The third meeting for the renewal of the National Collective Labour Contract (CCNL) for Local Functions, valid for the period 2025-2027, took place at Aran. The meeting discussed several key organizational and societal topics including adherence to Law no. 106/2025, impact of artificial intelligence, introduction of the professional profiles of Social Media Manager and Digital Manager, and the revision of career progressions based on experience.
The digital transition emphasizes that the use of automated systems cannot be managed through a simple informative process. Critical aspects such as the impact on work organization, health and safety, evaluation systems, and maintenance of employment levels must necessarily be a subject of real negotiation and continuous union discussion. The introduction of new roles like Social Media Manager and Digital Manager requires a specific and clear contractual framework. This measure is considered crucial to avoid disparities between different entities and to ensure uniformity of treatment across the country.
Regarding social rights, enhancement measures for the reconciliation between life and work times were welcomed. The extension of permits and leave for employees with school-age children and those who perform caregiver activities, with a focus on parents of children suffering from oncological pathologies or severe disabilities, was particularly appreciated. These are interventions that respond to real and increasingly widespread social needs among workers.
The natural friction point in the debate revolved around economic resources. There was opposition to the idea of financing High Qualifications (EQ) by drawing from the hiring capacities of entities. Such a choice could risk diverting more resources to turnover, worsening a situation already critical in terms of staffing. The union reminded that local entities continue to suffer from a structural lack of personnel and it is unthinkable to finance new contractual institutes by reducing new hires.
Lastly, clearer and detailed articulation of criteria linked to professional experience was requested in relation to vertical progressions within the areas. The aim is to ensure that new paths not only reward service seniority but also the actual increase in skills developed by workers over the years.
The next technical table will be entirely dedicated to the specificities and difficulties of small municipalities, with the general negotiation in plenary session scheduled for June 11.
