The Mistress Of A Scorpio Man

Shakespeare folio

I remembered an interview with Massimo Troisi many years ago and after a few seconds of searching , holy google I filed the exact words:

"I'm 'waiting' and wrong '' or the second film ... is because no everyone keeps telling 'or second film is difficult, Statte noticed ca' or wrong, things me then I get up 'or thinking,' or I'm wrong and now 'or third film. "

Well, I I also raised the thought.
and get straight to the third book.

What The Diff Between Tap Out And Tapout Mps

Better late than never!

We note with satisfaction that, finally, even friends of SLC-CGIL-CISL Fistel before and after they realized almost simultaneously last Friday, the true extent of the danger, for Vodafone employees, arising from the use of distortion and the instrumental ' company is the system of job evaluation (Performance Dialogue). We
of UILCOM-UIL, already more than a year ago, we understood, it was determined that a shift in which Vodafone had entered, using this tool more and more in an unnatural manner with increasing risk for workers, especially those considered most vulnerable ( mothers, persons over 50 or burdened by health problems, etc.)..

So we were convinced that, then launched in May 2009, a national survey through anonymous questionnaire, for which we reported a significant participation of Vodafone employees (over 1,300), which gave us a clear picture of the real feeling felt by these to the PD
In this regard we make sure this is useful for making public, again (attached) the results of that investigation, already delivered to employees through our Vodafone announced on 6 July 2009. This

'that we are happy that we have to unite the trade union front on this serious problem which can not be an individual unions, but must invest in its scope to all the trade union movement in this Vodafone. It
we are happy although we can not fail to mention it runs and moral obligation of Vodafone employees, especially those who have contacted us with courage and with confidence, that when the first complaint for what was happening, foreshadows the use of PD by the Company as a novel weapon to scale organic certified, the rebellious (although carriers of positive business results and service), we UILCOM we were the subject of expressions of skepticism and even derision by SLC and Fistel together, through their solid waste, the local and national, had ignored or downplayed the problem, leaving us alone with the workers to fight this battle.

In the early Friends and SLC Fistel, to early!

Armed with a newfound unity to ask Vodafone to open a serious discussion table on this issue that has largely gone beyond the borders inviolable for the union, and unilateral discretion of company management of job evaluation systems, having all of us now a clear awareness of the systematic and widespread use of this notorious instrumental PD by Vodafone, and since we are the "Union", we must stop this strategy, detrimental to all workers in Vodafone Italy.

Rome, July 5, 2010 THE NATIONAL SECRETARIAT UILCOM-UIL

Marijuana And Cataracts

Vodafone: Vodafone

La FISTel – Cisl ritiene Vodafone una grande Azienda che impiega migliaia di lavoratori, sia direttamente che indirettamente, che contribuisce al’innovazione del sistema Paese attraverso importanti investimenti, offre servizi innovativi e di qualità ai cittadini e incrementa il PIL.

Facciamo questa premessa perché non possiamo immaginare che Vodafone possa adottare il Performance Dialogue come strumento subdolo per costringere i lavoratori a lasciare l’Azienda o ricollocarli verso strutture meno professionalizzate.

Il Performance Dialogue, in una Azienda moderna, è un valido strumento di valutazione e verifica per aiutare i lavoratori a recuperare eventuali deficit di conoscenza attraverso targeted training projects in order to better respond to customer needs and streamline the company in a highly competitive market such as the TLC.

Any other use of PD is likely to drop Vodafone in a context of negative evaluations, which if used instrumentally, are likely to jeopardize the mission of the company in a market where public opinion is concerned about the ethics of business . Unfortunately

collect complaints from more jobs for workers who complain of straining on their professional destiny and urgent request to leave the Company by its local manager in relation to its assessment of PD. The

FISTel - CISL stigmatizes these episodes were not consistent with a company such as Vodafone and hopes that the incidents reported are the result of the personal orientation of local employment and reduction tool. It therefore invites the company to immediately intervene to stop an outbreak threat to its image and the inner serenity of workers in order to create a climate of cooperation in the interests of all. The

FISTel - CISL, believes that if Vodafone has problems remix work, it would be appropriate to call the union and evaluate how you can find joint solutions in the interests of transparency, including through any mutual voluntary redundancies only volunteers.

Rome, July 2, 2010. The national secretariat

Ativan Causing Gallstones

informed dialogue on performance: no more undue pressure on workers

SLC CGIL As in recent years we have deliberately refrained from expressing our negative judgments on the substance and method, the staff appraisal system called "Performance Dialogue", in use at Vodafone.

This not to give weight to an instrument that has no value in terms of the contract.

We can not avoid, however, to record and report what is happening in the company, particularly in recent months. We are continually receiving reports

by Vodafone and women workers, compared to received a negative assessment in the Performance Dialogue, are invited to leave the company through economic incentives and commitment to the relocation.

In case of refusal or even a hesitation, the immediate superiors threaten territorial transfers, transfers from the network or from the sales to call centers in other regions, etc. ..

Reports from around the country and that can not be traced in a personal initiative of some managers, but a new line adopted by the entire company.


The SLC CGIL considers this situation unacceptable and calls on Vodafone to immediately stop the road taken. Road that leads only to erode the already complicate relazioni industriali.

Come SLC CGIL non esiteremo un istante a difendere, in ogni sede e con ogni mezzo, i lavoratori che saranno interessati da questa nuova ingiustizia aziendale.

Invitiamo tutti lavoratori e le lavoratrici, che saranno fatti oggetto di un simile trattamento, di segnalarlo immediatamente alle RSU competenti o alle strutture territoriali della SLC CGIL.

Roma, 2 luglio 2010


La Segreteria Nazionale