The Group's relations with Trade Unions are based on the principles of fairness and respect of roles, in compliance with regulations, in order to set up new agreements to increase growth, competitiveness and sustainable employment. The exchange of opinions and the search for shared solutions together with Trade Unions - aimed at safeguarding the personnel involved under the occupational, professional and economic-regulatory profile - have constantly guided our Group’s operational and corporate reorganisation processes.
The Group has been characterised since its inception by a complex welfare system that was developed also through discussion with Trade Unions; the agreements at Group level are integrated with those regulated by national collective bargaining, offering all employees a complex system of guarantees - supplementary pension funds and supplementary health care - flexible solutions aimed at work-life balance - through permits, leave, flexible working hours, part-time options, etc. - as well as subsidies and economic contributions, such as benefits for families with disabled children, out of the workplace accident policies, loans, mortgages, meal vouchers and scholarships.
With the Business Plan 2014-2017, the relation with Trade Unions has been further strengthened, through the establishment of the Welfare, Safety and Sustainable Development Committee, within which innovative solutions have been developed, making our Group a leader on welfare issues.
Since March 2015, following the agreement between the Company and Trade Unions on December 10 2014, the flexible work has been available for numerous colleagues, as a way of working that, integrated with the agreements already envisaged by the corporate welfare, combinescompany's needs with personal and family's needs.
Employees can carry out their work: - from home - from a company location other than the assigned one ("company hubs") - from our customer's premises.
People are the core of this project, which promotes a cultural change by strengthening the relationship of trust and mutual accountability between managers and employees, between the company and the employee. Colleagues participate to the flexible working project on a voluntary basis; within the structures involved the inclusion criterion is applied, so that all employees who possess some basic requirements are enabled to join. A particularly relevant and innovative aspect of this project is that colleagues can work from home up to 8 days a month, also fractionated, and without specific time limits from a company hub or from our customer's premises.
The number of company structures and employees that have joined the project is considerable and constantly growing: more than 7,000 colleagues in 13 Group’s companies regularly use "flexible work". The positive evidences emerging, not only in terms of colleagues' satisfaction but also of business productivity, led the Bank and Trade Unions, also within the Welfare, Safety and Sustainable Development Committee, to continue with the project, paying particular attention to network entities operating in Italy, offering them the opportunity to benefit of professional training through the "smart learning".
The Second Level Collective Agreement of the Intesa Sanpaolo Group contains a series of measures aimed at facilitating work-life balance, including the Banca del tempo (Time Bank), that is an annual pool of paid leave hours in favour of employees who need more leave hours than those they are already entitled to, in order to deal with personal and / or family serious and ascertained situations. This pool is supplied by the Bank, with an initial allocation, that can be increased with voluntary donations from employees and, in equal measure, from the Bank. In 2016 the initial allocation was of 50,000 hours and employees donated 8,078 time bank hours, with the same number of hours donated by the company: this made it possible to give employees with difficulties over 2,000 days of leave, giving them concrete support in managing difficult personal and family situations.
The Group has also agreed to give an allocation of hours available for colleagues as paid leave to carry out "voluntary" activities for specific projects / initiatives with social purposes aimed outside the Group, also promoted by external bodies, selected through Fondazione Intesa Sanpaolo – Onlus and / or Banca Prossima.
Other work-life balance tools have been introduced:
the possibility to use suspension days from work, without having to justify the reason, for a maximum of 15 working days, paid 35% of the salary;
a series of measures aimed at encouraging the involvement of fathers in family care (including supplementing remuneration in the case of parental leave taken by the employed father);
permits for specialist visits for staff suffering from serious diseases and for the assistance in school activities at home to children with specific learning disabilities.
In 2016 a defined contribution Pension Fund of Intesa Sanpaolo Group has been set up, incorporating nearly all equivalent funds and favouring the membership of employees registered with open funds or who are not registered with any welfare schemes, as well as new recruits. The operation involved over 60,000 people.
This solution will enable significant benefits to all the employees, including the reduction of operational and financial risks, the simplification of the structures, the expansion of investment opportunities, as well as the gradual increase to 3.5% of the contribution paid by the company in favour of new recruits and colleagues on duty.
EMPLOYEE SHARE OWNERSHIP PLAN, INVESTMENT PLANS, VARIABLE RESULTS BONUS AND SOCIAL BONUS
In 2014 the Bank shared innovative agreements with the Trade Unions with the aim of recognising the greater organizational and productive commitment requested by the 2014-2017 Business Plan. These agreements established, first of all, the free allocation of Intesa Sanpaolo shares to employees, as well as the possibility of accessing investment plans (so-called LECOIP - Leveraged Employee Co-Investment Plan) that enables employees, depending on the task carried out and the position held, to take part to the increase in value expected by the implementation of the 2014/2017 Business Plan, through an individual choice of co-investment in Intesa Sanpaolo shares. Overall, 79% of Group employees entitled joined the Plan.
In the following years, 2015 and 2016, the Group and Trade Unions flanked the LECOIP initiative with the Variable Results Bonus, which, in 2016, employees had the possibility to use as a Social Bonus, such as a reimbursement of expenses for the education of children or care services to elderly/dependent family members or as a contribution to their complementary Pension Fund. The Variable Results Bonus integrates in a single overall recognition the component of staff productivity as a whole with incentive systems designed to give value to excellent performance.
TRAINING AND AWARENESS ACTIVITIES
The company cooperates with the Trade Unions to define corporate training plans aimed not only at obtaining professional skills and complying with legal regulations, but also at enhancing the value of human resources. The training activities’ targets include providing guidance and promoting individuals, as a growth factor of the company community.
The signing of several agreements on training plans with the Trade Unions also enabled to seize the financing opportunities offered by the Fondo Banche e Assicurazioni (Banks and Insurance Fund).
PROTOCOL FOR THE GROUP'S SUSTAINABLE DEVELOPMENT
In 2017 Intesa Sanpaolo and the Trade Unions have continued to search tools and solutions for the wellbeing of the employees and a better work-life balance, which have to be combined, in a socially responsible approach, with business strategies' development and people empowerment.
The Protocol for the Group's sustainable development, signed in February 2017, is in fact a further tool to support the achievement of the Business Plan objectives and to improve the Group's welfare system, which is already among the most advanced and innovative not only at national but also international level. The Protocol identified innovative growth initiatives, but at the same time confirmed the importance of people and the attention to their needs, while ensuring full employability through professional updating and acquisition of the skills needed to catch new opportunities for business.
In this context, a wide range of work-life balance solutions have been defined – in addition to the "Flexible work" and the other existing solutions - which promote flexibility of working time, solidarity among colleagues through counseling and volunteering initiatives and sustainable mobility. Particular attention has also been paid to people with severe illnesses and to those close to retirement, offering the latter the opportunity to choose a reduced work engagement in the last years of their work activity, without penalties on retirement.
Intesa Sanpaolo and the Trade Unions have also taken the opportunity to experiment - for the first time in Italy - the so-called "lavoro misto" (mixed work). This is an innovative way ofcarrying out the work activity, with two parallel contracts in place for the same person (one part-time contract as a bank employee and one as a financial advisor), with a view to providing a service more geared to the diversified customer needs.