By Vangelis Dourakis

A new labor bill that radically changes the map of employment in our country is coming to the House – according to the latest information – in early June. On the one hand, the new bill will enhance the institution of sectoral collective agreements and make them easier ‘Generally mandatory’. But on the other hand it enriches the “menu” of flexible forms of work, establishes ‘Trial’ Recruitment and allows for recruitment – Express departures via … mobile.

The bill, in which the latest touches are now in, touches almost the entire spectrum of labor issues, from recruitment – withdrawals, to hours and contracts.

Sweeping twists in the labor market

Based on the information so far and if nothing dramatically changes shortly before the new bill is submitted to the House, there are – among other things – arrangements that establish a new system of arrangement of working time that will allow it to increase and reduce it on a weekly basis, fast track recruitment and retirement, Bureaucratic burden for businesses with the abolition of forms for permits, off -field travel, staff situations and more.

Specifically, the new bill will emphasize:

a) Facilitating recruitment and deprivations by fast track procedures that will include accepting the terms of the employment contract or to terminate it via a mobile.

b) In the new system of arrangement of working time that will be permitted on a weekly basis with the consent of employees.

c) In simplifying the personnel table with the aim of removing it at a next stage.

d) In the abolition of the license book, since the absence times will go through the work history of workers through the digital card.

e) In flexible arrival and departure of employees for a period of 10 minutes without this period being recorded in the digital card system

f) In the abolition of the out -of -home work form, which will be registered on the digital card.

Recruits and Express Removes through… Mobile

One of the reversals to come is that from now on (that is, after the change of changes) each recruitment can be done on the same day and the employee will be sufficient to accept the terms of mobile phone recruitment to immediately launch his employment.

In the departures, the procedure will be simplified, as it is considered to be abolished the 10 days of the absence of an employee – who will have to mediate with today’s data – in order for his not to be regarded as voluntary retirement and to allow him to be replaced with new recruitment.

Under the new regime, an employer will be able to replace an employee by someone else without a 10 -day period and without the retirement of the contract.

Since, the recruitment and retirement procedures are automated- in this way- will ‘Unblock’ and the notorious contracts ‘Zero hours’ which are contracts that will be concluded for employment of one, two or three days and for pure emergencies.

The contracts ‘Zero hours’ They have a demand for focus and tourism, but in practice they do not apply although there is a voted legislative framework since last year.

The reason they did not go on is the lack of flexibility in the recruitment and retirement regime.

With the flexible arrangement of working time on a weekly basis, businesses will be able to apply increased hours for a few days based on their needs and return their extra hours to their staff either with reduced hours, or with additional repo or license.

However, the average weekly working hours will remain at 40 hours while salaries will not be affected, as salaries will be the same in both increased and reduced working hours.

For example It can be agreed by the business and its employees, for 3 days of a week to work for 10 hours goodbye 8 and for the other 2 days to work with a 5 -hour reduced day so that the total time is 40 hours on a weekly basis, but with fluctuations. The weekly settlement can also be applied with overtime.

What other twists

Other reversals expected to bring the new bill have to do with the fact that:

  • The possibility of recruitment for a six -month trial period is established.
  • The possibility of parallel employment up to 13 hours per day in more than one, employers is legislated.
  • The ease of signing contracts between employees and employers within a group that may have more than one activities.
  • More criteria are established, which will apply for a business to exclude the granting of earnings increases provided for by the sectoral contract. Today it is envisaged that if a business is harmful to exclude any increases agreed.
  • Established the ‘flexible’ arrival of workplaces in the operation of Work cardwith the recognition ‘Dead time’ approximate and withdrawal of about 10 minutes.
  • The percentage of representation of employers required to sign and expand sectoral contracts (possibly from 50%+1 to 40%) is reduced.
  • The terms and conditions for the declaration of a collective employment contract are changed as generally compulsory.