In April of this year, Private Security signs a joint venture from April 22 to April 2023 of 86%. Its basic agreement is $90,800. Of course, at that time year-on-year inflation was 58% and we see that with 86% clearly the salaries of private security employees would beat inflation. But is it real?
The acceleration of inflation that currently finds us at 83% year-on-year would shatter that victory of just 6 months ago. In this way, we see how they rose from 86% to 117% as of March 2023 with a predictability that few of us know why inflation caresses the 3 digits.
The same happens with banking. The bank employees’ union started with 60% in January 2022 and in a few months they saw how they lost, one more year. Now they celebrate 94% and a basic of $204,000 with a basic basket of $250,000 and inflation that does not stop rising and bursting the parities month after month.
Truckers closed 107%, when the real impact on today’s salary is 27%; that is, from November 2022 to August 2023, that is, it liquefies 107% in 9 months, when the lack of predictability in our country makes the 9-month price index uncertain, ending this year kissing the 3 digits. I showed you three examples of conventional salary increases that are not applied in the month they are signed, but are operational in an uncertain future for an inflationary economy.
Why is this happening?
No matter how equal one gets or fights, we do not realize that the loss of salary is rooted in the basics of the agreement, it has its start in the salary scales of ancient agreements that no one dares or has the courage to review. Yes, to review the 3,000 CCTs that Argentina has to the detriment of production and economic growth.
Despite the evidence of the importance of labor productivity, as a determining factor in recovering the purchasing power of dependent workers, the conclusion is denied and underestimated by the owners of the unions that their ambition for the throne in their positions makes them ignorant. in its main function. defend workers. This conclusion is not based on the theory that employers are supportive and kind, but rather, they see them as employers who yearn for their profits, resembling a left so radicalized that the only thing they know how to say that the fight is against the bosses. . Because we do not propose that the autonomy of the contracting will between the dependent and the employer must be the undeniable basis for a free and secure labor contracting for the benefit of production. Perhaps, it is inalienable that the third leg, in this case, the unions should have a forced and coerced participation, which, in most cases, leads to an excessive conflict with only one injured party, productivity. By this I do not mean that unions do not pursue legitimate goals or perform any useful function. The most important mission they must fulfill is to make sure that all their members obtain the true and real value of the labor market for their services.
The competition of dependents for employment and the competition of employers for the physical or intellectual strength of dependents does not work well at all. Both parties lack real information on what the labor market and production needs, this is called, lack of legal certainty, to find work and to hire. It happens to both parties. And what is this due to? Is clear. Having a labor market where the normative platform is more than 45 years old, where it is not adapted or aligned to the 4th industrial revolution, globalization, modernization and the work of the future, it is clear, and reality hits the pocket and purchasing power of all workers, that productivity and human capital investment as growth factors, is and will be totally null.
In conclusion, a solid labor market refers to modern, effective, balanced labor laws that balance the employer-worker relationship, ending the conflict and the gloomy anti-productive laws.
Source: Ambito
