Mobilita' negate. Proposta Nursing UP nei tavoli che contano.

In 2020, the sector union, Nursing Up, raised the alarm about the shortage of nurses throughout the country (50,000 fewer units), particularly in Campania (10-12,000 fewer units), Lombardy (5,000 units), and Piedmont (3,500 units).

Numbers that then prevented us from winning the war against Covid, in the short term. Without soldiers, how do you win the war? With TV hosts?

A year after the warning, in Campania, 7,000 nurses are still missing.

Not only disorganization and lack of will by various companies or regions are to blame... but also the failure to activate generalized mobility procedures.

It is absurd that companies deprive themselves of the opportunity to benefit from the experience of various healthcare professionals, accumulated over years and years, through different realities.

This, but it is the opinion of the writer, Italian management has not yet learned the importance of the role of healthcare workers, for them only doctors, managers, and administrators exist, disregarding those high-level international evidences that, for example, say:

‘More nurses means fewer deaths, fewer infections, fewer pressure ulcers and consequently less public spending by millions of euros per year. If Italian politicians and managers do not understand this, all we can do is draw a veil and try to inform the population, colleagues, unaware of everything.

Nursing Up, at the national level, is exerting strong pressure at the important tables, proposing to ARAN, as a contractual integration, a new rule that would finally allow the unlocking of mobility for healthcare workers, today slaves of the healthcare companies.

A new regulation is needed for the issuance of exit clearances: thousands of nurses could finally return home.

Let us remember that negotiations are underway for the new national health contract (CCNL). Nursing Up has requested at the important tables, in addition to free mobility, also:

- Autonomous bargaining with dedicated funds

- An increase of the base salary by 500 euros more (it seems a lot but it is not. It has been decades since we have received an increase proportional to the cost of living, proportional to risks and responsibilities).

- The complete revision of contractual allowances

- The ES category for specialists, with structured assignments in the companies' organic roles

- The F category for coordinators and with provision for higher-level skills

- Exclusivity allowance

- The introduction, regulation, and remuneration of the Institute of Consultancies

- Career progressions for expert functions, with structured assignments in the companies' organic roles and specific non-absorbable professional allowance

- The revision of allowances and the organization of organizational assignments outlined by the CCNL of May 23, 2018

- The recognition of the competence acquired in the field by nurses and other professionals under law 42/1999 with the following alternative methods: The right of every professional, after the fifth year of service without demerit, to obtain a tribute to the particular competence acquired, through a specific professional competence allowance, fixed and recurring, integrated annually during decentralized bargaining; the recognition, similarly to what already happens for doctors, of a specific health allowance equal to €400 per month, a tool through which the profound differences of health professions compared to other public administration employees are acknowledged and valued

- The contractual recognition of professionals involved in training, both in the sector and as managers, with contractual recognition and stabilization of those who have been assigned for years to universities with teaching, tutoring, and management roles.

LapaginadiNursingUp