Tax and customs inspectors and ASAE inspectors are demanding a review of their pay scales to guarantee differentiation from general careers, which no longer exists with the recent salary increase for senior technicians.
This demand is included in a common set of demands for these careers, drawn up by a platform of four unions, which was delivered today to the Ministry of Finance and will also be delivered to the Ministry of Economy.
In the document, the platform states that the salary increase measures approved by the previous government “incomprehensibly left out the special inspection careers”, and is now demanding the necessary adjustment.
Among those pay rises already approved is that of the general career of senior technician, with the platform noting that the fact that the special inspection careers have not had the same rise means that there is no longer a differentiation between special and general civil service careers.
In addition to mitigating the difference, as of level 8 of the pay scale, the current values of the senior technician career have exceeded those of the tax and customs inspector career.
This situation leads the platform to propose a rise in the various levels, with the entry level for tax and customs inspectors rising from the current 1,491.25 euros to 1,807.04 euros.
The proposal they are making with regard to inspection careers, the document says, is “fair and moderate, with an entry value and a maximum ceiling equal to what has already been legislated by the government for the career of information systems and technologies specialist”.
The common platform, made up of the Trade Union Association of Tax and Customs Inspection Professionals (APIT), the Tax Workers’ Trade Union (STI), the Trade Union Association of ASAE Employees (ASF-ASAE) and the National Trade Union of ASAE Professionals (SNP-ASAE), also demands that “the same safeguard rules” be applied to inspection careers, under a special public administration regime, when it comes to maintaining points and qualitative mentions in performance evaluations for the purposes of changes in salary positioning.
This maintenance must also be extended to ensuring that “any subsequent change in the salary position of workers who are in an automatically created salary level cannot result in a lower position than that which would be due to them”.