higher job assignment

[Call85]

Good evening, I write to ask you an opinion: Can the employer assign me different and superior jobs continuously without adjusting my compensation immediately? In practice I was hired as a designer cad 5° metalmechanical level (although with master's degree of mechanics) but, after a few months I was asked to join the senior designer giving me freedom of dimensioning/choice components and calculation fem according to specifications and with appropriate/eventual modifications by the designer (in practice they are tasks from 6° or 7° level).
Is this behavior correct? I at the moment consider it a "promotion", I do not complain but it seemed like something quite new.. .

 

[meccanicamg]

I think you stayed in the '80s.
in metalmechanical, at present it is already a success, if graduated, to be assumed of 5 level. Sixth...seventh super....seven are numbers that don't work well because you and your employer cost a lot of taxes and neither of them earns. Usually you find the way to give net clean business benefits.
the thing you can ask, of your right is the adjustment of the category to the job, so you also change the superminim but you pay so much taxes.... 43% on the gross.... a 50/52%... so you have to push yourself over.
another alternative is to ask for the increase in salary or or some benefits, meal paid (220€/month).... or other.

 

[New Rider]

I think you stayed in the '80s.
in metalmechanical, at present it is already a success, if graduated, to be assumed of 5 level. Sixth...seventh super....seven are numbers that don't work well because you and your employer cost a lot of taxes and neither of them earns. Usually you find the way to give net clean business benefits.
the thing you can ask, of your right is the adjustment of the category to the job, so you also change the superminim but you pay so much taxes.... 43% on the gross.... a 50/52%... so you have to push yourself over.
another alternative is to ask for the increase in salary or or some benefits, meal paid (220€/month).... or other.

hi to everyone, I never understood in fact what can push a holder entrust a low level but pay a salary from 7th level. beyond all is all relative since you would be inataccable in case of any liability.

 

[ceschi1959]

the thing you can ask, of your right is the adjustment of the category to the job, so you also change the superminim but you pay so much taxes.... 43% on the gross.... a 50/52%... so you have to push yourself over.
another alternative is to ask for the increase in salary or or some benefits, meal paid (220€/month).... or other.

the maximum rate irpef, in Italy, is 43% that Start to pay when you exceed 75,000€ taxable then da a heral of about 85.000 € and therefore from a net of about 3.800 € / month for 13 monthly

 

[exxon]

Of course.

In fact, there are no additional municipal, additional regional contributions, inps contributions, and, considering that even if at the expense of the employer, they are however direct costs of the employee, inail ordinary and extraordinary.

In reality it is even more, since irap and other taxes still have an adjectable part as the direct cost of the employee, but are well hidden by art, to make it difficult to quantify.

 

[TECNOMODEL]

I try to get back to the topic, unfortunately I see that the discussions are often going on in sterile polemics.

In national contracts it is written that, if a worker is assigned tasks for a higher level than that of his frame for a period greater than x months, the worker has the right to be framed at that level.
However, the definition of the tasks for the level is always written in the ccnl, specifically in the profile declararies.

my opinion is that, if the worker has the skills and performs those tasks, the level is the thick and must be "pretentious". this can be useful in the future, in case of change of work for example, or at the time when they take increases provided by the ccnl.

 

[cacciatorino]

this can come back useful in the future, in case of change work for example,.

that could also be a double-cut weapon: "You see, you're too qualified!"

 

[TECNOMODEL]

that could also be a double-cut weapon: "You see, you're too qualified!"

You have no idea how many times I've heard of it when I was a toolmaker and looking for a new job.
once an example of classic Italian entrepreneurship told me:
"with half of what you're asking, I'm paying for an expert just out of school."
that I noticed that after a week in the company to understand where the equipment was, I would have been autonomous and able to carry out the work alone, the expert perhaps after 15 years would have had my knowledge.
if he hadn't escaped before to look for a proper salary.
He kept his mouth open, then he left me quickly.
Incidentally, the company did not suffer the crisis of 2008......

 

[MassiVonWeizen]

to me it seems that more than work of superior competence to the qualification has been made a flank of growth since there are controls from a senior.
in this case should be seen as an increase in job or training?

 

[TECNOMODEL]

to me it seems that more than work of superior competence to the qualification has been made a flank of growth since there are controls from a senior.
in this case should be seen as an increase in job or training?

right observation.

 

[teseo]

my advice is to wait a little at least 6 months a year then ask there increase is better than the level; you are right but here we are in Italy and so it works so......unless our generation wakes up a little.... but I doubt....
Hi.

 

[Call85]

I believe that @tecnomodel e @teseo have centered the point:

this can return useful in the future, in case of change of work for example

I do not see how any recognition can affect the change of work; in the cv one should put the tasks that it actually performed, even if it was framed at the lower level, or not? without disturbing the cc, what sense would it have, except for exceptional cases, to discuss more than once or to put causes between expenses and other stakes also within the working environment?

 

[exxon]

beyond the picture had in previous jobs and what written in the cvs, what counts is what you know, and what you know to do.

When I do the interviews, I look at them only for scruples, but I care to hear what you tell me.. .

 

[TECNOMODEL]

I believe that @tecnomodel e @teseo have centered the point:

I do not see how any recognition can affect the change of work; in the cv one should put the tasks that it actually performed, even if it was framed at the lower level, or not? without disturbing the cc, what sense would it have, except for exceptional cases, to discuss more than once or to put causes between expenses and other stakes also within the working environment?

we say that the level of framement "confirms" the professionalism achieved.
If one turns out to be a "finished" designer and I see that where he worked he's always been framed at a low level sounds like an alarm bell.
Of course, everything must be checked.
Moreover, if a worker comes from a certain level it is easier for him to "pretende" the same frame.
what also brings future benefits, for example when taking contractual increases.
the speech I make applies to skilled workers and with a certain degree of experience, for a young man does little in the world of work loses validity.

 

[TECNOMODEL]

beyond the picture had in previous jobs and what written in the cvs, what counts is what you know, and what you know to do.

When I do the interviews, I look at them only for scruples, but I care to hear what you tell me.. .

true, but it often happens that the first selection is made by an agency, so by people who know nothing about your work.
Sometimes the difference between being reported to the company or not do these things.

 

[Call85]

@tecnomodel: I believe that in an ideal world it functions so, but in the real world one should put what has actually done also because in the face of a possible cause, art.18 that no longer exists, tightening of internal relations I do not see what sense it might have one also wants to put family. . rather update the cv and look around you. . .
I frankly do not understand the need to do "generic" interviews with the agencies, also because it is especially in the technical interview (i.e. aimed at seeing if the candidate has certain notions/competencies) and in the trial period that it is evident if with one it is worth investing in hiring, or not?

 

[TECNOMODEL]

@tecnomodel: I believe that in an ideal world it functions so, but in the real world one should put what has actually done also because in the face of a possible cause, art.18 that no longer exists, tightening of internal relations I do not see what sense it might have one also wants to put family. . rather update the cv and look around you. . .
I frankly do not understand the need to do "generic" interviews with the agencies, also because it is especially in the technical interview (i.e. aimed at seeing if the candidate has certain notions/competencies) and in the trial period that it is evident if with one it is worth investing in hiring, or not?

Unfortunately in recent years the labour market has ended up in the hands of these agencies.
companies turn to them, sometimes even just for a first scramble. the thing leads to distortions for which people who would be eligible for a role are discarded a priori because the assessment is made by people who do not know the working environment for which the worker is sought, or because the company has placed stakes, for example the possession of a degree, which are useless in the selection.
Back to your case I would treasure the training you are receiving, I would try to learn as much as possible and, when you are autonomous, I would advance requests.

 

[stevie]

Unfortunately in recent years the labour market has ended up in the hands of these agencies.
companies turn to them, sometimes even just for a first scramble. the thing leads to distortions for which people who would be eligible for a role are discarded a priori because the assessment is made by people who do not know the working environment for which the worker is sought, or because the company has placed stakes, for example the possession of a degree, which are useless in the selection.
Back to your case I would treasure the training you are receiving, I would try to learn as much as possible and, when you are autonomous, I would advance requests.

I agree in full, what sense does a (pre)selection of engineers or technicians do when the selector/ice is one who barely knows what a cad or a milling machine is?

 

[Stan9411]

It seems obvious to me that the first selection passes it who has the appropriate human and psychological profile. It is not by chance that generic questions are asked about the private of a person, his career and his interactions with his colleagues. in the most “alternative” companies are also proposed rapid group activities to instantly assess whether someone is able to cooperate with an unknown or if the will to emerge individually prevails.
Now you agree that technical skills are important, you can also be a mechanic genius, but if you are a psychopath, I don’t want you as a colleague. therefore well come the psychological and those of the human resources to which it does not care to know how many you know about the fries; serious ones, with degrees, master and experience, recognize if you have dictatorial instincts from how you hold the pencil

 

[Stan9411]

It is clear that then there are exceptions of the incompetent that you discard because you have half a row of resumes less than your competitor, but starting from the hypothesis that the selector is competent, if you are discarded, I would ask two questions about your way of ports...