WHAT IS A RECORD OF REGULATION OF EMPLOYMENT (ERE)?
below information on EREs has developed the Labour Advisory Madrid CNT and we believe may be of interest.
What is a Record of Employment Regulation (ERE)?
recently been a proliferation of collective redundancies and we are surprised every week with the approval of a new Record of Employment Regulation (ERE), which carries a brutal job losses.
This paper will explain what an ERE, the various types of SREs that exist and the consequences thereof, and finally how to act when negotiating with the company if that will affect us one.
The ERE can be defined as the administrative process necessary to allow the company to carry out collective redundancies.
El despido colectivo y la tramitación del ERE está regulado de forma amplia en el artículo 51 del Estatuto de los Trabajadores.
El despido colectivo es la extinción de contratos de trabajo fundada en causas económicas, técnicas, organizativas o de producción (la gran mayoría alegará motivos económicos), cuando en un periodo de 90 días, la extinción afecte al menos a:
-10 trabajadores, en empresas que tengan menos de 100 trabajadores (de toda la empresa, no solo del centro de trabajo).
-El 10% de la plantilla en empresas que tengan entre 100 y 300 trabajadores.
-30 trabajadores, en empresas que tengan más de 300 trabajadores.
An employer who intends to make collective redundancies must request authorization for termination (dismissal) of employment contracts under the redundancy procedure laid down in ET.
The ERE can be initiated either by the company as employees, the company would be interested if there are reasons above (economic, technical, ...) and can begin work, through their representatives, to presume that non- achieve the same result could be difficult to repair damage.
Let's focus on those initiated by companies because, besides being the most common are the that conflict.
ERE is not only the termination of contract or dismissal, may also involve suspension of employment or reduced working hours, in all cases the processing required is the same.
The ERE have three phases: presentation to the labor authority, period of consultation and administrative decision.
1) Presentation to the labor authority.
The record company started by writing to the authorities (Ministry of Labour / agency that depends on this), the minimum content of this application will be:
-Report explaining the causes and reasons of collective redundancies.
-workers ratio de la empresa, así como trabajadores afectados y criterios adoptados para tal decisión.
-En empresas de más de 50 trabajadores, plan de medidas adoptadas para evitar el despido colectivo.
-Escrito de solicitud del informe a los representantes de los trabajadores. Art. 64.1.4 a) y b) del E.T.
La Autoridad laboral comprobará que la solicitud reúne los requisitos exigidos, dando 10 días hábiles para subsanar errores, si la empresa no lo hiciera se archivaría el ERE.
La Autoridad laboral también informará a la oficina de empleo y solicitará informe a la Inspección de Trabajo que deberá emitirlo en 10 días.
2)Periodo de consultas
La solicitud anterior is to open a consultation period with employee representatives. Will be held simultaneously with the request, in writing by the employer to the employee representatives. Within this period no less than 30 days or 15 days in the case of companies with fewer than 50 employees, except if agreed, would not consider this term. Have the following contents:
-Reasons motivating the ERE.
-Ability to prevent or reduce its effects.
-Measures to mitigate the consequences.
During this consultation period the parties must negotiate to reach an agreement.
The agreement will require concurrence of a majority of members of representatives of workers. If there were no workers' representatives could negotiate, designating a maximum of 5 representatives.
All negotiations should be reflected in the minutes.
the end of this period the company work to the Authority's outcome.
When negotiating can arise several ways: they are the workers for volunteers, early retirements, negotiated wage increases on the minimum compensation laws, guide the ERE to a temporary suspension or reduction in working hours rather than to dismissal here would be entitled to benefits Unemployment is suspended, also would be entitled to unemployment reduction in working hours.
The effect of ERE approval means that workers whose contracts expire are entitled to a compensation of 20 days per year worked up to a maximum of 12 months. This must be paid simultaneously with the communication of the decision either.
From a practical standpoint, the company would want to use a redundancy if you have good cause, but otherwise you should reach an agreement with workers to terminate contracts for unfair dismissal.
If the employee chooses to move in a together with colleagues can get a higher compensation or benefit, because the company runs the risk, in the case of groups or unfair dismissal without reaching the number required by the ERE, they can understand that it is acting in fraud, and that before a worker's complaint in a court would void the dismissals because this should have started a redundancy.
Within a theoretical impossibility of viability in an ERE, the outputs can negotiate less traumatic to employees or even become positive.
Similarly, if the Authority becomes aware that work by the company are being taken contrary to the success of the negotiations, it could paralyze the ERE.
If you are fired more than 50% of the workforce the company must inform the Authority representatives and labor from the sale of company assets, which do not constitute normal traffic thereof.
Once the consultation period, the labor authority in 3 days, the ERE will hear the parties.
3) At the end of the consultation period if no agreement, the labor authority dictates resolution within 15 days, unless fraud is appreciated and in this case be suspended. If after 15 days does not act would mean the ERE as authorized.
If no agreement estimating or issue a resolution rejecting, in whole or in part, the business application. It will make a decision within 15 days, if no ruling means the ERE as authorized.
is very important to consider the procedure, because if not properly be paralyzed. Section
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