. ). A strict reading of the standard
, leading to''photograph''
what happened, ordinary, and in 2010
replicate in the years 2011, 2012 and 2013 results,
least three problems: 1
) negative consequences at the level of management
staff and organization. Because of the non-compact, `
of basic compensation,
any necessity of further performance
in 2011 compared to 2010, which involve the payment
to higher compensation, may not be required
if not using the reduction other items.
In other words, if there is the need to do to
a policeman, in 2011, a shift in more than
2010, you will have to proceed to the corresponding curtailment
of other items (eg the risk) for
not go over the limit;
2) does not include the value of the rule contained in
c. 2a of that article. 9, which imposes a cap on the treatment accessory
total institution.
There is a limit to individual treatment accessory,
the constraint on the emoluments
total is not more than the sum of the individual limits
and, therefore, the provision of c. 2 a
seems not to have meaning;
3) there are serious concerns in the application `
Brunetta reform: how do you reward
the most good, by the famous bands, when there
a limit on total compensation?
Per queste motivazioni, si ritiene sia necessario andar
oltre alla mera interpretazione letterale. Alcuni
interpreti propongono di considerare nel trattamento
accessorio solo quelle voci che presentano il carattere
di ricorrenza. Si parla, infatti, di ‘‘accessorio
fisso’’. Ne consegue che rimarrebbero fuori dalla
portata della norma tutti gli emolumenti che presentano
una spiccata variabilita`, quale, tipicamente,
la vecchia produttivita`, oggi bonus annuale collegato
alla performance. Altri interpreti spostano l’attenzione
dal singolo dipendente al suo profilo professionale
e ragionano in termini di trattamento ordinariamente
spettante per tale profilo, ammettendo
che possa rientrare nel suddetto trattamento ordinariamente
spettante anche una quota di straordinario,
di turno, di reperibilita`, in quanto ‘‘normalmente’’
percepito dal profilo in questione. Seguendo tale linea
e forzando un po’’ la mano, si potrebbe arrivare
a dire che anche un importo di produttivita` puo` essere
considerato ordinariamente spettante, in quanto,
ancora, normalmente percepito dal lavoratore
che presti, con diligenza, their work.
Whatever the interpretation followed, appear
behavior reprehensible efforts to enter,
in 2011, the organization of the round in an area where
in 2010, was not present, or increase the amount of
`some incidental allowances, such as discomfort.
In this context, it seems, `also, even more difficult
support the inclusion in the fund
resources for decentralized amounts pursuant to art.
15, c. 2:05, a national collective agreement of April 1999, as
find their basis in planning ', which goes
beyond the ordinary activities of the administration.
In any case, it is entirely appropriate intervention
clarifying body appointed to
interpretation of the rule, it is hoped that intervention
can be seen very quickly, in order to allow
administrations the necessary planning
in the field of personnel management.
cuts to high salaries -
Section 9, c. 2, No DL 78
Given the exceptionality `
international economic situation and taking into account the priority needs of
achievement of finance pubblica concordati in sede
europea, a decorrere dal 1º gennaio
2011 e sino al 31 dicembre 2013 i trattamenti economici
complessivi dei singoli dipendenti, anche di qualifica dirigenziale,
previsti dai rispettivi ordinamenti, delle amministrazioni
pubbliche, inserite nel conto economico consolidato
della pubblica amministrazione, come individuate dall’Istituto
nazionale di statistica (Istat), ai sensi del comma 3,
dell’art. 1, della legge 31 dicembre 2009, n. 196, superiori
a 90.000 euro lordi annui sono ridotti del 5 per cento per la
parte eccedente il predetto importo fino a € 150,000, as well as
'10 percent for the excess
€ 150,000, following the predicted reduction in the total emoluments
can not be less than € 90,000 gross per annum
; (...)
The reduction under the first sentence of this paragraph
not work towards social security.
Another rule concerns the period 2011-2013.
requires the administration to adopt a reduction of the overall
the extent of 5% for the portion that exceeds the 90,000 annual gross
and 10% for the portion that exceeds
€ 150,000 per annum gross. Il riferimento e`, ancora
una volta, al trattamento economico complessivo
del singolo dipendente e, quindi, comprensivo di
tutte le voci stipendiali. E ` da sottolineare che, per
i segretari comunali e provinciali, tale trattamento
comprende sia i diritti di segreteria che la retribuzione
aggiuntiva per sedi convenzionate. A questo
proposito, giova evidenziare che, in caso di convenzione
di segreteria, e` necessario che un ente appartenente
alla convenzione, di solito il capofila,
mantenga monitorata la retribuzione del segretario,
al fine di determinare il momento in cui detto
salary exceeds the amounts of € 90,000 and € 150,000
. Sara `, then the agreement between the Administration to establish
` How will the reduction.
There are two possibilities:
_ each agency shall reduce the sums paid directly to the Secretary
;
_ the leading institution making a''balance''and applies
reduction in its total amount.
Another issue on which entries should be
an impact. Again, there are two paths you can follow
:
_ is reduced only the additional payment, ed in questo
caso bisogna predeterminare un criterio per l’individuazione
della voce stipendiale da decurtare;
_ si applica la riduzione, in misura proporzionale, a
tutte le voci stipendiali.
Il taglio opera per i trattamenti economici complessivi
superiori a 90.000 euro annui lordi. Per la determinazione
di detto trattamento, dovendosi far riferimento
ad importi lordi, si deve considerare
l’ammontare dello stipendio prima di aver operato
le trattenute previdenziali ed assistenziali e le ritenute
erariali. Non risulta chiaro se, nella determinazione,
si deve considerare the amount of treatment
paid or jurisdiction. Since, then,
annual limit, it is necessary to proceed with its re-proportioning
in the case of recruitment or termination
occurred during the year.
The reduction applies to overcoming the
€ 90,000 and € 150,000 per year. It is not considered that these amounts should be
mensilizzati and thus
have to apply the reduction in monthly
but only when those amounts are exceeded
.
An example may help clarify: suppose a secretary who receives municipal
a gross monthly salary
€ 15,000.00:
- from January to June is not carried out any killing,
(15,000 x 6 = 90,000);
- from July to October is reduced by 5% (15,000
x 4 = 60,000);
- November and December fell by 10%.
The rule also clarifies that the reduction in
comment
not work towards social security. It follows
that, in the computation of the
which determine the contributions to be paid, you must neutralize the amount of
curtailment. Continuing the example above, with reference
al mese di ottobre, si avra`:
— stipendio mensile lordo: 15.000,00;
— riduzione 5%: 750,00;
— stipendio lordo spettante: 14.250,00;
— aumento figurativo imp. previdenziale: 750,00;
— imponibile previdenziale: 15.000,00;
— contributi previdenziali (8,85% + 0,35% + 2%):
1.680,00;
— imponibile fiscale (14.250 - 1.680): 12.570,00.
Stante la premessa, dovrebbe risultare logica conseguenza
che, nella certificazione modello PA04, sia
ai fini pensionistici che per il calcolo del trattamento
end of service and termination payments, you should indicate
the amount of full pay, regardless of reductions in
comment.
bound by the treaty accessory
total - Article 9, c. 2 bis, Decree Law No. 78
From 1 January 2011 until 31 December 2013
the total amount of resources allocated annually
accessory treatment of staff, also
management level of each of the administrations of
referred to ' Article 1, paragraph 2, of Legislative Decree 30 March 2001
No 165, may not exceed the corresponding amount
of 2010 and is, however,
automatically reduced in proportion to the reduction of staff.
represents, this constraint at the level of being, and not
more on the individual employee. The resources devoted to treatment
accessory, again in the years 2011, 2012 and 2013
, can not take an amount higher than the
2010. One problem is represented by the definition of''
total resources allocated annually to the treatment
accessory staff.'' On the one hand may be represented by the fund
Resource decentralized
governed by. 31 of 22 January Ccnl
2004. In this case, no problem in the quantification
as is evident from the action taken by the
. But, technically speaking, treatment accessory
has another meaning, namely that set of components
pay the collective agreement
defines as an accessory. For the determination
of these items should be understood, in addition to Ccnl
same, even explaining the various actions at the time
issued on
retained in the first ten days of illness (3). The two quantities do not coincide exactly
For example, the salary of the position,
of leadership in bodies that do not burden on
fund, although treatment accessory, much like
economic progressions are part of the treatment
essential, but find their funding
entire decentralized resources.
Another question of interpretation is represented by
test to be applied for the determination of the limit,
ie whether it should refer to the case or
jurisdiction. Given the wording of the provision, the phrase''intended''
seems to invoke the criterion of competence
. In this case, a further complication arises
, consisting of the case in which the fund
decentralized resources (if that `it must be understood
treatment option) is made up
a year late, assumptions Tutt 'anything but uncommon.
Again, the rule states that the constraint applies to the treatment
ancillary staff, including executive level
. It is unclear whether the determination
of the roof should consider all
only employees or, conversely, we should also add
Secretary municipal or provincial. If on the one hand
the salary of the latter is paid by the
which has been assigned, on the other
the Secretariat comes from legally
Ministry of the Interior, after the successful suppression
Autonomous Agency for the administration of
of municipal and provincial secretaries. For the latter
reason, one might conclude that it should not
in the determination of the limit
for resources to be allocated to the treatment accessory.
Even if exclusion of the Town Clerk
or provincial level, the rule states
the quantification limit of a single-level institution and, therefore, that limit
contributes to both the senior staff
that this is not leadership. In other words, it seems
possible that we can make the determination
two separate roofs, including one headed by the leaders
other for the remaining employees. Within the framework outlined
, some contractual provisions
find difficulty in implementing
next three years. In particular:
- art. 4, c. 2, 5 October 2001 of the national collective agreement, which wants to increase the resources
fund for the amounts of individual salaries
seniority is the
checks on a personal staff ceased;
- art. 15, c. 2:05, a national collective agreement of April 1999,
amounts that may exceed what is already destined
in 2010;
- art. 17 April 1999 a national collective agreement, which allows
the following year the money not spent
year (4);
- art. 15, c. 1 bed. k) of 1 April 1999 Ccnl
(fees Merloni, Ici, advocacy) as well
these amounts should be included the extent and
consequently, could not exceed the amount allocated in 2010
. But the mere application of the provisions contained in
work related to financial
2009, shows the percentage of fees for planning
from 0.50% to 2%
involves an increase in resources for this purpose.
The rule requires, finally, the deduction limit
in case of reduction of staff. It is impossible to proceed from that
reducing the occurrence of any termination of service, whatever it happens
title, as if such termination
was followed by its replacement, the new employee
not find his luggage
treatment of''accessory''. It is considered more appropriate
aside the sum of additional payment on
termination, in order not to pay
thereof, and to act on the reduction
real limit only at the end of the treatment accessory
year, in relation to the balance between retirements and recruitment.
As regards the calculation of the reduction, a looming
Modes of finite simple
ie a mathematical average, dividing
the total amount of treatment
accessory for the number of persons to whom the same treatment
relates.
no doubt on the competence of the investigation
the upper limit of treatment
accessory and its possible reduction:
question of technical act and, therefore, its adoption it
manager or, in absence of management, the manager
which is assigned the entitlement management `
staff.
Ccnl Maximum increase for 2008 - 2009
- Article 9, c. 4, No DL 78
the contract renewals of employees by public administrations
for 2008-2009 and improvements
economic remaining staff under the law
public for the same period can not, in any case
, determine pay increases in excess of 3.2 for
percent. The provision under this paragraph shall apply
also contracts and agreements entered into before the date of entry into force of this
decree, the conflicting provision
contained in those contracts and agreements are ineffective;
from MONTHS `after the date of entry into force of this
decree the salary
will be adjusted accordingly. The provision in
first sentence of this paragraph shall not apply to security-sector
defense and fire fighters.
For public employees, the increases resulting from
national collective agreement covers the period 2008-2009
must comply with the limit imposed by the programming tools
viability and, therefore, can not
exceed the amount of 3, 20%. If they are already
been signed, dated May 31, 2010, agreements which contain clauses
uneven
latter are ineffective and the main benefits are recovered
with effect from June 2010.
going to read the technical report to the Decree-Law,''
shows that the estimates contained therein (
second period of c. 4) applies only in respect of staff
compartment
regions and local (non-managerial staff) and
than institutions of the NHS (and managers
)''. So I'm not interested employees
leaders of regions, municipalities and provinces. But the hypothesis
contract for that segment, which covers the period 2008-2009
was, at the time, certified by the Court
accounts (5), which stated that
''regarding the assessment of compatibility
economic, related to compliance with the inflation rate
planned wage increases
is equal to 3, 2%, in line with increases
under negotiation in the planning documents
viability.'' The situation can not
that leads to raised eyebrows is arithmetic. Considering
basic salary of the individual positions
economic, at the beginning and end of the period in question
, and calculating the impact of the increase
than the initial table, we find that, indeed,
increases are greater than 3.20%,
in varying degrees for each position. Some interpreters
argue that instead of comparing the two tabular
, we must proceed to calculate the sums actually received
,
years 2008 and 2009, as increases in the contract. These sums
, compared with the basic salary at the beginning of the biennium
, is the measure of the increase. But
in this case, is exceeded the ceiling of
3.20%, although, quantitatively, to a lesser extent.
A confirmation of the first mode of calculation
`there is the national collective agreement of the sector regions and local governments,
for the same period, but reported to management,
whose case is was signed after the entry
into force of Decree 78/2010 and which was recognized,
also by the Court of Auditors (6),
in line with the prediction of the standard comment.
Taking the salary table of the leaders
1 January 2008 (€ 41,968.00)
dividing by 13, you get a monthly salary of € 3228.30
; applying the percentage of 3.20% is
un importo pari a euro 103,30, che coincide
con l’incremento a regime del predetto tabellare.
In ogni caso, risulta assodato che l’incremento del
tabellare, nel biennio 2008-2009, e` stato superiore
al limite in questione. Un’ulteriori tesi, pero`, si
sta profilando. Secondo quest’ultima interpretazione,
al fine del rispetto del vincolo del 3,20% non
bisogna considerare solo lo stipendio base, ma si
deve prendere a riferimento anche l’incremento
del salario accessorio. Ai sensi dell’art. 4 del Ccnl
31 luglio 2009, l’incremento delle decentralized resources
could vary only in the year 2009, up to a maximum of 1
, 50% of the total salary, 2007, if certain parameters were met
of virtuosity '. This increase is much lower
roof
3.20% specified in the standard comment. It follows that the
less increase in wage accessory
absorbs the largest increase of salaries
table and, therefore, nothing to be recouped.
The inclusion of the additional payment for checking
roof is affirmed by the Court of Auditors
Tuscany (7), which adds, `But, that resources
increase in the provision in 2009, equal to the maximum
1, 50% said, if paid within
May 2010, may not, under any circumstances, be subject to
request for a refund. After the entry into force of
No DL 78/2010, it is not possible to proceed
the payment of such resources, even if it now
aside in the fund.
In this rather confusing situation, it is urgent
action by institutional bodies in order to establish whether
employees
local government must give back part of the contractual benefits
2008-2009 and, if so, to what extent
. Until that ruling, it is not appropriate
anything to recover, so as not to create situations
disparities in treatment.
Block of the Collective Agreement - Article 9
c. 17, No DL 78
not by `place, with no possibility of recovery, procedures
contract negotiations relating to the years 2010-2012
staff referred to in Article 2, paragraph 2 and Article 3 of Decree Law 30
March 2001, No 165, as amended.
It is subject to the payment of interim `Holiday
contrattuale nelle misure previste a decorrere dall’anno
2010 in applicazione dell’articolo 2, comma 35, della legge
22 dicembre 2008, n. 203.
Il legislatore ha sospeso la tornata contrattuale 2010-
2012 facendo salva esclusivamente l’erogazione dell’indennita`
di vacanza contrattuale. La mancata sottoscrizione
del Ccnl per il triennio non pone particolari
problemi interpretativi ed operativi in merito allo stipendio
tabellare: non vi e` alcun aumento se non l’autonomo
riconoscimento dell’Ivc, che, con ogni probabilita`,
verra` assorbito with the next session
contract. Since 'the IVC has the same characteristics
treatment table, may be appropriate to calculate the value of treatment
accessory related to
table (such as overtime, shift and increases)
sull'Ivc also to avoid having to make recalculation
distance of several years.
the inability to make contractual procedures
''negotiating''and should, at least in terms of literal
preclude the possibility of reaching even
decentralized nature of such agreements, since the
dettato normativo non limita il divieto alla contrattazione
nazionale. Per altro verso non si comprende
come si possa gestire il trattamento accessorio collegato
alle risorse del fondo in assenza di un contratto
decentrato. Inoltre, la norma non sospende
esplicitamente l’applicazione delle norme contrattuali
in materia di contrattazione decentrata.
La mancanza del Ccnl pone problemi difficilmente
superabili in merito all’applicazione della riforma
Brunetta con particolare riferimento al sistema premiale
contenuto nel Titolo III del D.Lgs. n. 150/
2009. La stessa circolare n. 7/2010 della Funzione
pubblica, a firma del Ministro, al par. 5 prevede che
‘‘altre norme del D.Lgs. n. 150/2009 non risultano,
invece, applicabili se non a partire dalla stipulazione
dei contratti collettivi relativi al periodo contrattuale
2010-2012, in quanto ne presuppongono l’entrata
in vigore’’. Il contratto nazionale deve definire
la nuova struttura della retribuzione come presupposto
per poter ‘‘destinare alla produttivita` individuale
la quota prevalente della retribuzione accessoria’’
ai sensi dell’art. 40, c. 3 bis, del D.Lgs. No
165/2001, SO as amended by Legislative Decree no.
150/2009. The
Ccnl must also take action on pay
managers linked to performance under Article.
24 of the new Legislative Decree no. 165/2001 on the basis of which
''treatment accessory attached to the results
must be at least 30 percent of total executive remuneration
considered to net earnings of individual seniority is
of additional assignments subject to the system dell'onnicomprensivita `''.
In other words, the contract
national resources had increased progression
available for the payment of the result
order to apply the constraint of 30% from
2013 or the next bargaining round
that from January 1, 2010.
The system of rewards has two new institutions, the bonus
annual award for excellence and innovation,
the amount of which is quantified by Ccnl
within the resources made available to the bargaining
(art. 45, para 3 bis of Legislative Decree no.
No 165/2001). For the same reason do not apply the
premiums for the so-called ranking, which was to find financing
always in the bargaining
(art. 45, para 3 bis of Legislative Decree no. No 165/2001).
Although the circular cited
merely highlight the problems outlined above, that already, by themselves, do
seriously doubt the actual possibility of applying
the reform, many other problems should be resolved in
collective agreements. First there is
asks whether it can still be considered compatible with the
annual bonus linked to individual performance
the salary of staff result
SO as non-executive definita nel Ccnl, il quale
prevede che possa variare tra il 10 ed il 25% della
retribuzione di posizione. Nella logica della riforma
si dovrebbero determinare le risorse disponibili ed
individuare un sistema di fasce cosı` come indicato
nell’art. 31, c. 2, del D.Lgs. n. 150/2009. In applicazione
dei principi dettati dagli artt. 17 e 18 anche
l’attribuzione della retribuzione di risultato deve
avvenire in modo ‘‘selettivo, secondo logiche meritocratiche’’
e quindi potendo premiare i migliori
anche con importi che eccedono la soglia, effettivamente
today is not just motivating 25% of salary
position. However, the collective agreement remains in force
although clearly incompatible with the reform. On the basis of Article. 31 of Legislative Decree no. 150/2009
the institutions should make a maximum of three
lists of employees, under which assign the annual performance bonus
: one for managers, a
for holders of non-managers and organizational position
one for the remaining employees. Evidently
presents many problems to assume that an employee
Category A can be fed into
same ranking of an employee category
D, and that the prize can not be differentiated.
But in the absence of a national collective agreement
is difficult to think of different solutions.
addition, the famous art school and sore. 15, c. 5
Ccnl of 1 April 1999 and is still compatible with the
bonus linked to performance? While
the improvement of services is linked to specific objectives
that a group of employees must reach
other system performance
provides a single list with bands on different
up all employees; ancora una volta
una norma contrattuale vigente ma incompatibile
con la riforma.
Conclusione
Se da una parte la riforma Brunetta detta un’agenda
di tempi ben cadenzati per la sua applicazione dall’altra
parte la manovra Tremonti ha sostanzialmente
tagliato le gambe a questa riforma. La dimostrazione
sta proprio nel blocco del trattamento economico individuale,
nel blocco del trattamento accessorio a livello
di ente e non per ultimo nel blocco del Ccnl, e
forse anche dei Ccdi, del triennio 2010-2012.
di Tiziano Grandelli e Mirco Zamberlan
Esperti in gestione organization and staff of local
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