As well as leading to better working and living conditions, increasing people’s wellbeing is a prerequisite for greater loyalty, which translates into increased productive value and self-efficacy at both individual and collective levels.
Poste Italiane provide staff with modern, flexible working tools and models that respond to specific personal needs and ensure work-life balance (e.g. agile working initiatives, improved maternity and paternity arrangements, the provision of benefits in the field of healthcare, etc.).
Poste Italiane provide staff with modern, flexible working tools and models that respond to specific personal needs and ensure work-life balance (e.g. agile working initiatives, improved maternity and paternity arrangements, the provision of benefits in the field of healthcare, etc.).
The “Maam” initiative launched by Poste Italiane in 2015 consists of a digital programme aimed at strengthening the skills relating to the procreative experience of motherhood, which may also be useful at the time of returning to work.
From 2018, the programme was also extended to fathers.
The initiative is part of a broader framework of cultural awareness actions regarding the importance of the presence of women in the workforce and support for active parenting, accompanied by the dissemination and communication of good business practices aimed at supporting women’s leadership.
Registration to MAAM is aimed at both women who take maternity leave and newly parents (mothers and fathers) of children aged from 0 to 3 years, as well as managers whose staff members are involved in the initiative. Voluntary registration is envisaged for the MAAM digital programme and the MAAM manager platform, which provides for direct communication between managers and staff on maternity leave, in order to facilitate an effective return to work.
The programme is also supported by a community of participants who share experiences, emotions and reflections on the process of returning to work and motherhood. MAAM is designed to help share a cultural model at all levels which is geared towards the inclusion of women in the workplace, and encouraging active parenting for both parents.
From 2018, the programme was also extended to fathers.
The initiative is part of a broader framework of cultural awareness actions regarding the importance of the presence of women in the workforce and support for active parenting, accompanied by the dissemination and communication of good business practices aimed at supporting women’s leadership.
Registration to MAAM is aimed at both women who take maternity leave and newly parents (mothers and fathers) of children aged from 0 to 3 years, as well as managers whose staff members are involved in the initiative. Voluntary registration is envisaged for the MAAM digital programme and the MAAM manager platform, which provides for direct communication between managers and staff on maternity leave, in order to facilitate an effective return to work.
The programme is also supported by a community of participants who share experiences, emotions and reflections on the process of returning to work and motherhood. MAAM is designed to help share a cultural model at all levels which is geared towards the inclusion of women in the workplace, and encouraging active parenting for both parents.
With a view to achieving work-life balance, the Group provides many initiatives for its employees and their families. The Company’s crèche service is available at the Rome and Bologna offices, and, via a reciprocal agreement, in Milan. Poste Italiane has provided for a contribution based on the type of working hours chosen and/or families’ income status, amounting on average to 50% of the monthly fee, thereby guaranteeing reduced rates to access the service. In addition to offering financial benefits, the Company crèche provides employees with a flexible and distinctive educational service.
Employees’ children who are disabled also benefit from 15-day residential holidays, with a dedicated assistant provided for each child. The cost is fully borne by the Company, and families accompanying children are offered packages at reduced rates. In response to the growing demand from employees for flexibility and work-life balance, a teleworking service is available.
This is aimed at people with objective care needs for themselves or their families (e.g. pre- and post-natal periods; resumption of service after a long illness, injury or leave; disabled people; employees who need to care for elderly parents or children). Employees taking advantage of teleworking may choose to work from home, whilst guaranteeing their presence at the Company one or more times per week.
In addition, employees and their families have access to special agreements and conditions regarding products and services. Welfare payments are also provided to support employees with special needs, arising from serious personal and/or family situations or from serious natural disasters.
In line with the Company’s objective of ensuring work-life balance and promoting aggregation and social inclusion, Poste Italiane is committed to create opportunities for practising sport, as a key tool for strengthening relationships. In this regard, Poste established its own national football team, as a starting point for promoting sports values among its employees.
Employees’ children who are disabled also benefit from 15-day residential holidays, with a dedicated assistant provided for each child. The cost is fully borne by the Company, and families accompanying children are offered packages at reduced rates. In response to the growing demand from employees for flexibility and work-life balance, a teleworking service is available.
This is aimed at people with objective care needs for themselves or their families (e.g. pre- and post-natal periods; resumption of service after a long illness, injury or leave; disabled people; employees who need to care for elderly parents or children). Employees taking advantage of teleworking may choose to work from home, whilst guaranteeing their presence at the Company one or more times per week.
In addition, employees and their families have access to special agreements and conditions regarding products and services. Welfare payments are also provided to support employees with special needs, arising from serious personal and/or family situations or from serious natural disasters.
In line with the Company’s objective of ensuring work-life balance and promoting aggregation and social inclusion, Poste Italiane is committed to create opportunities for practising sport, as a key tool for strengthening relationships. In this regard, Poste established its own national football team, as a starting point for promoting sports values among its employees.
Since 2018, Poste Italiane Group employees have been able to benefit from supplementary healthcare. In the “Basic” version, the cost is entirely borne by the Company, while the “Plus” version requires employees to bear additional costs. In both versions, by paying an extra contribution, employees may have the assistance extended to cover their families. Health services may be provided either by employees’ own physicians/healthcare facilities, or by a network of affiliated healthcare facilities. Regarding healthcare, the Company contributes to the financing of the Supplementary Healthcare Fund and other supplementary funds, so that services supplementary to the National Health Service may be recognised.
Regarding supplementary pension contributions, the Company contributes to the financing of Fondoposte for non-managerial staff, and to the PREVINDAI Supplementary Pension Fund for managers, so that pension benefits supplementary to the Compulsory Pension may be recognised. In addition, once again in 2018 the Group provided awareness-raising activities relating to prevention and appropriate lifestyle issues, combined with the provision of specialist services free of charge or at favourable rates at the Company’s headquarters, all of which are part of the Health Plan project.
Regarding supplementary pension contributions, the Company contributes to the financing of Fondoposte for non-managerial staff, and to the PREVINDAI Supplementary Pension Fund for managers, so that pension benefits supplementary to the Compulsory Pension may be recognised. In addition, once again in 2018 the Group provided awareness-raising activities relating to prevention and appropriate lifestyle issues, combined with the provision of specialist services free of charge or at favourable rates at the Company’s headquarters, all of which are part of the Health Plan project.
The health emergency accelerated the adoption of new methods of working, offering the challenge of introducing smart working as a genuine philosophy of work. The push to digitalise and offer develop initiatives remotely was intensive, including innovation in systems, the introduction of new tools and functions, including through the cloud, which is increasingly making possible processes which are simplified, digitalised and employee-centric.
Poste Italiane Group, to continue to limit the spread of the Covid-19 virus, has extended smart working/remote working for staff personnel through 31 March 2022 (end of the state of emergency), with scheduled on site work for a maximum of 8 days per month. From April, after the agreement was signed with the Trade Unions on 1 March and taking into account the evolution of the epidemic and the end of the state of emergency, it was no longer possible to use “emergency” smart working/remote working and each employee was free to express whether or not they wanted to continue to work that way according to a specific authorisation procedure.
Poste Italiane Group, to continue to limit the spread of the Covid-19 virus, has extended smart working/remote working for staff personnel through 31 March 2022 (end of the state of emergency), with scheduled on site work for a maximum of 8 days per month. From April, after the agreement was signed with the Trade Unions on 1 March and taking into account the evolution of the epidemic and the end of the state of emergency, it was no longer possible to use “emergency” smart working/remote working and each employee was free to express whether or not they wanted to continue to work that way according to a specific authorisation procedure.
NoidiPoste is the Poste Italiane app, developed to increase involvement and a sense of belonging for all Company employees, providing information about the services offered to them and facilitating usage of the same.
The App is available from both the Apple and Adroid stores and has been downloaded around 140 thousand times, reflecting its not solely informational nature, offering the possibility to watch TG Poste at home in direct streaming, but also the richness of its working applications. In fact, NoidiPoste makes it possible to manage vacation and sick time and travel, making it easier to consult pay stubs and access job postings available, in the area dedicated to the corporate welfare programme.
Additionally, the NoidiPoste app makes it easier to access the Poste Medical Centre, a centre of excellence for employees and pensioners, through which visits with specialists can be scheduled.
All of these features contributed to the App winning at the Touchpoint Awards/ Engagement 2021 in the mobile marketing category, as well as at the 2021 edition of Intranet Italia Champions, an event dedicated to the most innovative initiatives and functions introduced through corporate intranets.
Additionally, the NoidiPoste app is an important channel for listening, demonstrated by the “Your Opinion Counts” section, which offers a number of surveys, one of which determined that 90% of participants wanted to see the welfare portfolio directly on the app. Consequently, in 2021 a new function was developed for NoidiPoste, making it possible to see the welfare portfolio data in the app for those who participated in Poste Mondo Welfare 2021.
The App is available from both the Apple and Adroid stores and has been downloaded around 140 thousand times, reflecting its not solely informational nature, offering the possibility to watch TG Poste at home in direct streaming, but also the richness of its working applications. In fact, NoidiPoste makes it possible to manage vacation and sick time and travel, making it easier to consult pay stubs and access job postings available, in the area dedicated to the corporate welfare programme.
Additionally, the NoidiPoste app makes it easier to access the Poste Medical Centre, a centre of excellence for employees and pensioners, through which visits with specialists can be scheduled.
All of these features contributed to the App winning at the Touchpoint Awards/ Engagement 2021 in the mobile marketing category, as well as at the 2021 edition of Intranet Italia Champions, an event dedicated to the most innovative initiatives and functions introduced through corporate intranets.
Additionally, the NoidiPoste app is an important channel for listening, demonstrated by the “Your Opinion Counts” section, which offers a number of surveys, one of which determined that 90% of participants wanted to see the welfare portfolio directly on the app. Consequently, in 2021 a new function was developed for NoidiPoste, making it possible to see the welfare portfolio data in the app for those who participated in Poste Mondo Welfare 2021.
In order to involve the graduate and undergraduate children of employees, Poste Italiane provided various initiatives, including: Push to Open, a platform for interactively involving students in the choice of their educational/vocational path, with the active participation of parents; Talent Days, a meeting with young people regarding employment; and annual and summer scholarships for trips abroad, reserved for deserving children of employees, and supported entirely by the Company
As a natural partner of the Public Sector in the development of services for citizens, the Company also continues to participate in “Work experience champions”, a Ministry of Education, Universities and Research project involving large Italian and multinational companies. The Company has signed a special protocol regarding this matter with the Ministry of Education, Universities and Research, identifying seven work experience paths, grouped into five areas (retail customers and large enterprises marketing, logistics and delivery, management functions, financial education, and customer experience), which enable secondary school students to learn about the postal world and the key business processes.
As a natural partner of the Public Sector in the development of services for citizens, the Company also continues to participate in “Work experience champions”, a Ministry of Education, Universities and Research project involving large Italian and multinational companies. The Company has signed a special protocol regarding this matter with the Ministry of Education, Universities and Research, identifying seven work experience paths, grouped into five areas (retail customers and large enterprises marketing, logistics and delivery, management functions, financial education, and customer experience), which enable secondary school students to learn about the postal world and the key business processes.
In July 2018, Poste Italiane signed an agreement with the labour unions regarding the performance-related bonus, which, on a voluntary basis, allows employees to opt to transfer the entire amount of their bonus or a portion thereof to cover the cost of welfare goods and services with a social impact, in addition to those already provided for (supplementary pension). These may include, for example, education and training expenses, care expenses for the elderly and/or dependent family members, transport expenses, etc..
By virtue of the tax and social security benefits provided for by current legislation, transfer of such amounts will be tax-free for employees.
An IT platform will be used to implement the initiative, via which employees will be able to substitute their performance-related bonus with welfare goods and services.
In line with the corporate strategies relating to paying increasing attention to motivation and organisational atmosphere aspects, the aim of the welfare project is to enhance personal and family wellbeing, enable staff to access a wide range of customisable services, and strengthen safeguards that supplement public welfare (e.g. welfare, healthcare, education, children’s education, support for vulnerable people and assistance), and, in general, to enhance purchasing power thanks to the tax and social security opportunities provided for by law.
The value of the Company welfare platform lies in being able to manage the various generational needs of the workforce in an integrated way, monitoring their level of satisfaction and recruitment, creating forms of continuous, multi-channel and user-friendly interaction, and having a personalised welfare “portfolio” in line with differing lifestyles. The platform will be implemented by applying of all Poste Italiane Group’s expertise and technological assets.
By virtue of the tax and social security benefits provided for by current legislation, transfer of such amounts will be tax-free for employees.
An IT platform will be used to implement the initiative, via which employees will be able to substitute their performance-related bonus with welfare goods and services.
In line with the corporate strategies relating to paying increasing attention to motivation and organisational atmosphere aspects, the aim of the welfare project is to enhance personal and family wellbeing, enable staff to access a wide range of customisable services, and strengthen safeguards that supplement public welfare (e.g. welfare, healthcare, education, children’s education, support for vulnerable people and assistance), and, in general, to enhance purchasing power thanks to the tax and social security opportunities provided for by law.
The value of the Company welfare platform lies in being able to manage the various generational needs of the workforce in an integrated way, monitoring their level of satisfaction and recruitment, creating forms of continuous, multi-channel and user-friendly interaction, and having a personalised welfare “portfolio” in line with differing lifestyles. The platform will be implemented by applying of all Poste Italiane Group’s expertise and technological assets.
