The change of pace: "Never materialized." The relationship with workers? "The current management's record is a complete failure." Three unions (CISL Fp, Fp Cgil, and FIALS) have launched a strike against Arnaz Brotzu's general management—targeting manager Maurizio Marcias —and, "taking note of the breakdown in negotiations, the failure to implement contractual provisions, and the widespread climate of mistrust," have declared a state of unrest "among all staff."

The three provincial secretaries, Alessandro Floris (Cisl), Carlo Marras (Cgil) and Paolo Cugliara (Fials) "believe that it is no longer possible to postpone formally reporting the serious deterioration in the relationship between the general management and the workers' representatives."

At the start of the current management's mandate, they explain, "we responsibly allowed the necessary time to understand a complex situation, address past issues, and build a stable, fair, and participatory model of relations. In recent months, we have ensured constant presence at the discussions, formulated substantive proposals, sent timely notes, and flagged operational criticalities, confident in the genuine desire to bring about a change of pace."

But, they accuse, "that change of pace never materialized."

The unionists recall that "the company-wide supplementary bargaining table has been paralyzed since May 2025. The failure to finalize the agreement on Professionalism-Based Economic Differentials (DEP) has caused the loss of the 2025 salary for eligible staff, resulting in direct economic damage."

The quality of industrial relations is measured by the agreements signed, the rights enforced, and the tangible improvement in working conditions and pay: this is the unions' belief. And "on these objective parameters, the current management's record is a complete failure. Added to this are the repeated attempts to curtail prerogatives and rights already enshrined in national laws and collective bargaining agreements, fueling a climate of conflict and frustration."

Meanwhile, the company, faced with "this inertia," is constantly pushing the media narrative "aimed at claiming successes, relaunching services, and new hires. However, narratives cannot replace the reality of the facts."

Structural interventions, such as the new San Michele Hospital and the four Businco operating rooms, "were projects financed, approved, and planned well before the current management took office. The same applies to competitive tender procedures, and the announced needs do not reflect the actual presence of staff in the departments. Actual needs are measured by shift coverage, recovered rest periods, and reduced workloads."

Meanwhile, "organizational discontent and demotivation among doctors, nurses, healthcare professionals, healthcare assistants, technicians, and administrators have reached unsustainable levels. There is a constant drain of staff to other healthcare facilities through redundancies or resignations: a hemorrhage that deprives Arnas of high-level skills, experience, and organizational memory."

Unionists argue that "the defense of workers coincides with the protection of public health." And "Brotzu cannot continue to support the complexity of health services solely on people's sense of duty and sacrifice."

Given the breakdown in negotiations, the failure to implement contractual provisions, and the widespread climate of mistrust, the unions "reserve the right to communicate the forms of mobilization and initiatives that will be implemented to bring about the necessary change of direction in the management of Arnas."

Marcias's response: "We're sorry, but here are our commitments."

The general manager responded to the attack with a document. Here it is.

___

In reference to the press release from the CISL Fp, CGIL Fp, and FIALS trade unions declaring a state of employee unrest, Management intends to provide timely feedback, in the belief that dialogue, even when bitter, remains the most useful tool for protecting workers and ensuring the proper functioning of the Company.

This Directorate regrets the assessments expressed, which are not fully reflected in the concrete efforts made in recent months. It should be noted that the discussion table remains active, as evidenced by the last meeting on July 28, 2026, during which the draft agreement regarding RAR Transplants was discussed.

Regarding the issue of professionalism-based pay differentials (DEP), the Management confirms its willingness to define the relevant agreement within a certain timeframe, and is aware of the economic consequences that the delay has entailed for the eligible personnel, which however are not attributable to this Management.

Regarding organizational issues related to shift coverage, rest breaks, and workloads, Management agrees with the need to measure results based on concrete, not just announced, indicators. Management is committed to providing an updated and verifiable overview of the current staffing status and ongoing competitive procedures during discussions. Specifically, it is noted that the competitive procedure, strongly promoted and encouraged by the Strategic Management of ARNAS Brotzu, was planned on September 2nd precisely because of the shortage of nursing resources.

Regarding the concerns regarding structural interventions, it should be noted that the work on the operating rooms at the Businco Oncology Hospital, although previously planned, began under the current Management and was completed within the timeframe set by the Ministry, thus enabling the funding allocated through the National Recovery and Resilience Plan (PNRR). Although these works were scheduled prior to the current Management's appointment, their completion within the timeframe indicated represents a result guaranteed by this Management and deserves to be properly presented.


In light of the above, it is specified that the next meeting is already scheduled for September 7, 2026, at which point the Management intends to address, as usual, in a comprehensive manner and with operational proposals, starting with the full resumption of company-wide collective bargaining.

Management reiterates its willingness to engage in dialogue and hopes that the declared state of unrest will not jeopardize the constructive nature of the discussions already planned, in the common interest of workers and patients.

© Riproduzione riservata