Entrevista a dirigentes sindicales del Metro: “Nuestra calidad de vida y salud son más importante que las ganancias que se embolsa la empresa”

“La unidad nos hace más fuertes”

Conversamos acerca de la creación del Sindicato Unificado de Trabajadores de Operaciones y Servicios de Metro S.A. con los dirigentes Elías Gutiérrez (ex sindicato Nº 4, trabajador de Línea 5), Daniela Pérez (ex sindicato Nº 3, Línea 5) y Henry Sepúlveda (ex sindicato Nº4, Línea 1). El encuentro se llevó a cabo durante la misma tarde en que se efectuó la votación que sancionó la fusión de los dos sindicatos de conductores y conductoras,

¿Nos podrían contar un poco acerca de la realidad de las y los trabajadores del Metro de Santiago? ¿Cuánto es el universo total? ¿Cuántos están sindicalizados?

En Metro trabajan cerca de 10.600 personas, de los cuales 3.595 son contratados directamente por la empresa, y 3.039 están sindicalizados, divididos en 5 sindicatos. El Sindicato Nº1 se encuentra constituido por administrativos, mantención y servicios, el Nº2 está compuesto principalmente por profesionales y técnicos, supervisores de tráfico, reguladores, el Nº3 y Nº4 de conductores, y el Nº5 es un sindicato descolgado del Nº1 conformado básicamente por vigilantes. El sindicato madre fue el sindicato Nº1, fundado en 1990, de ahí en adelante se fue desmembrando debido a que algunos trabajadores no se sintieron representados y crearon otras organizaciones, salvo el Nº4 que nació el año 2006 luego de la incorporación a planta de conductores y conductoras que estaban subcontratados después de protagonizar un paro ilegal.

Durante la administración de Piñera se produjeron muchas prácticas antisindicales, se daban más beneficios a la gente nueva que no se sindicalizada, la cual era contratada “a metas”, potenciando así la no sindicalización.

¿Qué los llevó finalmente a concretar la fusión de ambos sindicatos de conductores y conductoras?

Esta no fue una idea nueva, sin embargo, por diversos motivos no había podido concretarse antes. Pero, ahora, debido a la crisis de credibilidad y seguridad del metro, que se ha manifestado en los incidentes ocurridos en la línea 4 y 5, además de los bombazos (en la Estación Los Dominicos y en el Subcentro de Escuela Militar), se generó el escenario propicio para llevar delante de manera bastante subterránea la fusión, “sin levantar mucho polvo”; la empresa tenía la cabeza metida en otros asuntos y no pudo frenar el proceso, ya que en este momento parecemos ser su “problema menor”. Además, como con todo cambio de gobierno, existía una inestabilidad grande en el Metro, muchos gerentes interinos no tenían idea de la pega (venían de empresas de servicios y telecomunicaciones) y cometieron reiterados errores de gestión (1). Recién el nuevo gerente general asumió a fines de septiembre.

Gracias a la conformación de un sólo sindicato de conductores podremos pelear por beneficios unificados, ya que existen muchas cuestiones básicas que han sido postergadas por años. Cuando tenía algún reclamo el sindicato Nº3, la empresa respondía que el Nº4 no tenía problemas con esa demanda, y viceversa: con ello no hacían otra cosa que desentenderse del problema y de paso sembraban la desconfianza entre los trabajadores y dirigentes de ambos sindicatos.

Las y los conductores tenemos 11 tipos distintos de contrato, 17 estructuras remuneracionales por el mismo trabajo realizado, quienes tienen el contrato flexible (de 45 horas semanales) reciben un sueldo base de $294.441. Además, para la gran mayoría alrededor del 60% de su salario es variable, ya  que corresponde a bonos y metas, que en caso de vacaciones, licencias médicas, pre y pos natal, se ven seriamente mermados. El 2003 la empresa congeló la indemnización por años de servicio, dejándola como tope en 11 años para la gente que trabajaba desde 1981, perdiendo así su antigüedad (2). Cuando el Metro en 1990 pasó de la Dirección General de Metro del Ministerio de Obras Públicas, a ser Sociedad Anónima, una gran cantidad de trabajadoras y trabajadores luego de jubilar se llevó la ingrata sorpresa de contar con varias lagunas de cotizaciones (3). Y así una serie de irregularidades e injusticias que por separado ambos sindicatos no han podido solucionar, pero que ahora unidos tenemos la convicción de que las podremos superar.

 

El colapso del Metro 

¿Cómo han vivido las y los trabajadores las situaciones de colapso del servicio, incluidas las evacuaciones, además del grave problema de seguridad que presenta este sistema de transporte?

La época de Piñera fue la más devastadora en términos de relación con las y los trabajadores; se externalizaron tareas importantísimas de mantenimiento y vigilancia, se anularon los planes de mantenimiento preventivo (antes un tren era revisado por lo menos durante 2 días, ahora con suerte durante un par de horas y cuando falla, es decir, de manera reactiva), ya no se compran repuestos para tener un stock de reserva, etc. Todo esto lo hemos señalado en varias ocasiones a la gerencia de Metro y al mismo Ministro, pero nadie asume la responsabilidad de brindar una solución efectiva.

En lo que respecta a lo ocurrido en la Línea 4, las y los conductores habían manifestado la existencia de ruidos extraños en el lugar del incidente, además de un singular “vaivén” del tren. Se informó a las autoridades y estos se hicieron los sordos. Por su parte, la evacuación de la Línea 5, se debió exclusivamente a un grave problema de mantenimiento; existió una falla en una pieza del sistema de energía central, y se activó automáticamente el sistema  auxiliar el cual funcionó durante tres días, sin embargo, por falta de limpieza y revisión la alarma que debió encenderse al fallar el sistema central no se activó y al agotarse la energía de emergencia que mantenía el funcionamiento del sistema todo colapsó y recién ahí la empresa se percató de la falla. Y todo por un error que no demoraba más de 7 minutos en solucionarse. En el incidente no se siguieron los protocolos de evacuación, simplemente porque se ha reducido constantemente la dotación de personal (los fines de semana hay un jefe de estación por cada 3 o 4 estaciones, lo cual es un contrasentido), los pocos trabajadores y trabajadoras que hay son en su mayoría de empresas externas y por lo tanto no están capacitados (4). En el momento de una evacuación, el tren lleva alrededor 1000 personas, que es la cifra promedio que circula por tren en los horarios punta, lo cual hace muy complejo realizar un procedimiento seguro, ya que estos no están diseñados para contener el flujo actual de pasajeros. A pesar del caos generado, por suerte no hubo personas lesionadas, aunque sí muchos pasajeros se desquitaron agrediendo a las y los trabajadores que nada tienen que ver con los problemas que arrastra la empresa.

Con lo ocurrido con las bombas  es evidente que existe un grave problema de seguridad. En gran parte, creemos que esto se debe a la externalización de la vigilancia (5). Metro además ha declarado que durante estas situaciones se ha aplicado el protocolo respectivo sin ningún problema, lo cual no ha sido así. Las evacuaciones se han hecho improvisadamente, no las han dirigido las personas que deberían hacerlo, etc. También nos hemos encontramos con que las escotillas de emergencia y las puertas se encuentran soldadas o tienen candados, con la excusa de evitar que ingresen grafiteros a pintar los carros.

La seguridad de las y los trabajadores no está garantizada por la empresa, no existen muchos procedimientos formales para diversas operaciones riesgosas, como la que le costó la vida a una compañera que sufrió un accidente fatal el año 2010. Incluso se produjo en una ocasión el secuestro de una conductora en la Línea 1. Y lo peor de todo, es que la empresa frente a estas situaciones se lava las manos, la culpa siempre es del trabajador o trabajadora.

¿Cuáles son las perspectivas que tienen ahora que se han unificado?

Actualmente estamos prestos a votar los estatutos y luego tendremos que elegir la directiva de nuestro nuevo sindicato ¿Las perspectivas? Mejorar las condiciones laborales, subsanar las divisiones anteriores, generar un reencuentro generacional entre las y los compañeros de trabajo (jóvenes y viejos) y crear una identidad como trabajadores y trabajadoras. Obviamente, tenemos que definir muchas cosas en conjunto, superando las diferencias artificiales impuestas por la empresa, para así poder crear líneas de acción comunes, para así remar todos para el mismo lado.

Las mujeres, son particularmente discriminadas. Son hostigadas cuando toman el pre o pos natal, son vistas como un “cacho” por los directivos de la empresa. Y por si esto fuera poco, con el cambio del perfil de cargo de nuestra labor en particular, ya no están ingresando mujeres; se privilegia la contratación de profesionales ligados a las carreras de Ingeniería Eléctrica o Mecánica, carreras bastante masculinizadas en donde es poco común encontrar a una mujer, como si con esto se pudiese garantizar una mejor conducción de los trenes. Antes bastaba con superar los exámenes psicológicos, de salud y aptitud, lo cual nos parece lo adecuado (6).

Otra cosa que consideramos importante es impulsar la formación de las bases, “culturizándolos”. La gente tiene la percepción de que el sindicato es solamente “lucas” y plata; queremos generar empatía, sensibilizarnos acerca del rol que como trabajadores y trabajadores tenemos en la sociedad, y que entendamos que el Transantiago (del cual el Metro es su columna vertebral) es un sistema mal diseñado que nos afecta a todas y todos, y que además es caro. Asimismo, nos interesa que la gente participe más activamente, que se de cuenta que el sindicato no es solamente la dirigencia, sino que son todas las bases. Queremos que se tome conciencia de que nuestra calidad de vida y salud, es más importante que las ganancias que se embolsa la empresa por cada usuario que traspasa un torniquete.

NOTAS:

Las y los compañeros del sindicato nos han hecho llegar las siguientes apreciaciones específicas de puntos que no habían sido profundizados, no estaban claros, o que podían llevar a confusiones, los cuales al momento de realizar la entrevista nos parecieron más bien secundarios, pero que con la actual coyuntura que vive la empresa nos parece oportuno corregir. Sin embargo, estos elementos no quitan sentido a la globalidad de lo planteado en la conversación.

(1) Los gerentes interinos son gente que lleva años en metro, quienes a nuestro juicio no “sabían nada de Metro” son los actuales subgerentes que existen en cada una de las líneas (1, 2, 4 y 5) y que vienen con la percepción de la empresa privada. El problema que hubo con el interinato de las gerencias (General y Recursos Humanos) es que las y los trabajadores tenemos la percepción de que como no se encontraban firmes en sus cargos, cuando las y los trabajadores hacíamos alguna demanda o planteamiento, se nos escuchaba, pero no se buscaba una solución al problema.

(2) No es que de ahí en adelante no se les pague los años de servicio a las y los trabajadores, si no que antes del 2003 se les pagaba 1,5 sueldo por año de servicio, desde esa fecha hasta ahora se paga 1 sueldo por año de servicio. No pierden antigüedad, si no que eso demuestra la falta de compromiso con las y los trabajadores, ya que antes de 1990 Metro era dependiente del MOP y los trabajadores tienen una merma previsional importante que el Metro no tiene la voluntad de ayudar a disminuir, prueba de ello es que aún hoy en día no existe una política de retiro, sobre todo pensando en personas que llevan más de 30 años en la empresa.

(3) Las lagunas previsionales si bien se han ido solucionando caso a caso, nos molesta la despreocupación existente con las y los trabajadores al no recopilar la correcta información, ya que han pasado 24 años desde que el Metro se separó del MOP.

(4) No es que las y los trabajadores externos no estén capacitados, si no que la capacitación con la que cuentan es mínima, y esto es terrible, ya que tienen que ver con la seguridad de las y los pasajeros.

(5) No se ha externalizado la vigilancia (son de Metro) lo que pasa, es que se ha disminuido la contratación de estos trabajadores y han sido “complementados” con una empresa de seguridad externa cuyos guardias en su mayoría no cuentan siquiera con el  curso de OS-10.

(6)  Antes no importaba la carrera que hubieras cursado,  eso no era excluyente, bastaba con superar los exámenes de salud, psicológicos y técnicos que aplicaba Metro. Además, la selección de personal también ha sido externalizada.

 

 

 

[Esta entrevista está incluída en la última edición impresa de Solidaridad, búscala en los lugares de distribución que salen en nuestra web]

por Nahuel Valenzuela

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