Aciturri is committed to the rights of labor organization, association and collective bargaining, within the legal framework applicable at all times, as established by the principle of protection of collective rights set out in its Code of Conduct, which details how relations with workers' legal representative organizations must be based on mutual respect in order to achieve an open, transparent and constructive dialogue, thus promoting the consolidation of labor stability.
The entire workforce (100%) is covered by collective bargaining agreements, national or provincial agreements, negotiated between the social actors and employers. There is no company agreement, although agreements have been formalized that improve the conditions set forth in the applicable collective bargaining arrangements.
In each of the companies that constitute Aciturri there is legal representation of the employees, through which the social dialogue and negotiations that are appropriate in each case are articulated.
Whenever operational changes which are likely to significantly affect employees occur, we proceed on the provisions of article 41 in the Estatuto de los Trabajadores (Workers’ Rights Act), which deals with substantial changes in labor conditions.
In the event of an individual modification, the person concerned is notified at least 15 days prior to the effective date of the modification. When it is a collective modification, there is a previous period for discussions with the workers’ representative body which shall not exceed 15 days. After this period, and depending on the results of the discussions, conversations with the affected workers start.
On February 6, 2022, the RTERs (Record of Temporary Employment Regulation) applicable to the Ayuelas and Berantevilla facilities (the only ones applicable at that time) were ended early, thus closing the personnel restructuring stage linked to Covid19.
