After long and difficult negotiations between the management of "Metropolitan" EAD and the trade union organizations, including a protest held in defense of the workers' demands, the new Collective Labor Agreement in the company was signed today for a period of 2 years!

Its signing is the result of months of negotiations in which the Federation of Transport Trade Unions and the union organization of FTTU in "Metropolitan" EAD consistently defended their proposals for better income, social benefits, and working conditions.

On behalf of FTTU, the process was attended by the President of the Federation, Eng. Aleksandar Shopov, the President of the trade union organization of FTTU–CITUB in "Metropolitan" EAD, Eng. Svetoslav Iliev, and the Deputy President of the organization, Eng. Miroslav Chakarov.

Better financial parameters and social benefits:

• One of the significant changes is related to the additional remuneration for length of service and professional experience. The current rate of 0.8% of the minimum wage for the country up to 12 years is changed to 1% of the minimum wage for each year of professional experience up to 15 years in the company, but not more than 15%.

• Food allowances for each working day are also increasing – from the current 15 BGN (7.67 EUR) to 9 EUR. In the course of the negotiations, FTTU insisted on a higher amount than originally proposed by the employer, and this was achieved.

• Funds for toning and refreshing drinks during night shifts are also increasing – from the current 2 BGN to 2 EUR for each night shift.

All social payments are recalculated from BGN to EUR rounded in favor of workers and employees:

• in case of continuous illness from 44 to 90 days – 155 EUR instead of the current 300 BGN;

• in case of continuous illness over 90 days – 310 EUR instead of 600 BGN;

• for Christmas and Easter gifts for children of workers and employees up to 15 years of age – 100 EUR per child instead of the current 170 BGN;

• in case of death of a worker or employee – 1,535 EUR for their heirs;

• upon reaching 50 years of age – a one-off payment of 515 EUR;

• upon entering into civil marriage – a one-off payment of 515 EUR.

  
  

A fairer principle for determining busy ticket offices. Among the important results of the negotiations is the change in the way busy ticket offices are determined.

Until now, additional remuneration for working at "busy ticket offices" was applied to employees at 13 stations.

With the new CLA, a principle based on actual sales achieved in the previous year is introduced, taking into account sales of both tickets and cards.

On this basis, the 24 busiest stations in terms of ticket offices will be determined, instead of the previous 13.

At the beginning of each year, the employer will provide an updated statement prepared on the basis of sales in the previous year. Thus, the system will not be static but will reflect the actual workload of the offices.

Expansion of labor and social rights - The new CLA also contains a number of changes related to work organization, training, and social protection.

The texts regarding the training time for newly hired and reassigned employees now also include interns from higher education institutions and trainees who previously did not fall within the scope of this provision.

The scope of activities counted as working time is also being expanded. In addition to periodic exams on regulations, electrical safety, and psychological fitness tests, training and other forms of professional preparation required by the employer are now included, for which up to 4 hours of working time will also be credited.

All workers and employees will have access to ongoing medical care, as well as to preventative check-ups at least once every two years.

In the absence or malfunction of drinking water sources or the water supply network, the employer will provide 3 liters of drinking water per person for each shift.

The circle of employees who can benefit from reimbursement for corrective glasses when working with video displays is also significantly expanded.

These changes are part of the agreed expansion of labor and social rights in the new CLA.

Human control in the use of automated systems

For the first time, the CLA includes specific rules related to the introduction and use of automated systems and technologies.

It is envisaged that decisions related to hiring, evaluation, imposing disciplinary liability, and termination of the employment relationship cannot be made entirely through automated systems.

This ensures the necessary human involvement and control in decisions that directly affect the labor rights and professional development of workers.

Work continues even after the signing of the CLA! - With the signing of the new Collective Labor Agreement, the negotiation process on issues important to workers does not end.

It is planned to establish a joint working group with the participation of the employer and trade union organizations to continue work in two main areas.

The first is related to the higher education of employees acquired before 2024. The goal is to develop a clear and fair mechanism for employees whose acquired qualification is not reflected in their remuneration in the way it is for colleagues who acquired the respective degree after this period.

The second area is the development and expansion of the bonus system and categorization, so that positions and employees not currently included in it can also be considered.

The position of FTTU–CITUB is clear – all workers in "Metropolitan" EAD must be considered in the development of the system and no one should be left out of the process. In the categorization system proposed by FTTU–CITUB, all employees of the company are included.

FTTU–CITUB thanks the Executive Director of "Metropolitan" EAD and his team for the dialogue conducted and for the better parameters achieved, despite the difficult moments and serious differences during the negotiations.

For us, signing the CLA does not mean the end of the work. The joint commitment remains to find fair solutions for employees and positions not yet included in the bonus system and categorization, and this work will continue within the joint working group.

What has been achieved is the result of consistent negotiations, an active union position, and the readiness of our members to stand up for their rights.

The trust of the workers is what gives us the strength to continue putting their problems and proposals on the negotiating table. Our commitment remains the same – to be among the people, to hear their problems, and to defend them where decisions are made.