The Protocol outlines a renewed Industrial Relations model based on an even more participatory and integrated dialogue, with the aim of strengthening trade union relations, enhancing involvement and putting people at the centre.
It was formally signed today by Acea and give it unions The Protocol ‘Personal and Participation Card of Acea’, following an intense trade union confrontation that started at the beginning of February. The trade union organizations Filctem-Cgil, Flaei-Cisl, Femca-Cisl, Uiltec-Uil, as well as Cisal Federenergia, Ugl energy chemists, Usb Lavoro Privato and the Association of Middle Managers and Managers signed the Protocol. The Protocol outlines a renewed model of Industrial Relations based on an even more participatory and integrated dialogue, with the aim of strengthen trade union relations, enhancing involvement and putting people at the centre.
“We believe that the agreement signed today together with the trade union organizations – comments theChief Executive Officer of Acea Fabrizio Palermo – represents an evolution in terms of industrial relations. Indeed, thanks to constructive discussions, we have defined a new communication model, based on greater participation and sharing in the life of the company, in compliance with the constraints of a listed company. This new approach will make it possible to respond promptly to the needs for quality, organizational well-being and development that come from our people and the local area. Furthermore, by favoring the internalization of some activities, the agreement will further enhance the professionalism present in the company and, through the strong impulse towards training, will further enrich the skills of the personnel who are the engine of innovation”.
The Entente has among its objectives that of develop and increase corporate professionalism, individual and collective well-being, investing in skills and competenciesand as levers for facing and overcoming the great challenges of the socio-economic context that the company will be called upon to face in the coming years, as well as creating ever greater value for the territory, thanks to the commitment of its people.
The ‘Person and Participation Charter’, in outlining common principles and values on which to guide the actions of the parties, immediately identifies the areas on which to develop subsequent agreements. These measures are aimed, among other things, at promoting the quality of work throughout the supply chain, increasing productivity, increasing people’s well-being also with benefits on the quality of the services provided. The agreement also provides for several important initiatives, such as the internalisation of some activities carried out under contract, the verification and enhancement of professionalism already present in the Company, the development of co-designed training courses, the enhancement of more senior staff of service, as well as modernization of work spaces, in line with the new conception of work existing today. The introduction of some measures to improve the provisions of the Law and the Contract on training and parenting is also established, with an increase in the three-year number of hours per capita intended for staff training and in the allowances provided for parental leave, as well as the number of days due for paternity leave and for the child’s illness.
The implementation phase of the commitments assumed in the protocol is now starting through the launch of the technical work tables, the Commissions and the other Bilateral Bodies preparatory to the finalization of the operational proposals that will emerge from the discussion and which will lead to the signing of agreements on individual matters. By June, the parties will sign the first two agreements on procurement and welfare/work-life balance measures.