Post by account_disabled on Mar 8, 2024 21:13:02 GMT -8
The Association of Labor Relations Managers (ADiReLab) held its VIII Annual Congress last Friday, December 1, at the facilities of the Official College of Architects of Madrid, with the presence of GÓMEZ-ACEBO & POMBO (GA_P), together to its sponsors: Howden, Quirón prevention, Manpowergroup, Hastee, Crheo, Vivofácil and Atrevia. The event, which had more than a hundred attendees, addressed the labor challenges of the new 2024-2027 legislature in four panels made up of prominent legal experts, academics and business leaders specialized in the field of labor relations. The inauguration was carried out by Antonio de la Fuente, president of ADiReLab and corporate director of People, Culture & Talent at Globalia, and Juan Suanzes, vice president of ADiReLab and managing partner of Crheo Human Resources. The first panel, moderated by Maite Sanz, director of ORH, analyzed the UNE 19604 standard on Socio-Labor Compliance: a new paradigm of labor compliance in companies . The meeting was attended by Carlos de la Torre, vice president of ADiReLab and partner of the Labor Area of GÓMEZ-ACEBO & POMBO (GA_P); Ramona Fernandez Kelly, Corporate Director of Human Resources at FCC; Deborah Rodriguez, legal manager of Labor Relations at Grupo Santander, and Mayrata Conesa, manager of Compliance and Good Government at Aenor. Carlos de la Torre began by putting the rule in context and explaining the challenges we face.
We are facing a new paradigm in compliance with labor relations. “It is a complex certification standard.” Next, he explained the importance of this norm, the material scope it has, how we can manage it and who will do it. De la Torre concluded by commenting on the 21 “Spain Advances” labor measures of the PSOE and Sumar. “It is a maximum document that responds to a specific need to promote a coalition government and an investiture.” “Within the 21 labor measures, the reduction of working hours will have strong effects, which will be gradual and will be imposed by law in collective agreements and will reach 38,5 hours per USA Phone Number week in 2024 and 37,5 hours per week in 2025; the probable approval of a minimum or complementary compensation in caso of dismissal, although the current legal framework may comply with the European Social Charter; the increase in the annual SMI in 2024, which may reach an additional 4% or 5% and which is an exclusive competence of the government even if it is negotiated with social agents, and the expansion of conciliation rights with an increase in maternity/paternity leave that They will be 20 weeks instead of 16 and the provision will be to maintain salaries for 4 of the 8 annual weeks collected as annual care leave for family members,” he concluded.
Without a doubt, new labor scenarios that open up areas of increased costs and legal uncertainty for companies and a possible increase in the judicialization of labor relations. Ramona Fernández began by answering the question “Is there room for innovation?” “Innovation is necessary because it is a great ally for compliance,” she stated. According to Fernández Kelly, the regulations are changing from a norm that has a clear and literal content where it says how and what to do, to a norm in which it is asked to achieve a result or avoid one that is not desired. “I see more and more of a culture of accountability,” she stated. Finally, Fernández Kelly linked the innovation process with the multidisciplinary concept. “This rule and the compliance They cannot be carried out without technology that helps us establish and follow the controls that are going to be essential. We need technology to help us track KPIS, evaluate suppliers, etc.” Mayrata Conesa explained the keys to the certification of the standard, emphasizing that “the first thing is to take into account that this standard arises from the impulse of labor relations professionals.” Conesa highlighted that the rule specifies that the “organization must”, but not how. “Many companies can use this standard, but how to do it is a personalized task for each organization,” she stressed.
We are facing a new paradigm in compliance with labor relations. “It is a complex certification standard.” Next, he explained the importance of this norm, the material scope it has, how we can manage it and who will do it. De la Torre concluded by commenting on the 21 “Spain Advances” labor measures of the PSOE and Sumar. “It is a maximum document that responds to a specific need to promote a coalition government and an investiture.” “Within the 21 labor measures, the reduction of working hours will have strong effects, which will be gradual and will be imposed by law in collective agreements and will reach 38,5 hours per USA Phone Number week in 2024 and 37,5 hours per week in 2025; the probable approval of a minimum or complementary compensation in caso of dismissal, although the current legal framework may comply with the European Social Charter; the increase in the annual SMI in 2024, which may reach an additional 4% or 5% and which is an exclusive competence of the government even if it is negotiated with social agents, and the expansion of conciliation rights with an increase in maternity/paternity leave that They will be 20 weeks instead of 16 and the provision will be to maintain salaries for 4 of the 8 annual weeks collected as annual care leave for family members,” he concluded.
Without a doubt, new labor scenarios that open up areas of increased costs and legal uncertainty for companies and a possible increase in the judicialization of labor relations. Ramona Fernández began by answering the question “Is there room for innovation?” “Innovation is necessary because it is a great ally for compliance,” she stated. According to Fernández Kelly, the regulations are changing from a norm that has a clear and literal content where it says how and what to do, to a norm in which it is asked to achieve a result or avoid one that is not desired. “I see more and more of a culture of accountability,” she stated. Finally, Fernández Kelly linked the innovation process with the multidisciplinary concept. “This rule and the compliance They cannot be carried out without technology that helps us establish and follow the controls that are going to be essential. We need technology to help us track KPIS, evaluate suppliers, etc.” Mayrata Conesa explained the keys to the certification of the standard, emphasizing that “the first thing is to take into account that this standard arises from the impulse of labor relations professionals.” Conesa highlighted that the rule specifies that the “organization must”, but not how. “Many companies can use this standard, but how to do it is a personalized task for each organization,” she stressed.