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 - has 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 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 - permits, leave, flexible working hours both in the morning and afternoon, 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, which developed innovative solutions, making our Group a leader on welfare issues.
An agreement was signed at the end of 2014, which confirmed the smart working project and provided for its full deployment as a way of working that, integrated with the agreements already envisaged by the corporate welfare, combines company's needs with personal and family's needs.
The smart working proposal adopted in our Bank, called Flexible Work, allows employees to 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: flexible working 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. 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 resources that have joined the project is considerable and constantly growing: a group of around 5,600 colleagues is involved, assigned to more than 300 structures distributed in 12 Group’s companies; more than 3,500 colleagues regularly use flexible working. The positive evidences emerging not only in terms of colleagues' satisfaction, but also of business productivity, allowed to move, with the agreement of Trade Unions, from the testing phase, which was concluded at the end of 2015, to the operational one, with the gradual extension to other company structures starting from 2016.
WORK LIFE BALANCE
With the second-level collective agreement, signed October 7 2015, a set of measures was adopted, among which the Time Bank, that is an annual pool of paid leave hours in favour of employees who, to deal with personal and / or family serious and ascertained situations, need more leave hours than those they are already entitled to. This pool is supplied by the Bank with an allocation of 50,000 hours, for 2016, that can be increased with voluntary donations from employees and, in equal measure, from the Bank. 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 the integration of the remuneration provided for parental leave)
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 the field of commercial policies and company climate, measures were defined to promote a balance between effective implementation of trade policies and fairness and respect for people, as well as to promote the reporting of situations inconsistent with the Code of Ethics and the Code of Conduct.
Following the ratification of the second-level Collective Agreement signed in 2015, as part of the ongoing rationalization of pension funds within the Group and consistently with the guidelines established by the supervisory authority, a defined contribution Pension Fund of Intesa Sanpaolo Group has been set up, which will aggregate the existing ones. 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 AND INVESTMENT PLANS 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 from personnel for the Group's growth and development as set out in the 2014-2017 Business Plan. These agreements established, first of all, the free allocation of shares of Intesa Sanpaolo to employees, as well as the possibility of accessing investment plans (so-called LEICOP Plans) that enable employees, depending on the task carried out/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.
As a cash adjustment of what already disbursed in this way, in 2015 the Social bonus has been defined, with the opportunity to benefit of such remuneration as a reimbursement of expenses for the education of children, for supplementary health insurance and / or complementary pensions also in favour of family members, notwithstanding the possibility, for those who cannot use the services provided in the social bonus, to have it, although of a smaller amount, in the paycheck.
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, promoting individuals, searching for correctness and transparency in relationships as a growth factor of the company community.
The signing of several agreements on training plans also enabled to reap the financing opportunities offered by the Fondo Banche e Assicurazioni (Banks and Insurance Fund). Also worthy of notice is the company activity aimed at activating and advancing funds to promote the technical skills of the Trade Unions executives operating within the Group through the participation in training courses on matters concerning labour law and pensions.