The Santa Cruz City Council, via the Department of Social Action and the IMAS, overseen by Councillor Charín González, has conducted numerous meetings over the past few months with union representatives and the workers’ council of the Home Help Service (SAD) to jointly develop the new management model. This was presented to them by the Councillor on 20 August “which aims to enhance the experience for beneficiaries while emphasising the professional role of the assistants, who are there to provide assistance, but it must be clarified that they are not their domestic workers,” states González.
González reminds us that “multiple meetings have been held with the employees and their representatives since 2022, addressing various concerns they have raised” and mentions that, “in fact, this year we have conducted around ten meetings, both formal and informal, addressing inquiries, resolving issues brought to our attention, and others related to following up on the group’s concerns that have resulted in agreements that will be executed with the new SAD system.”
“In the new system – González reveals – a coordination framework will be established among workers, the company, and the municipal Corporation, which will address problems and specific issues related to beneficiaries” and adds that “concurrently, the new system will establish at least six proximity nodes, aimed at ensuring a shared space and attempting to minimise movements between districts as much as possible.”
Another concern relates to the reduction in salaries, both regarding the Interprofessional Minimum Wage (SMI) and adherence to the agreement effective since January 2023. For this reason, the Municipal Institute of Social Care (IMAS) “is negotiating with the company to implement the SMI increase before the conclusion of the contract, a matter that, according to the company, was expected to occur, but due to an existing complaint with the Labour Inspectorate, this possibility has been impeded, and they are now awaiting the necessary opinion from the judicial authority.”
In the segment regarding the 48 hours of rest requested by the staff, “due to our advocacy, they have initiated a working group and a work plan will be proposed to ensure they receive the desired continuous hours of rest,” Charín González adds that “there was an initial proposal which suggested redundancies, but now the plan is becoming considerably more positive, as an agreement has been reached between the union organisations and the company.”
On another note, regarding the specific needs of bedridden individuals, the assistants have stated there are insufficient resources to care for them, resulting in additional stress for the workers. “We have relayed the specific cases and have collaborated on new conditions to ensure that two assistants can assist in these situations and help mitigate their expenses.”
A crucial topic raised during the meetings is job security. In this regard, the Social Care area clarifies that “with the new system, not only is continuity assured for six years (4 + 2) while this governing team is in office, but there is also a plan to incorporate additional individuals and companies, and we are working to establish how to honour seniority,” the councillor explains.
Ultimately, it is essential to underline the advantages of the new Home Help Service, which are encapsulated in the potential for incrementally increasing the number of individuals benefiting from home assistance based on demand over time. This will effectively manage the current waiting list, whilst fostering a system committed to proximity and community development aimed at enhancing service quality and coordination among all social actors in each area of action through the creation of the Proximity Node system.
The cost of an hour of home assistance may be adjusted according to socio-economic conditions whenever deemed necessary, thus the system will not be reliant on a contract with a sole entity, as multiple entities may provide home assistance in the territory, which will foster competition in terms of service quality (never regarding the hourly service rate) and also allow users the option to switch entities.
Simultaneously, the hourly rate for services will be improved over time, depending on economic conditions, hence the working and employment terms for professionals may also see enhancements. In addition, the retention of the existing workforce is guaranteed by ensuring the subrogation of 100% of the staff, encouraging retraining, and enhancing working conditions for employees, which responds to the expressed needs of professionals.
Finally, the new system encourages the training, accreditation, and entry of new professionals into the sector, which will revitalise the workforce and energise the local labour market, facilitating economic investment from other administrations that, along with the municipal budget, will ensure the system remains sustainable in the face of upcoming demographic and social challenges.
