A new company-level collective agreement was signed at Greece's Public Power Corporation (DEI) in June 2004. As well as pay increases of 12.2% over two years, the accord includes funding for DEI staff and trade unionists to make contacts with their counterparts in other EU countries.
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A new company-level collective agreement was signed at Greece's Public Power Corporation (DEI) in June 2004. As well as pay increases of 12.2% over two years, the accord includes funding for DEI staff and trade unionists to make contacts with their counterparts in other EU countries.
On 22 June 2004, the management of the Public Power Corporation (DEI) and its General Staff Federation (GENOP-DEI) signed an enterprise-level collective agreement for 2004-5. It does not cover temporary staff paid by the day, while the company’s staff regulations and previous years’ collective agreements (GR9906137N) apply to matters not covered or altered by the new agreement.
Pay is to be increased by 6.2% in 2004 and 6% in 2005. The minimum wage provided for in the DEI staff regulations will be increased retroactively to EUR 236.80 from 1 January 2004 and to EUR 245.15 from 1 September 2004. It will rise to EUR 254.05 on 1 January 2005 and EUR 263.00 on 1 September 2005. Long-service pay increments, estimated at 3% per year on average, will be taken into account when calculating the final amounts of increase.
The new collective agreement’s non-pay regulations include special 'social tourism' benefits covering part of the cost of employees’ holidays. Such benefits amount to around 0.7‰ of DEI’s total payroll expenditures, as of the end of December of the previous year. Alongside this, in order to develop relations between DEI employees and their colleagues in EU countries and the participation of GENOP-DEI in contacts with similar energy-sector organisations in other countries, DEI will cover justified expenses incurred for such purposes, through a procedure to be determined by decision of the managing director. Such expenses may not exceed 0.7‰ of the annual regular staff payroll. In addition, people working as guards will be able to advance higher on the pay scale, with the abolition of the previous qualification requirements.
Other important developments include 20 days’ study leave for employees enrolled in courses aimed at acquiring a second undergraduate degree or a second postgraduate or doctoral degree. For such leave to be granted, the studies’ subject matter must relate to DEI’s activities. As regards leave for employees with family responsibilities to be absent from work, the new collective agreement provides that 'employees who are parents of children under 18 years of age enrolled in compulsory or secondary education may be absent from work for a certain number of hours or a whole day, on paid leave of up to four days per calendar year for employees with up to two children and five working days for employees with three or more children, to visit their children’s schools for the purpose of monitoring their progress in school'. Also entitled to such leave are employees supporting a spouse with a degree of disability of 67% or higher, certified by the competent medical committees.
Eurofound recommends citing this publication in the following way.
Eurofound (2004), New collective agreement signed at DEI, article.
