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Telefónica sought to dismiss 4,525 employees with its ERE. Now you have a problem called 5,124 volunteers

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Telefónica has closed the first phase of your ERE in Spain with more employees wanting to leave the company than places available in the ERE. 5,124 workers from the different subsidiaries of the operator presented themselves as candidates to benefit from the ERE. Of these volunteers to leave the company, 352 candidates have been left out because the maximum number of dismissals agreed with the unions has been exceeded. This excess of volunteers worries union representatives. Volunteers to be fired. At the end of December, the company and unions signed the conditions for the Employment Regulation File that will affect seven subsidiaries of the Telefónica group: Telefónica de España, Telefónica Móviles, Telefónica Soluciones, Telefónica Global Solutions, Telefónica Innovación Digital, Telefónica SA and Movistar+. There A minimum of 4,525 departures was set for the entire group, reducing the number of layoffs by 25.6% from the 6,088 that the company planned at the beginning. This implies a reduction of 26.2% of the 17,248 employees of those seven companies. The bulk of the layoffs he was going to concentrate on the matrix and its two main subsidiaries. That is, Telefónica España, Telefónica Móviles and Telefónica Soluciones for which a minimum of 3,765 departures and a maximum of 5,040 were marked. According to pointed Digital EconomyIn these three subsidiaries, 3,995 volunteers have been registered in Telefónica de España, 990 in Móviles and 179 in Solutions, adding up to a total of 5,124 requests to join the ERE. 84 more than the maximum limit provided for them. How many applications are accepted. Of the requests presented for these three subsidiaries, Telefónica has accepted a total of 4,772 exits, which are distributed as follows: 3,649 exits in Telefónica de España, 960 in Mobile and 163 in Solutions, reaching 100% of the objective. That leaves 352 rejected, distributed as follows: 306 in Telefónica de España, 30 in Mobile and 16 in Solutions. It is not the first time that there are more applications for membership than departure places. A similar phenomenon also occurred in the company’s previous ERE. In fact, the unions are asking that priority be given to those employees who were rejected in the previous ERE of 2024reinforcing the voluntary nature of the measure and avoiding forced dismissals. Unions are concerned about the excess. In a statementCCOO insists that the ERE is voluntary and agreed upon, but the excess of applications submitted to the company’s headquarters has them worried. The union insists on analyzing the background that has led so many employees to express their desire to leave the company. “The large number of requests also shows discontent and the need to leave Telefónica, a worrying issue because it indicates a clear dissatisfaction of the staff in the exercise of their professional development,” the union interpreted. What remains to be decided. With the three majority subsidiaries of the Related Companies Agreement already almost closed, it is time to analyze the applications from Telefónica Global Solutions, Telefónica SA, Telefónica Innovación Digital and Movistar+. For these three subsidiaries Global Solutions, Telefónica SA and Telefónica Innovación Digital, 416 volunteers have presented themselves for the 585 planned departures (109 in Global Solutions, 182 in Innovación Digital and 294 in Telefónica SA). This accession leaves these subsidiaries with coverage of 71.11% of the total, forcing the company to look for new candidates and opt for forced dismissals. Something that unions want to avoid at all costs. In other words, while in the group’s headquarters some employees want to leave and cannot, in the smaller subsidiaries they will have to fire employees who want to stay. No news from Movistar+. The Movistar+ TV platform It is the big unknown at the moment, since the numbers of applications to benefit from the ERE, which will affect 175 employees of this division, which represents 20% of its workforce, have not yet been made public. In Xataka | Severance compensation: when there is the right to collect it according to the type of dismissal and how it is calculated Image | Telephone

dismiss sellers to hire other expert sellers in AI

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In July, Microsoft proved to have radically changed strategy as its investment in AI. The Batacazo were The 9,000 layoffs that affected several of their departments, but there was also a change of sight: their approach to corporate sales. After having fired thousands of commercials traditional, the firm opted for replace them with solution engineers Specialized in artificial intelligence. A transformation that seems to be marking trend in the technological sector and that responds to the new demands of the business market. A change in the sales model. Microsoft’s strategy is to eliminate the figure of the general seller, that profile focused on commercial relationships but with limited technical knowledge. Instead, the company is committed to professionals who can make technical demonstrations from the first contact with the client. Judson Althoff, commercial director of Microsoft, It has reorganized completely its division with the aim of turning the company into “the firm of the avant -garde”. Why Microsoft makes this decision. According to Business Insider sources Near to the company, some business clients transferred their frustration to Microsoft for having to go through several vendors before reaching the technical aspects of the product. “The client wants Microsoft to present their people technically,” according to internal sources of the company. Artificial intelligence has raised expectations, as there are more and more companies that prefer to have first hand a deep understanding of the product from the first meeting, not superficial commercial talks. The competition presses. Microsoft faces a fierce battle with OpenAi and Google for the business market. Although it has the advantage that many large companies already use their tools, Your employees prefer chatgpt for being better known. This competitive pressure has accelerated the reorganization of the six areas of previous solutions in only three: business solutions, Cloud and IA platforms, and security. The domino effect on the sector. Microsoft’s strategy is not an isolated case. Salesforce has already applied a similar approachreducing your support staff from 9,000 to 5,000 employees thanks to AI agents. Marc Benioff, CEO of Salesforce, explained that “I managed to rebalance the number of support personnel because I need less.” This restructuring has allowed it to redirect resources towards R&D departments and more specialized sales. Eliminating layers. What is really happening is a redefinition of commercial value in the AI ​​era. Sector investors and analysts interpret These movements as a sign of technological maturity. And it is that companies such as Microsoft are showing that sales teams that do not understand the complexity of their products can no longer allow. Jason Lemkin, Specialized Software Startup Investor, esteem that “between 30% and 40% of sales representatives of one or two calls will be replaced by AI”. Cover image | Simon Ray In Xataka | “I’m afraid we’re going to be more busy”: Jensen Huang Discrepa from Musk and sees at AF a deep labor transformation

Going to the hairdresser or putting bracelets is not enough for Mercadona to dismiss you

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An employee who had been working as a manager in Mercadona for more than twenty years had to face a complicated situation when, in August 2023, he began A medical leave For anxiety. While it is true that there are certain activities that a person on a medical leave should not do, the Superior Court of Justice of Castilla y León has had to remind Mercadona to go to the hairdresser or get bracelets is not sufficient reason for A disciplinary dismissal. Spied on the super. As detailed In the sentencethe farewell employee worked as a manager in a Mercadona de León supermarket since 2001. In 2023, she took a medical leave for anxiety. After a few months, Mercadona hired A private detective agency To monitor their daily activities while he was ongoing. In the report, the detectives recorded that the worker had gone to the hairdresser, wore bracelets and rings, spoke on the phone and had even made purchases in a Lidl supermarket of cleaning products and detergents. Farewell by allergic? At all times, the company had linked all these activities with an alleged allergyTo metals such as nickel and chromium, present on the bracelets, in smartphones, in elements of the hair washing area, etc., as well as chemicals present in cleaning products. According to the allegations of the company “it has superior respiratory tract hypersensitivity by general immune irritative reaction due to awareness of irritating agents present in the work environment.” The daily activities of the employee, so normal to anyone, were interpreted by the company as a “lack of will to take care” and a reason for Unjustified extension of its temporal disability. According to the company, the use of jewelry and contact with chrome surfaces were “behavior incompatible with their healing process.” So the company declared “that the employee was acting in bad faith” and that “she had lost her trust”, so he applied a disciplinary dismissal. At this point, it should be remembered that the reason for the medical leave It was for anxiety. The judicial reaction: it has anxiety, not allergy. The Social Court No. 1 of León initially gave the reason to Mercadona, but the employee appealed the sentence and raised it to the Superior Court of Justice of Castilla y León (TSJCyL), which corrected the company’s performance strongly. The court criticized that they were considered “activities that compromise the healing” completely everyday actions such as going to the hairdressing, carrying bracelets or making the purchase. In addition, the ruling highlighted the contradiction between the diagnosis of anxiety that justified the decrease and argumentation of the dismissal focused on reasons related to respiratory pathologies caused by supposed chemical sensitivity. TSJCyL: One More Thing. The TSJCyl judgment not only declared the disciplinary dismissal inadmissible, but declared it void, considering that it occurred in a clearly repressive context. The worker had denounced deficiencies in the prevention of occupational hazards before her medical decline. Therefore, a violation was evidenced to the right to non -discrimination due to disability and compensation guaranteethat is, the right not to suffer from Exercise labor rightsinterpreting the dismissal of the employee as a revenge that had nothing to do with her medical recovery. The sentence. The Superior Court has dismissed the decision of the Social Court No. 1 of León that in the first instance gave the reason to Mercadona, and goes on to condemn the company to readmit to the worker in your job and with the same conditions and pay for back salaries from the discharge of temporary disability after dismissal, at a rate of 2,089.58 euros per month. In addition, you must pay compensation of 7,500 euros for damages. In Xataka | 55,245 euros for eating a sandwich and a beer: Mercadona must compensate an employee for unfair dismissal Image | Wikimedia Commons (LBM1948), Unspash (Farhad Ibrahimzade)

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