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Pla de lluita unitari per imposar les derogacions de les Reformes Laborals

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Una de les promeses estrella del Govern PSOE-IU/Podem la Reforma Laboral, amb Yolanda Díaz del PCE com a protagonista, esdevé una estafa a la classe treballadora. En plena pandèmia de tancaments d’empreses, és més necessari aturar la discrecionalitat amb què la patronal acomiada, modifica condicions, precaritza i subcontracta. Quan més necessària era la derogació de la reforma del 2012, res substancial es toca en la llei que proposa el “govern progressista”. La CEOE signa l’acord, la FAES d’Aznar l’aplaudeix, i el propi Rajoy considera que només es fan uns “mínims retocs”.

 

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Però la traïció al moviment obrer no només és responsabilitat del govern espanyol, sinó que té l’aval de les direccions de CCOO i UGT, que també havien assegurat que exigirien categòricament la derogació. No és la primera mesura d’aquest govern que es gira contra les reivindicacions obreres i populars amb la signatura de les direccions sindicals majoritàries: la miserable pujada del SMI, l’Icetazo, l’avenç de la privatització de les pensions, ara la retallada del poder adquisitiu de pensionistes i treballadors/es públics, mentre es disposa a entregar bona part dels fons europeus a les grans empreses, i ni tan sols regula el preu de la llum. Per pagar els serveis prestats a les direccions de CCOO i UGT el govern ha apujat les subvencions el 93’2% en dos anys i ha inclòs partides per la renovació de les seus sindicals als fons europeus.

 

La lluita per derogar la reforma laboral del 2012 (i d’altres com la del 2010), exigeix un esforç unitari del sindicalisme combatiu, partits i moviments. És a la vegada l’oportunitat de construir el sindicalisme combatiu, que ja ha tingut una forta incidència en mobilitzacions i vagues que han sortit endavant malgrat l’oposició de CCOO i UGT: interines 28 octubre, en el metall de Cádiz o el mateix 8 de Març. El mateix passa amb la força de la Marea Pensionista i la COESPE, també en oposició als acords socials de CCOO i UGT i al Pacte de Toledo.

 

El paper de Yolanda Díaz en aquesta estafa defineix perfectament el contingut de la nova refundació que preparen de l’espai del PCE-IU-Podem, que ja comencen a anomenar Front Ampli: serà una nova frustració per als sectors obrers i populars. Per això, és urgent generar espais de confluència a l’esquerra d’IU/Podem, des de la denúncia de la repressió contra el moviment obrer i popular, des de les lluites per les condicions de vida i de treball, des de la defensa del dret d’autodeterminació i per una federació de repúbliques de la classe treballadora. Per un pla obrer de mesures que són urgents cal un acord entre organitzacions sindicals i polítiques i moviments socials per construir la vaga general. Cal una doble ruptura: amb el règim del 78 i amb el capitalisme. Sense una alternativa a l’esquerra del govern actual, l’arribada del PP i Vox al Govern només és qüestió de temps.

 

Pla de lluita per la derogació de la reforma laboral. Cap a la vaga general. Què diu la reforma?

[Extractes de l’article de Contrareforma laboral: manteniment d’una realitat precària per a la classe treballadora. Vidal Aragonés, 12 de gener de 2022. Lluita Internacionalista núm. 177.i]
El RD-L 32/2021 no deroga cap dels continguts de la contrareforma laboral del PP…

 

Acomiadaments: es mantenen les causes, la reducció d’indemnització a 33 dies any topat a 24 mesades (i no els històrics 45/24), l’eliminació dels salaris de tramitació i la no necessitat d’autorització administrativa pels acomiadaments col·lectius. Així acomiadar és fàcil, amb poques garanties i de baix cost per les empreses. Aquest és el principal factor de la inestabilitat laboral, a través del qual s’articula la precarietat laboral i s’està consolidant una classe treballadora atomitzada i debilitada.

 

Modificacions substancials de condicions: (art. 41 de l’Estatut dels Treballadors), es podran continuar modificant individual i col·lectivament gairebé totes les condicions de treball. Respecte a la negociació col·lectiva són lleugers els canvis. Per una banda, no és cert que es derogui la «no ultraactivitat » dels convenis, es modifica introduint que transcorregut 1 any des de la denúncia, hi haurà submissió als procediments de mediació regulats als acords interprofessionals i esgotats els mateixos permet mantenir ultraactivitat. Per una altra banda, tampoc deroga la preferència del conveni d’empresa respecte al de sector. Elimina aquesta únicament pel que fa al salari, però la manté en horari, distribució del temps, règim a torns, classificació, compensació d’hores extres, etc..

 

Subcontractació: havia estat una de les matèries que més s’havia promès als col·lectius afectats que es limitaria. Res d’això ha passat, cap nova limitació a les subcontractes d’obra i servei, simples canvis de redactat. Pot ser positiu un nou règim d’aplicació de conveni: que sigui aplicable el conveni de sector de l’activitat desenvolupada, però si hi ha conveni d’empresa serà aquest el que s’aplicarà. No només pot provocar molta litigiositat per interpretar la norma, sinó que la mateixa ja dona una alternativa que pot ser precaritzadora: signar conveni d’empresa.

 

Precarietat: En els darrers anys, entre el 75% i 85% dels contractes temporals tenien una durada no superior a 90 dies: s’està desregulant i facilitant la contractació temporal per aquesta situació que és la majoritària. A banda es permet per la substitució de les vacances aquest contracte (cosa que fins ara el Tribunal Suprem havia declarat no ajustat a dret). Es millora la limitació respecte a encadenament, a partir d’ara de 18 mesos en 24, abans 24 en 30, ha estat poc efectiu, més enllà d’alguna campanya de la Inspecció de Treball. Tot això ens porta a fer una reflexió global sobre temporalitat, rotació i inestabilitat. El RD-L 32/2021 pot rebaixar alguns punts els nivells de contractació temporal però no la rotació i la inestabilitat laboral. Allò determinant per l’estabilitat laboral són les garanties davant l’extinció i el cost per l’empresa: això es manté igual (fàcil i barat). Aquesta contrareforma desregula i precaritza els contractes temporals fins a 90 dies, els més utilitzats, precaritza els contractes d’interinitat i amplia els supòsits de contractació a temps parcial (contracte de formació).

 

Obra i servei. S’elimina l’històric contracte d’obra i servei. Això sí al sector de la construcció es genera un contracte formalment indefinit(per substituir el fixe d’obra) però que a la pràctica és temporal al poder-se extingir sinó hi ha recol·locació, amb una indemnització que serà del 7% de les retribucions.

 

ERTO’s. Es redueix el període de consultes, es faciliten les pròrrogues i s’obre una nova modalitat generalitzant-los. Sembla que s’aposti per reduir el risc empresarial i assumir-lo amb diners públics.

 

La campanya propagandística de situar el RD-L 32/2021 com una «victòria parcial» ens hauria d’explicar ¿on està en la nova regulació del contracte a temps parcial, o en la de circumstàncies per cobrir vacances i fins a 90 dies amb causes previsibles, en el de substitució, en que les ETT’s puguin fer contractes fixes discontinus, en que el contracte a temps parcials es pugui utilitzar als contractes formatius? Pitjor que haver renunciat a construir majories polítiques i socials a les institucions, carrers i centres de treball, és no traslladar la veritat.

 

 

Lluita Internacionalista

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