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Social Responsibility (CSR) version Ripley Corp. SA

The trade sector is probably the greater vulnerability of the private labor law in our country constantly experiencing new forms of reward and discipline their workers.

Currently in Ripley contract workers divided by the extreme use of administrative powers. This also nullifies many of the gains made in collective bargaining with the gravity which means that the only means of improving working conditions inoperative.

With the obligation to match the base salary of each worker to pay the legal minimum and week run (a variable compensation) since 2008 in the Retail companies took the opportunity to modify the contracts, creating a "well system" for their sales commissions (prior to that base salaries were paid well below the legal minimum approaching this through sales commissions ) and thereafter, hire vendors without commission with the trickery of "new charges", as "integral sales assistants, the only thing different with comprehensive sellers is the fact that they do not pay commissions.

These "new charges" do not appear in contracts groups, leaving no ground for negotiations, the company refused to consider them in future contracts, and the truth is that this is a deliberate act to classify workers by category, still doing the same work, just looking down "costs."

trade companies offset worsening the work and the income flows in the opposite corner, growing dramatically each year.

implanted in Ripley, arbitrarily new working conditions, workers are convinced with pretty faces or simply showing their teeth, extending hours, modifying fees, offering Annex agreements or clauses of contract, among other situations.

Union leaders have few options to deal with, since nothing obliges the company to consider the workers to make changes that are directly related to their rights, it is only required not to violate the regulations.

Unfortunately, the fines are not persuasive, for a company that makes no profit margin to pay fines (and in many cases replace the training pay), while the worker to report their work as there are risks in our free country dismissal.

Collective bargaining is not enough action for workers who contract may refuse to improve conditions during the period signed by law to reach settlement, but also the employer makes changes of any kind outside that period, with total freedom, without giving to anyone and may rescind each of the clauses in collective agreements, using their powers to manage the business.

Certainly no parity criterion, we are being asked to permanently join trade unions for growth of the company, but this growth is not reflected in who we represent, and to behave in a negotiation is to weaken the organization which allegedly asked to collaborate the benefit of all. It is currently the case GESIC (Credit Evaluation), where a 5 days after initiation of negotiation was offered to sign an annex to its contract partners changing their wages, otherwise they had to hand his letter of dismissal.

So CSR in Chile. The reality of San Esteban mining led to all kinds of labor issues, including the importance of "self" by the business in Chile, this so-called social Ripley did not cross the goal-accessible, the pilots say their plans to change schedules every 15 days and reduce fees, their new positions with lower wages, union problems Peru, its restructuring the bank with the dismissal of his entire sales force, a number of mass layoffs in stores for different reasons or crises and their moves prior to negotiate with the Union Gesic II, etc., All sadly recognized and repeated by the business national.

Posters denouncing situation in Ripley Tobalaba Gesic II.