The Citizenship Services Federation Alicante, represented by the Workers’ Commissions (FSC-CC OO), has issued a formal statement to the General Government Administration concerning the employees of Penitentiary Institutions in the Alicante region. The message confirms that there will be no charge for updates and that complementary salary supplements are planned at rates of 1.5 percent for 2022 and 2.5 percent for 2023. The disclosure highlights ongoing discussions about how these supplements should be adjusted and distributed among the workforce in order to reflect changes in the sector and to sustain fair compensation for public workers.
In Alicante, the union operates across two penitentiary facilities, where a total of 174 workers are affected by the current arrangement. The province’s staffing list for the three centers specifies a distribution of 34 workers at the Alicante Culmplimiento prison, 105 staff members at the Fontcalent Psychiatric Prison Hospital, and 35 employees stationed at Villena prison. The emphasis is on ensuring that salary enhancements reach all these personnel in a timely and equitable manner, in line with the terms negotiated within the agreement.
The union explains that the planned 1.5 percent salary update for 2022 cannot be implemented immediately because a broader salary improvement agreement must first be formalized. This plan would channel an additional five million euros for 2020 toward the ongoing improvement and distribution processes. The objective is to secure a stable framework for how salary supplements are allocated to employees within the state administration, ensuring transparency and consistency across agencies.
On 29 November 2022, the General Directorate of Public Duties confirmed a remuneration agreement that involves CC OO and other representative union organizations in the General State Administration. The agreement is considered complementary to the existing work assignments and compensation for personnel in the public sector, with a focus on ensuring that wage supplements are properly tied to the work performed and the responsibilities assumed by staff in penal institutions and related departments.
According to CC OO, eight months have elapsed since the signing of the agreement, and it is claimed that Public Function and Treasury have not complied with the terms regarding salary supplements or the annual budget increments for 2022 and 2023. The union characterizes this delay as a violation of the commitments made in the signing parties’ accord and a setback for the workers who rely on these supplements as part of their overall pay package. The implication is that the state administration has not honored the financial commitments agreed upon, which diminishes trust among workers who depend on predictable compensation for the essential services they provide.
CC OO portrays the situation as an instance of unjust enrichment by the administration, arguing that when the employer is the State, breaches of agreement should not occur or be tolerated. The union asserts that violations would be unacceptable in the private sector and should not be tolerated in public employment either. The emphasis remains on accountability and the consistent application of agreed remuneration practices, with a particular focus on protecting the rights and earnings of those who perform critical duties in the penitentiary system.
The key demand forwarded by CC OO and allied organizations is a prompt and complete compliance with the signed economic agreements. The union calls for a clear pathway toward the remuneration of the workforce, including the immediate implementation of the 1.5 percent and 2.5 percent supplements and the corresponding budgetary provisions for 2022 and 2023. In addition, CC OO seeks full transparency in how these supplements are calculated, distributed, and audited, so that workers can verify that the funds are being allocated according to the established formulas and the responsibilities attached to each role within the institutions.
Beyond the immediate financial terms, the narrative from CC OO stresses the broader principle at stake: fairness in public employment and the reliable enforcement of negotiated agreements. The union underscores that sustained and predictable pay practices contribute to staff morale, retention, and the overall effectiveness of the penitentiary system. By advocating for timely updates and budgetary recognition of these supplements, CC OO aims to reinforce the confidence of workers in the state’s commitment to uphold its obligations and to deliver high standards of service within public administration and related institutions.
As discussions continue, the parties involved are expected to review the mechanisms for updating the salary supplements and to evaluate how adjustments can be integrated into the annual budgeting process. The objective remains to protect workers from any delay or erosion of their compensation and to ensure that the terms negotiated in the 2022-2023 framework are fully honored, aligning the compensation of penitentiary staff with the realities of their duties and responsibilities.
CC OO and its allied groups reiterate their readiness to engage in constructive dialogue with the competent authorities. The aim is to reach a practical settlement that guarantees the immediate payment of the agreed supplements and the establishment of a transparent, enforceable process for future updates. Workers in the Alicante penitentiary system deserve a reliable and fair compensation scheme that reflects the seriousness of their workload and the critical role they play in maintaining public safety and order.