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Industrial relations Poste Italiane conducts constant discussions with Trade Union Organisations, providing an important contribution to the definition of shared solutions.

On 30 November 2017, the renewal of the Collective Labour Agreement was signed with all the Trade Union Organisations for non-management personnel of Poste Italiane with reference to the three-year period 2016-2018.

The renewal is structured into three macro areas: economic treatment, envisaging a comprehensive average monthly increase of 103 Euros pro-capita; the new institutions of corporate welfare, with the introduction of the healthcare fund and the increase of the corporate portion related to supplementary welfare: normative amendments to the protection system provided for workers.

So as to extend protections reserved to workers, also with a view to reconciling time at work and private life, the Contract in force includes the following novelties in favour of employees:
  • Flexible work, as an instrument of organisational flexibility which allows work to be done in different times and spaces by using technologies whilst observing the assigned objectives. In relation thereto, the Parties committed to meeting within six months to identify the organisational environments and professional profiles of reference;
  • Wider protection regarding keeping jobs in the case of especially serious sickness, following the extension of the mandatory list shown in the CCNL;
  • I ncrease in “preferential economic treatment” linked to safeguarding maternity and paternity;
  • Expansion of the percentage of part-time work and granting the right of precedence, in accepting applications for transformation into part-time work for employees in situations of hardship or serious sickness, according to a specific order of priority;
  • Possibility to grant flexible hours for parents of pupils in the first cycle of education having specific learning disorders (SLD), duly certified, engaged in the assistance of school activities at home. Extension of the unpaid leave provided for in cases of drug addicts and alcoholics also to workers diagnosed with pathological addiction to gambling.​
Profiles of sustainability are also found in the context of the industrial relations system defined with the renewal of the CCNL; in particular, in the event of significant organisational changes (reorganisation processes and/or corporate restructuring and/or transformation) an adequate informative procedure is foreseen with regard to the decisions and measures the Company intends to adopt should the implementation of organisational changes were to lead to consequences on the social level with repercussions on working conditions(e.g. collective mobility processes) of national importance or involving two or more regions, a specific discussion procedure is also provided for between the Company and national Trade Union Organisations stipulating the CCNL.
Apart from those described above, there have been several occasions for debate with Trade Union Organisations. The table below summarises the main agreements in the last two years.
Date and subject of the
initiative
Achieved results
27 January 2016 – PCL
Delivery Agencies
Agreement on the opportunity of transformation to open-ended basis, under part-time
conditions, for a maximum number of 125 fixed term contracts stipulated by application
of the reports signed with the Trade Union Organisations between 2013 and 2014.
Conversion into open-ended contracts which took place in March 2016 referred to
workers in service as at the date of signing the agreement for performing delivery
activities at the sites of assignment; such workers had been part-time office workers.
24 February 2016 – PCL
Reorganisation 2016 per
Poste Italiane S.p.A.
Report concluding the joint examination of reorganisation projects concerning 2016,
defined in consistency with the guidelines shared in the agreement of 25 September
2015. The agreement envisaged, starting from 2016, the implementation of new delivery
models for large provincial towns and unregulated suburban areas and regulated
suburban areas (identified previously in the 2015 agreement). This procedure will
favour optimal management of the related occupational repercussions. The agreement
identifies over 4 thousand excesses. In confirming the management of the institution
of operational flexibility, the Parties also provided for a rise in the monthly and annual
limits within which the execution of such flexibility shall be included for postmen/women
having weekly hours structured over 5 working days. Lastly, the Company was willing
to propose the transformation of the working relationship from part-time to full-time for
at least 150 workers, wherever applied, in order to carry out deliveries in the provinces
of Milan and Monza Brianza.
14 April 2016 – National
Voluntary Mobility for Poste
Italiane S.p.A.
An agreement governing the management procedures for voluntary applications for
transfer for workers interested in carrying out their jobs in regions other than those
of assignment. The agreement, effective for two years (2016 and 2017), confirms
socially relevant situations. Indeed, facilitated transfer, already provided for workers
suffering from “serious pathologies” expressly indicated under art. 41 of the CCNL or
who have cohabiting children or spouse/partner “more uxorio” suffering from the same
pathologies, is extended to employees administering life saving treatment or who have
children in the conditions qualified as “chronic and disabling” by the Ministry of Health.
14 April 2016 – PCL
Part-Time/Full-Time
Conversions for Poste
Italiane S.p.A.
An agreement which defined the times and criteria for workers to adhere to the proposal
for transforming the working relationship from part-time to full-time for at least 150
workers, wherever applied, in order to carry out delivery activities in the provinces of
Milan and Monza Brianza.
12 May 2016, 31 May
2016 and 23 June 2016 –
Uptime S.p.A.
Agreement to safeguard employment levels after the collective dismissal procedure
was opened which concerned all employees by Uptime S.p.A. – an investee of SDA
Express Courier S.p.A. – on 31 May 2016. Once dismissal takes place, recourse to
social safety nets is envisaged with contextual initiation, by means of an outplacement
company identified by Poste Italiane, of the search for occupational alternatives, with
full-time open ended employment contracts and consistently with gained professional
experience. In relation to workers for whom there is no possibility of reallocation in the
employment market over a period of 6 months, Post Italiane shall offer recruitment on a
part-time open ended basis within the municipality of Rome.
30 August 2016, 7
September 2016 and 7
November 2016 – Initiatives
following the earthquake
in Central Italy for Poste
Italiane S.p.A. and the
companies of the Group
Postel S.p.A., Poste Vita
S.p.A., Poste Assicura
S.p.A., Postetutela S.p.A.,
EGI S.p.A., BancoPosta
Fondi S.p.A. SGR and Poste
Mobile S.p.A.
Report concerning initiatives in favour of employees and populations affected by
the seismic events which, starting from August 2016, have affected Central Italy.
The understandings provide for the possibility to request an advance on severance
indemnity in order to deal with any commitments of an economic nature consequent
to the earthquake, also confirming the commitment to take account of the days Post
Offices were close inasmuch as pertinent to commercial objectives, to temporarily
suspend the start of reorganising delivery in municipalities affects by the earthquake and
to examine, with particular attention, the matter of individual transfers and temporary
applications at other sites. Moreover, it was agreed that the Poste Italiane Group would
participate in the initiative launched by Confindustria and CGIL-CISL-UIL regarding the
activation of the Solidarity Fund for the Populations of Central Italy, specifically with the
establishment of the “Ethical Hour”, employees were able to contribute by paying a
contributions equal to one hour of their remuneration or one day of their remuneration
in the case of management personnel, against which the Company shall donate an
equivalent amount.
5 September 2017 – PCL
International mail Project
CMP Milano Roserio for
Poste Italiane S.p.A.
Report concerning the logistic review project for international mail of the CMP Milano
Borromeo and Milano Roserio. The agreement defines both the timeframe for the
progressive movement of the activities and the management procedures for resources
involved in the organisational manoeuvre.
25 October 2017 – Joint
examination as per art.
47 Law 428/1990 for
Poste Italiane S.p.A. and
Postetutela
Report related to the process of merger by incorporation of Postetutela into Poste
Italiane.

In observance of the agreements with the Trade Union Organisations, the Proposal for an Agreement to reorganise Delivery activities was signed on 8 February 2018. Such organisational restructuring shall take place during 2018 and 2019. The Parties also defined the procedures for managing occupational excesses originating from the process of reorganisation, excluding recourse to the collective dismissal procedures as per articles 4 and 24 of Law no. 223/91.

The agreement represents one of the main elements enabling the achievement of efficiency provided under Strategic Plan “Deliver 2022”, guaranteeing the growth, competitiveness and continuity of the business.
In a market scenario continuously more exposed to the challenges of globalisation and competition, Corporate Social Responsibility represents an important element in the development policies of European enterprises, as well as the European model of companies based on knowhow, equal opportunities, quality of life, social inclusion and environmental protection. The importance of the foregoing assumes even more relevance for enterprises which, like Poste Italiane, are called to guarantee local communities, within a market imminently becoming fully deregulated, a service of general economic interest, thereby contributing to the development of the country system.

As early as 2007 Poste Italiane, convinced of the significance of matters concerning Corporate Social Responsibility, has signed an Understanding with the Trade Union Organisations which identifies sharing and circulating tools regarding CSR practices as well as implementing positive actions with reference to the following topical areas:
  • Information and involvement of the employees
    Recognising the strategic value of information for employees, the implementation of systematic actions of information and debates is envisaged by means of, for example, the use of innovative information management strategies that are reliable and transparent, such as the use of advanced technologies facilitating interactions with the recipients and supporting initiatives for meeting (e.g. seminars, conventions, etc.). The activity also envisages a growing involvement of employees in various organisational sectors in order to valorise the worth of social and professional relations within the complex and articulated reality that is Poste Italiane, by means of promoting exchanges in knowledge between employees in order to create greater awareness of each other’s roles.
  • Values and principles of conduct
    Implementation of specific activities so as to consolidate the sense of belonging, sharing a value component which combines ethics and development to promote conduct and ethical principles with the corporate culture.
  • Wellbeing of persons and quality of work
    Implementation of management policies for human resources aimed at developing the wellbeing of employees, with particular reference to the personal and professional growth of workers, aimed at improving the environment in which they work and the organisational climate that the Company deems necessary in order to promote increasingly higher levels of service quality.
  • Employment, policies for young generations and welfare policies
    Active role of promotion of policies to favour employment by means of a risk management system on the matter of occupational structures and in relation to market requirements, it aims at promoting reconciliation between greater flexibility in work and maximising safety at the workplace.
At national level, Poste Italiane sealed the formation of joint Company/Union committees regarding issues of relevance also with regard to sustainability, amongst which:
  • Committee for implementing principles of fair treatment and equal opportunities, with the objective of implementing and consolidating a culture attentive to diversity, also gender, by means of positive actions aimed at realising examples of good practice in relation to the Group and removing obstacles de facto impeding the realisation of equal opportunities”. In this context, the Committee shall cover aspect pertaining to integration and inclusion of persons with disabilities as well as those relate to other factors of discrimination.
  • Bilateral Body for Training and Professional Requalification, through which the Parties jointly promote activities on the matter of training and professional requalification, concerning both the provisions of the Consolidated Act on the matter of occupational health and safety and with reference to any processes of reorganisation and/or restructuring and/or corporate transformation, or the introduction of technological innovations.
  • Joint Organisation for Occupational Health and Safety, having the purpose of “implementing measures aimed at promoting the improvement of health and safety of the workers”.

The activity of the Bilateral Body for Training and Professional Requalification continued in 2017 which, by means of technical in-depth examination works, supported the preparation, presentation and activation of several projects, as well as the subscription of agreements which allowed the Company to access loans issued by Fondimpresa. The activity of the National Joint Organisation for occupational health and safety also continued, with regard to a uniform and correct application of orientations concerning safety and health of workers, with particular regard to issues concerning the new criteria of assessing risk of work-related stress.

The “Training, Health & Safety” workgroup of the Social Dialogue Committee for the European postal sector presided over by Poste Italiane, continued, during 2017, the implementation of the “Promoting Social Dialogue in the postal sector in an enlarged Europe” project., funded by the European Commission. This initiative aims to circulate awareness of the European social dialogue at postal companies and European Trade Union Organisations, as well as analyse the impact of digitalisation in the postal sector, with particular reference to training and requalification programmes. To this end, the first of three international seminars planned by the project took place in Prague from 21 to 22 September 2017, with the participation of Poste Italiane.
In this context, the function engaged with Work Disputes ensure constant support for the Human Resources Management structures, both at central and district level, having the objective of identifying solutions allowing the phenomenon to be resized and consequently reduce the total number of disputes.

In comprehensive terms and with reference to the Poste Italiane Group, a slight increase in disputes was recorded in 2017 compared to the same period in 2016 (increased from 1,085 to 1,195).

The increase of about 15.6% is focussed on the dispute regarding the “establishment of the working relationship” (e.g. Fixed Term Contracts - CTD; Temporary Work: agency supply contracts) which changed from 123 cases in 2016 to 133 cases in 2017 and regarding cases related to “fulfilling the working relationship” (e.g. superior tasks transfers/ mobility; conservative disciplinary sanctions; demotion; etc) which changed from 793 cases in 2016 to 926 cases in 2017. Whereas there was a fall in cases regarding “termination of the working relationship” (e.g. disciplinary dismissal; dismissal for exceeding the extension period) which changed from 169 in 2016 to 133 in 2017.

With specific reference to the Parent Company, Poste Italiane S.p.A., the disputes in which represent about 97% of the total, it is pointed out that regarding “establishment of the working relationship” disputes in 2017 totalled 90 (there were 73 in 2016) of which 80 CTD litigations and none for Temporary Work. Following the drainage initiatives brought about in previous years, such cases reduced considerably, settling on physiological values. The rate of lost cases regarding CTD was found to be about 10%; those on the issue of Temporary Work about 44%. Moving on instead to typologies concerning “termination of the working relationship”, there were 134 disputes (those for the same period of 2016 counted 165), of which 108 for disciplinary dismissal, having a rate of lost cases of about 18%. Lastly, on the matter of “fulfilling the working relationship”, we divulge that disputes brought about in 2017 were found to have grown, reaching 920 (compared to 764 in 2016), of which 521 for conservative disciplinary sanctions and 156 for transfers/mobility. The rate of lost cases in 2017 regarding conservative sanctions was 38% whereas for cases having secondment as subject matter were around 37%.

These last issues, moreover, are the same that are mainly connoting pre-disputes occurring in such years.

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