The sixth extension of the ERTE, until February 28, includes a new renewal of the mechanism designed for the end of this labor crisis due to the pandemic. The Government has opted to promote training for workers still affected by ERTE, a year and a half after the outbreak of the virus. The idea is that they take advantage of the suspended time to expand their qualification, for their continuity within their companies or thinking about the possibility of having to redirect their careers in other companies or sectors. The companies that join the training will receive financial aid, direct for the training and in the Social Security contributions, as one of the main hooks to try to attract companies to a system unknown to many, especially the smaller ones.
The importance of lifelong learning is a mantra that is repeated in many debates about the future of work and shared by employers, unions and governments, but which later costs more to land in practice. The coalition government intends for training to be a fundamental element in the permanent ERTE that negotiates at the table on labor reform and the last section of the ERTE due to COVID will be a first approach, a “test”, to see the possibilities of the public system and the business fabric in this regard.
Here are some tips on how this training will work.
No, but it is quite economically advantageous. The companies that present a training plan together with the renewal of their ERTE will have the right to exemptions in much higher social contributions and to aid (credits) directly linked to training.
In the case of companies with 10 or more workers, companies that develop training activities will benefit from 80% savings in social security contributions for employees in ERTE. If they do not propose the training of the workforce, the exemptions will be half: 40%.
For companies with more than 10 employees, if they present a training plan, the savings in the contribution will reach 80%, while if they do not, the exemptions will be 50%.
Most of the training will be paid for by the State, through the SEPE Budget, for which an “extraordinary contribution” has been provided, the law states.
Structurally, the companies that develop subsidized training for their staff obtain credits with which the courses are co-financed, for which the company receives a certain amount of money for training based on the social contributions paid the previous year in this concept. Now, to promote courses in companies in ERTE and that these can be “of quality”, they explain in Labor, to the existing credits the decree of the extension collects more money for the companies that form, especially the smaller ones .
These credits are: 425 euros per person for companies with 1 to 9 workers; 400 euros per person, for companies with 10 to 49 employees; and 320 euros in companies with staff of 50 or more people.
It can be the company itself, an external company or public services, as the case may be. The training actions will be developed through the types existing in the vocational training system for employment in the workplace. There are basically two, they explain in the Ministry of Labor: on the one hand, subsidized or programmed training in companies and, on the other, subsidized training.
With the first type, subsidized or programmed training, companies can develop specific training courses themselves adapted to their needs (for example, a specific computer program, a new line of business, etc.), trust a third company to give external courses that interest you or choose one of those provided by the public administration through SEPE and Fundae. This training is more designed to qualify the worker within the company and to improve the competitiveness of companies.
The second type, subsidized training, corresponds to the public training courses offered by the SEPE and Fundae. In general, it focuses on “more horizontal” competences, explained in Work, such as languages, digital competences and other more general subjects. This training, although it may serve the company, is more designed for the general qualification of the worker.
The idea is that companies can adapt the training to the needs they have to get the most out of it, they explain in Work, for which they recommend the subsidized training, which can be adapted “like a glove” to each company. Companies in ERTE will have to submit a training plan to the public employment services (SEPE), which are the ones that will validate training projects, as is usually done in the employment training system.
The decree warns that the SEPE “will verify the completion of the training actions.” The companies that do not carry it out despite having committed to it and benefited from the associated aid, will be left in the hands of the Labor Inspection so that “it can initiate the corresponding sanctioning and settlement proceedings”. Of course, “in the event that the company certifies that the training actions are made available to the workers”, but it is the employee who has not carried them out, the company will not have to return the exemptions to the Social Security of the who has benefited.
The training must take place in the period of reduction of working hours or suspension of the workers’ contract, although in some cases also in working time.
The decree establishes the minimum number of hours of training that each worker must carry out in companies with 10 to 49 workers, which will be 30 hours, and in companies with 50 or more employees, which is 40 hours.
Much. The deadline for the provision of training actions will end on June 30, 2022.