When we know that our company needs to have a EQUALITY PLAN And when we're assigned that task, we're bombarded with doubts and questions when it comes to getting down to work… 😰 What are my deadlines? Where do I start? What do I need to keep in mind? 🤔 And believe me, there are many questions we ask ourselves when starting our EQUALITY PLAN.
🧘 KEEP CALM AND MAKE A GOOD PLAN 👍
First, let's begin with the implementation of our EQUALITY PLAN, where we will begin to negotiate the diagnosis and equality plan through the establishment of the NEGOTIATING COMMITTEE.
In this constitution of the NEGOTIATING COMMITTEE We need to meet the following deadlines 🗓️
- Company ≥ 50 people on staff: 3 months after reaching the mandatory staffing level.
- Collective agreement with obligation: 3 months from the date the agreement comes into force.
💭REMEMBER! From this point on, we have 1 year to have our approved and registered. EQUALITY PLAN.
When you establish your NEGOTIATING COMMITTEE You may or may not have RLT (Legal Representation of the Workers).
☝️ DON'T FORGET! That the NEGOTIATING COMMITTEE They can negotiate it…
AND… YEAH! 👏 You can count on us external aid and that it forms part of the NEGOTIATING COMMITTEE. In fact, in INCYMA We know very well how to help you with the constitution of your NEGOTIATING COMMITTEE May it be a complete success. So, grab a pen and paper and take notes ✍️
🔛DON'T HESITATE ANY LONGER! Start now with the implementation of your EQUALITY PLAN And don't forget to follow all these instructions if you don't want your EQUALITY PLAN be declared as NULL.
Still not sure where to start? 📞 687 591 435 / 618 486 932 – 📩 info@incyma.es
#INCYMA #ConsultoríaPlanesDeIgualdad #CommisiónNegociadora #PlanesDeIgualdad #Igualdad #ResponsabilidadSocial
Share this content on social media!
