Fetico Apple BAR01

⚠️ SICK LEAVE NEGOTIATIONS: CONDITIONS, PRESSURE AND EMPLOYEE RIGHTS ⚠️ 📣 Hello everyone, Following the latest discussions around sick leave, Action Plans and the S3 initiative, Fetico wants to make our position clear. 🔴 CONDITIONS AND PRESSURE The S3 upgrade is part of a global initiative for analysts. However, the Company has presented its implementation at our site as conditional on reaching an agreement on the proposed sick leave changes. At Fetico, we strongly reject this approach. Career development and employee rights are two separate matters. They should not be linked or used as pressure in negotiations. 📊 ACTION PLANS: WHERE ARE THE REAL IMPROVEMENTS? The Company has presented several initiatives, but two of the priorities repeatedly raised by employees remain without concrete solutions: 👉 Compensation & Benefits 👉 Project Brokering The Company previously presented these topics as separate from the sick leave negotiations. We therefore do not accept that improvements to Compensation & Benefits are now dependent on the outcome of the sick leave agreement. Project Brokering also needs more than a new role. Employees need real and transparent opportunities to access projects and develop their careers. 🟢 At Fetico, our priorities remain clear: ➡️ Improve Compensation & Benefits. ➡️ Ensure fair and transparent project opportunities. ➡️ Protect existing employee rights. ➡️ Keep negotiations transparent, independent and based on good faith. 🔥 Our message is simple: employee rights and career opportunities must not become bargaining tools. We will continue negotiating firmly and constructively, always defending better working conditions and a stronger future for our site. 💚 Stay tuned for further news. Your representatives, side by side with you: 👯 Paula Garcia - Daniel Monfort - Tatjana Sánchez - Raül Hernandez - Guillermo Arnal - Nina Delgado - Oriol Carbonell - Júlia Campmany

⚠️ SIXTH MEETING ON ABSENTEEISM ⚠️ The company presented several proposals aimed at reducing absenteeism at the sixth meeting on absenteeism on August 13: 🍴 Meal Allowance → Meal Vouchers The company proposes replacing the current Meal Allowance with Meal Vouchers, arguing that employees could receive a higher annual net amount and fosters people coming to work -that voucher isn’t received on days off-. At Fetico, we do not consider this an improvement. The current allowance provides greater flexibility, while Meal Vouchers come with restrictions on how and where they can be used. 🏠 WFH Allowance: €12 is not enough The company proposes increasing the WFH allowance from €9 to €12 gross per month. While this represents a 30% increase in percentage terms, the reality is an increase of only €3. Fetico had already requested a minimum of €15, and after more than two years, that figure itself is no longer ambitious enough. 🍽 More flexibility during breaks The company is open to extending the lunch break from the current 30 minutes up to 2 hours, provided that this is organized in advance -preferably 1 week before- and does not negatively affect operations. At Fetico, we welcome the constructive discussion and see this as a positive step towards greater flexibility. However, we will push to agree on a more realistic previous notice. 📊 Absenteeism monitoring The company has proposed creating a monitoring committee for absenteeism and continuing to share action plans with employee representatives. 🚨 SICK LEAVE COMPLEMENT: FETICO’S POSITION REMAINS CLEAR The company has modified its original proposal and now wants the reduction of the sick leave complement to start from the 4th day of sick leave instead of the 5th. The company proposes that the measure could be reversed if absenteeism falls below 8% by the end of 2026. For Fetico, this is still not enough. Our proposal is clear: ➡ The first 3 sick leaves per year should continue to be covered at 100%. ➡ Serious and/or chronic illnesses must be excluded from the measure. ➡ The targets must be realistic and proportional to the current absenteeism levels. ➡ We need to distinguish between short-term and long-term absences so that the data reflects the reality of absenteeism. 🔥 Our position: absenteeism must be reduced by improving the workplace—not by punishing people when they get sick. 💚 Stay tuned for further news. Your representatives, side by side with you: 👯 Paula Garcia - Daniel Monfort - Tatjana Sánchez - Raül Hernandez - Guillermo Arnal - Nina Delgado - Oriol Carbonell - Júlia Campmany

Hello, team: 👋 ⚠️We would like to inform you that our next Open Floor session, tomorrow August 19th, will take place from 10:00 to 11:00 at the break area of the 4th floor instead of the 2nd floor. 🟢 Your Fetico team, standing shoulder to shoulder with you. 🟢 Your representatives,  👯 Paula Garcia - Daniel Monfort - Tatjana Sánchez - Raül Hernandez - Guillermo Arnal - Nina Delgado - Oriol Carbonell

Hello, team 👋 ⚠️We would like to inform you that due to the fifth absentism meeting we won’t be available today and we have to cancel the current Open hours scheduled for today from 13:30 to 15:30. Your representatives, 👯 Paula Garcia - Daniel Monfort - Tatjana Sánchez - Raül Hernandez - Guillermo Arnal - Nina Delgado - Oriol Carbonell

🟢 OUR STAND ON THE ONGOING NEGOTIATION 🟢 In Fetico, we reject any approach that addresses absenteeism by penalizing employees who are genuinely ill. This issue requires tackling its underlying causes through better working conditions, improved well-being, and measures that strengthen employee engagement and organizational performance, rather than reducing income during periods of temporary incapacity. Our objective is to negotiate a fair and balanced agreement that protects employees' rights while responding to the Company's operational needs. Fetico is committed to a constructive negotiation focused on prevention, shared responsibility, and sustainable solutions that benefit both employees and the Company. 🔥 In the document below you'll find our proposals. We will keep you updated after the meeting we'll have tomorrow! 💚 Your representatives, side by side with you.  👯 Paula Garcia - Daniel Monfort - Tatjana Sánchez - Raül Hernandez - Guillermo Arnal - Nina Delgado - Oriol Carbonell - Júlia Campmany

🟢 UPDATE | ESPP AND PAYROLL ISSUE 🟢 ✅ The issue has already been identified by the Stocks team and, as communicated to Fetico, it is a manual error, not related to Payroll. 💰 The Company has confirmed that they will proceed to correct the error during this week, enabling the purchase of the shares at the price they should have been initially purchased, ensuring that affected individuals are not impacted by the change in the share price. 📩 In addition, affected persons will receive an individual communication explaining what happened and the measures that will be taken to solve the issue. They will get that message regardless if they reported the issue or not. The Company knows who was affected by this situation. 🙏 During the meeting, Fetico asked the Company to send an apology to the people affected by this incident, as well as take the necessary measures to ensure that no person is harmed as a result of what happened. 🟢 Your Fetico team, standing shoulder to shoulder with you. 🟢 Your representatives, 👯 Paula Garcia - Daniel Monfort - Tatjana Sánchez - Raül Hernandez - Guillermo Arnal - Nina Delgado - Oriol Carbonell - Júlia Campmany ❣️Like this post and share with your colleagues. 🤙 Follow us on WhatsApp too.

📈 ESPP | PURCHASE OF SHARES 📈 Hello again! 👋 ⚠️ Regarding the purchase of ESPP shares, we have detected an apparent discrepancy between the amount retained during the contribution period and the value of the shares that are eventually purchased. We have escalated this situation to the company so they can study what's going on. 🔍 ⏳ At the moment we cannot confirm whether this is an incident or if there is any explanation related to the operation of the plan. Therefore, we believe it is wise to wait for the company’s answer before drawing any conclusions. 💬 As soon as we receive information, we will share it with you through our channels. 🟢 Your Fetico team, standing shoulder to shoulder with you. 🟢 Your representatives, 👯 Paula Garcia - Daniel Monfort - Tatjana Sánchez - Raül Hernandez - Guillermo Arnal - Nina Delgado - Oriol Carbonell - Júlia Campmany ❣️Like this post and share with your colleagues. 🤙 Follow us on WhatsApp too.

Hey team! 👋 🗓 We would like to share with you our calendar of August 2026. ❕On August 20th, our Open Hour session will take place at Ciutat Vella instead of Montjuïc. For the rest of sessions the room remains the same, Montjuïc. 🟢 Your Fetico team, standing shoulder to shoulder with you. 🟢 Your representatives, 👯 Paula Garcia - Daniel Monfort - Tatjana Sánchez - Raül Hernandez - Guillermo Arnal - Nina Delgado - Oriol Carbonell - Júlia Campmany ❣️Like this post and share with your colleagues. 🤙 Follow us on WhatsApp too.

⚠️THIRD MEETING: ABSENTEEISM IS NOT THE ILLNESS IT’S THE SYMPTOM ⚠️ The company maintains its intention to remove the benefit that guarantees 100% salary during the first five days of sick leave. At Fetico, our position is clear: tackling absenteeism by reducing the pay of employees who fall ill does not solve the problem—it simply penalizes people who are already going through a difficult situation. Absenteeism is not the cause, but a symptom of a reality that need to be examined: workload, work-life balance, mental health, workplace organization, and working conditions. If we want to reduce absenteeism, we need to address these root causes. If we’re going to talk about absenteeism, let’s also talk about employee well-being. Our priority is to ensure that employees feel better. That’s why we continue to advocate for measures that genuinely improve attendance and engagement, including: 👉 Updating the WFH allowance to the current reality. 👉 Better compensation for the employees’ actual work (additional languages, etc.). 👉 Salary increases that match the cost of living in Barcelona. 👉 More flexible WFH and remote work: additional weeks, requesting individual days, working from abroad, and remote work based on medical recommendation. 👉 Increasing the gym reimbursement. 👉 Increasing the meal allowance. 👉 Eliminating the absorption of salary improvements against existing pay components. 🟢Our position: We will NOT accept the indiscriminate removal of this complement. Any measure that reduces employees’ rights must be limited in scope, properly justified, and based on real data—not assumptions or perceptions. Our proposal is clear: ➡️ The first sick leaves should always be paid at 100%. People get sick, and the discussion should focus on preventing potential abuse—never on penalizing the entire workforce. ➡️ We do not accept easy solutions to complex problems. If we want to reduce absenteeism and protect our site, we should start by improving working conditions. 🔥Absenteeism is not tackled by punishing people who become ill. It is reduced by creating a better place to work. 💚 Stay tuned for further news. 🤙 Follow us on WhatsApp too. Your representatives, side by side with you: 👯 Paula Garcia - Daniel Monfort - Tatjana Sánchez - Raül Hernandez - Guillermo Arnal - Nina Delgado - Oriol Carbonell - Júlia Campmany

⚠️ SECOND MEETING ON ABSENTEEISM: MORE QUESTIONS THAN ANSWERS ⚠️ Today, we held the second meeting in the process initiated by the Company to amend the current sick leave pay supplement. As we previously informed, on July 15th the Company announced its intention to remove the financial supplement paid during the first five days of sick leave. This measure would result in a significant loss of income for employees precisely when they are unable to work due to illness. The Company tried to justify this decision based on two main arguments: 👉 Absenteeism data, distinguishing between short-term and long-term sickness absence. 👉 Various external studies claiming that removing certain "incentives" leads to lower levels of absenteeism. 🟢 What is Fetico's position? After reviewing the limited information provided, we believe that the Company's own data contradict the measure it is seeking to impose. ➡️ The numbers show that the greatest impact on absenteeism comes from long-term sickness absence, not short-term absences. However, the proposal to withdraw the sick leave supplement during the first five days targets short-term absences, without providing any objective explanation as to why this measure would address the very problem the Company itself has identified. ➡️ Furthermore, reducing such a complex issue to an alleged "financial incentive" is an oversimplification. Absenteeism is a multifactorial issue influenced by organisational practices, health and safety measures, occupational health, work-life balance, flexibility, leadership, workload, and workplace culture. At Fetico, we have consistently maintained that this issue should be addressed through prevention rather than by penalising employees. 🔥 Our approach has always focused on promoting measures that improve attendance without reducing employees' rights. These include expanding flexible working arrangements, encouraging home working where possible, promoting initiatives that enhance employee wellbeing and engagement, and carrying out a thorough analysis of the underlying causes of absenteeism. To date, all of these proposals have been consistently disregarded. We also proposed the creation of a dedicated joint committee to study absenteeism and work together on shared solutions, but this initiative did not receive the Company's support. Tackling absenteeism deserves something we have yet to see: a serious discussion, robust data, and effective solutions—not decisions that place the burden on employees when they fall ill. We remain open to dialogue, but only on the basis of sound evidence, proportionality, and the defence of employees' interests. 💚 Stay tuned for further news. 🤙 Follow us on WhatsApp too. Your representatives, side by side with you: 👯 Paula Garcia - Daniel Monfort - Tatjana Sánchez - Raül Hernandez - Guillermo Arnal - Nina Delgado - Oriol Carbonell - Júlia Campmany

🚌 Update on the Edenred card ✅ The Benefits team has confirmed that the issue has already been solved and that the payments on our Edenred card should already be visible and available. 👀 If someone still doesn’t see the payment, we recommend you to open a ticket on People Support so they can review your case individually. 🙏 Thank you all for letting us know and for your patience. 💚 Your representatives, side by side with you: 👯 Paula Garcia - Daniel Monfort - Tatjana Sánchez - Raül Hernandez - Guillermo Arnal - Nina Delgado - Oriol Carbonell - Júlia Campmany 🤙 Follow us on WhatsApp too.

🚍 Update on the transport card 📢 We have detected that this month the payment of the transport card has not yet been made and we know that it is affecting both AIML and Retail colleagues. 🤝 Fetico has already escalated the incident to the company. In addition, we have raised a ticket with People Support, which has confirmed that the case has already been escalated to the Benefits team. ⏳ At the moment we are waiting for an official response. As soon as we have any news or a forecast of when the payment will be made, we will inform you through this same channel. 💚 Thank you for letting us know and for your patience. We remain pending the matter and we will inform you.

🟢 New feature in the Corporate Pension Plan 🟢 Our peers at Retail proposed to the Company to make possible to check and modify the beneficiaries of the Corporate Pension Plan directly on Santander website, without having to make other arrangements. ✅ We are pleased to inform you that the Company has launched this feature and it is available from yesterday, both for Retail and Corporate. 📲 If you access Santander website, you can now manage your beneficiaries quickly and easily. 📸 We attach you an image so that you can easily locate where to find this feature. 💚 Small improvements like this are born from taking your proposals and sharing them with the Company. We will continue to work to ensure that, whenever possible, they become new improvements for the entire workforce. 💚 Your representatives, side by side with you: 👯 Paula Garcia - Daniel Monfort - Tatjana Sánchez - Raül Hernandez - Guillermo Arnal - Nina Delgado - Oriol Carbonell - Júlia Campmany 🤙 Follow us on WhatsApp too.

👋 Hello, team! 🟢 In Fetico we’re proud and we want to keep celebrating diversity with you! 🌈 Come and see what we have prepared for Fetico's Pride right now at Montjuïc! We'll be here until 15:30. 💚 Your representatives, side by side with you: 👯 Paula Garcia - Daniel Monfort - Tatjana Sánchez - Raül Hernandez - Guillermo Arnal - Nina Delgado - Oriol Carbonell - Júlia Campmany 🤙 Follow us on WhatsApp too.

⚠️ APPLE WANTS TO CUT RIGHTS WITH THE EXCUSE OF ABSENTEEISM ⚠️ 😡 Apple has announced its intention to withdraw the compensation at AIML that guarantees 100% of the salary during a sick leave. If this measure goes through, the first FIVE days of a sick leave will no longer be paid. The company justifies this decision due to increasing absenteeism and has initiated a process to discuss and negotiate measures before opening the official procedure for substantial modification of working conditions 🟢 What is Fetico’s position? 🛑 We believe that the problem of absenteeism exists, but also that reducing rights can never be the solution. We consider that this decision focuses and criminalizes sick people and does not properly address a multifactorial problem: lack of engagement, motivation and development, saturation of public health system, etc. Our work has always focused on strengthening and expanding your rights, not backtracking. 💶 What we seek to move forward: - Increase in gym reimbursement - Increase in meal allowance - Increase in WFH compensation - Language bonus: if you work on more locales, they should be paid for. - Salary increase, in line with current living costs in Barcelona - Eliminate absorption of concepts (base salary increase, seniority) 🖥️ WFH improvements: - More remote weeks - Request single days instead of weeks - Flexible Monday-Friday hybrid (changing M-F for another day) - WFH outside of Spain - WFH under doctor's prescription 👊 In this bargaining, Fetico is the minority group, but that will not change our way of working. They will find us defending every conquered right and proposing real alternatives to the problems of the Company, because cutting rights can never be the solution. Fighting absenteeism requires acting on its causes, not penalizing those who sicken. 🎯 There are times when negotiating means moving forward and others when it means preventing us from being pushed back. This is one of them. Stay tuned for further news. Your representatives, side by side with you: 👯 Paula Garcia - Daniel Monfort - Tatjana Sánchez - Raül Hernandez - Guillermo Arnal - Nina Delgado - Oriol Carbonell - Júlia Campmany

At Fetico we’re proud and we want to keep celebrating diversity with you. 🌈✨ Barcelona is wearing its most beautiful colors during all this month and so do we. 🏳️‍🌈 That’s why we invite you to celebrate Pride with us on Thursday July 16 from 13.30 to 15.30 at Montjuïc. 🎉🎈 Come and find out the surprises we have prepared for you! 🎁🎊

5️⃣ 2025 REMUNERATION AUDIT + ADDITION OF RSU The Remuneration Audit is a document the Company must share with the Employees' Representation. It includes compensation information by work level and gender. We requested the document for 2025, as well as for it to include information on RSUs as a non-wage benefit. According to the Company, those vested shares are not part of the Audit because the benefit comes from Apple Inc. instead of Apple Marketing Iberia (Spanish employer). Also, they are given upon discretional criteria. Fetico believes all compensation items, whichever they are, should be reflected in the Audit. They impact the economic status of the employees and provide information on gender salary gap. The Company's arguments do not reflect our fiscal reality in Spain and that they do not match how rewards are actually granted during APR periods. 6️⃣ INFORMATION ON SAA ROLE AND POSITIONS CCOO requested the Company additional details on the criteria to cover SAA positions and distribute them per locales. The Company will analyse this request in depth and will provide an update in the next meeting. 7️⃣ DETECTION OF BIASES CCOO suggested the Company to give the staff of AIML Data Ops additional training and measures on detection of biases, as well as channels to share and receive feedback of the employees' reports. The Company appreciated the proposal and will escalate it to relevant teams to further investigate it. Fetico will monitor this topic closely and be open to collaborate with our peers. 8️⃣ FOLLOW-UP ON INFORMATION ABOUT ALGORITHMS CCOO takes up this topic raised at the November 2023 meeting on requesting more information about how algorithms and AI impact making decisions on working conditions, hiring or profile creation. The Company answers there is no intervention of AI in taking decisions on those topics. Humans are always in charge of determining them. 9️⃣ FOLLOW-UP ON BIKE/SCOOTER RENTAL IN EDENRED CARD The Works Council reinforced the importance of including bike and scooter rental in our Edenred card to abide with future rules. The Company replied that they will push relevant teams to advance on this request. Fetico expects that this measure will be taken into account as part of the Mobility Plan, as well as this issue not to become a blocker to investigate alternative solutions to implement this request. If you have any question or comment about the meeting, feel free to reach us on Slack or at our Open Floor/Hour sessions! Your representatives, 👯 Paula Garcia - Daniel Monfort - Tatjana Sánchez - Raül Hernandez - Guillermo Arnal - Nina Delgado - Oriol Carbonell - Júlia Campmany ❣️Like this post and share with your colleagues. 🤙 Follow us on WhatsApp too.

👋 Hey team! On June 17, the Works Council held its 18th meeting with the Company. These are the topics we covered: 1️⃣ RESULTS OF APPLE EMPLOYEE SURVEY The Works Council requested the results of the Apple Employee Survey. The Company announced they would be shared with us shortly before the Barcelona-specific Town Hall that took place on June 22. Fetico is commited to participating in all processes to improve employees' satisfaction in our department. 2️⃣ SENIORITY ABSORPTION In Fetico, we believe that the seniority complement should not be absorbed and that's crucial to fight for a fair pay. We want the Company to be aware of the importance that this topic has for us, which is why we keep raising it at every meeting. 3️⃣ IMPLEMENTATION OF EU PAY TRANSPARENCY DIRECTIVE There is a EU directive that will help to identify gender-based salary gaps. However, it won't be applied until the Spanish Government passes a Spain-specific law. We asked how the Company plans to implement it, as it also is one of the measures of the Equality Plan. The Company replied that there's a team working on it to be ready when the law is passed and the directive is implemented in Spain. 4️⃣ USE OF REMOTE WEEKS OUTSIDE OF SPAIN Fetico requested the Company to reassess the conditions on remote weeks to allow working from countries outside of Spain. Many projects no longer require private user data, which was the reason to reject this topic in previous occasions. The Company replies those conditions remain the same and that there is no current plan to change it. In Fetico we believe the Company should explore options to match the conditions of most of the world's Apple employees. We will insist on further occasions.

Hey team! 🎉 🗓 We would like to share with you our calendar of July 2026. 🏳️‍🌈 Stop by our Pride Party on July 16 at Montjuïc! 🟢 Your Fetico team, standing shoulder to shoulder with you. 🟢 Your representatives, 👯 Paula Garcia - Daniel Monfort - Tatjana Sánchez - Raül Hernandez - Guillermo Arnal - Nina Delgado - Oriol Carbonell - Júlia Campmany ❣️Like this post and share with your colleagues. 🤙 Follow us on WhatsApp too.