By Vangelis Dourakis

The “latest touches” are put in the new labor bill by the responsible ministry, with the aim of taking the road to Parliament in early June: with the new arrangements the “map” of employment in our country will change radically as ‘Enriched’ the ‘menu’ of ‘flexible’ forms of work. And this is happening at a time when Greek workers are “champions” of Europe In working hours, working more than everyone.

The new bill aspires to enhance the institution of sectoral collective agreements making it easier to ‘Generally mandatory’. On the other hand, it enriches the “menu” of flexible forms of work, establishes ‘Trial’ Recruitment and allows for recruitment – Express departures via … mobile.

What reversals come to the job market

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.

Based on the information so far and if nothing is dramatically changed, 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 of employees, through a specific application of employment terms or interruption of the contract, but also to the contract of employment or interruption. Forms for licenses, off -site 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.

If, the recruitment and retirement procedures are automated- in this way- will “unblock” the infamous “zero-hour” contracts which are contracts that will be made for employment of one, two or three days and for purely 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.

Flexible arrangement of working time

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 in 40 hours While wages 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 a week to work for 10 hours instead of 8 and for the other 2 days to work with a 5 -hour reduced hours a day so that on a weekly basis the total time is 40 hours, but with fluctuations. The weekly settlement can also be applied with overtime. The possibility of recruitment for a six -month trial period is still established.