Il giovane ragazzo si presenta al colloquio per il posto di cameriere e dopo aver risposto alle prime domande è lui a farne una al titolare: “QUANTO È LO STIPENDIO?”
A questa domanda sembra che molti, sia gestori che dipendenti inorridiscano:
– “Prima fai vedere quello che sai fare e poi si parla di stipendio in base a quello che vali”
Andiamo a elencare i motivi per cui tout court siamo qui a dirvi senza sè e senza ma che chiedere quanto si verrà pagati non è solo un diritto, ma un dovere.
Esatto ragazzi, DOVETE CHIEDERE e DOVETE SAPERE quale sarà il vostro stipendio, così come è vostro dovere sapere quale è il vostro ruolo, mansioni e responsabilità.
Ma andiamo per ordine:
1) NON SIAMO AL MERCATO: Tanto per cominciare il lavoro è un prodotto il cui prezzo non dipende da fluttuazioni della borsa, dall’andamento delle piogge nei mesi estivi o dalla curva di domanda e offerta. Il prodotto LAVORO è regolamentato da una formula chiamata CCNL. Nella ristorazione esiste il CCNL del Turismo che stabilisce mansioni, responsabilità e relativi stipendi associati.
Tale contratti sono spesso, spessissimo scarni, inadatti, incompleti. Ma se non vi piacciono, o non vi avventurate in questo strambo mondo, oppure fate in modo che i nostri rappresentati politici li cambino, sennò, li rispettate. Tutti.
2) COMPRO QUELLO CHE MI SERVE: Stabilito che un commis o semplice “portapiatti” ha il suo inquadramento così come ce lo ha quel cameriere con maggiori responsabilità e mansioni stabiliti nei vari LIVELLI del CCNL, si presuppone che nel momento in cui un ristoratore mette un annuncio di lavoro è perchè ha una necessità.
Cosa ti serve caro ristoratore?
– un lavapiatti semplice tuttofare senza alcuna specializzazione?
– un barmanager?
– uno chef de rang?
– un commis o aiuto di cucina?
Bene. Per ognuno di questi esiste uno specifico contratto, che impegna ambo le parti a dare e avere. Per questi contratti esistono poi delle opzioni riguardo il tempo di assunzione, e la durata delle ore di lavoro.
3) PRIMA VEDERE CAMMELLO: Sappiamo benissimo che in questo settore ci sono molti improvvisati e spesso anche per il lavoro più umile e apparentemente semplice si ha difficoltà a trovare persone capaci di mettere due posate in fila dietro l’altra e lavare dei piatti senza rompere la lavastoviglie al secondo giorno. Per questo motivo, al titolare, vengono dati tutta una serie di strumenti atti a permettergli di valutare il dipendente prima di assumerlo, il cosiddetto PERIODO DI PROVA.
A questo punto allora ci chiediamo, se un ristoratore sta cercando di assumere una figura specifica per il proprio locale, la cui mansione e impegno determina a monte quello che sarà lo stipendio, quale è il motivo di tanto mistero e soprattutto in che modo questi dovrebbe/potrebbe stabilire un variabile compenso in base al risultato della prova?
Per il futuro dipendente non solo è un diritto sapere cosa c’è sul piatto della bilancia, ma attraverso di esso avere chiaro anche il tipo di impegno e qualifica correlata che viene richiesta.
Siccome però queste potrebbero apparire come semplici opinioni di un blogger, siamo andati a chiedere a chi è più esperto di noi e per lavoro prepara quei contratti che poi tutti noi, ristoratori e dipendenti, andiamo a firmare.
Ebbene si, è qui con noi un CONSULENTE DEL LAVORO!
Paolo D’Onofri, consulente del lavoro abilitato presso l’ordine di Bologna, ha risposto a 3 semplici domande:
1) Quali sono gli strumenti a disposizione del datore di lavoro per valutare un dipendente prima di assumerlo?
2) Come si stabilisce il compenso di un dipendente?
3) Secondo te è giusto che un futuro dipendente chieda quindi l’importo del proprio stipendio durante la fase di colloquio?
Secondo me, il dipendente deve sapere quale sarà’ il suo compenso per il suo lavoro. A secondo del ruolo c’è una busta paga, poi se non c’è un accordo ognuno per la sua strada e amici come prima.
È vero c’è un contratto. In giro ci sono tante persone che dicono di saper fare tutto, poi ti ritrovi con gente incapace e presuntuosi.
Vi siete dimenticati un’altra domanda la seconda che è la seguente “ma alla domenica devo lavorare ” e ve lo dice uno che fa questo lavoro da una vita in albergo e faccio colloqui ogni inizio di stagione quando ho iniziato io nn ho chiesto quanto guadagno xchè ero felice di aver trovato un lavoro dopo il primo anno si scuola alberghiera quindi di cosa vogliamo parlare
Non credo che, chi chieda di sapere quello che è un suo diritto, come quale sarà il suo stipendio, determini la quantità di felicità nell’aver trovato un lavoro. Solo noi in Italia ci facciamo scrupoli su questo fatto. Si chiama “contratto” apposta perché definisce uno scambio di prestazioni, un dare/avere, e per questo, deve essere discusso in tutte le sue parti. Diciamo che la chiarezza è un qualcosa, purtroppo, assai lontana.
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