We consider welfare to be a strongly innovative tool compared to traditional remuneration and incentive measures, destined to become an integral part of modern and efficient resource management.

 

The 2016 corporate agreement introduced an annual Social Bonus, to be used exclusively on welfare services. As an alternative to monetary benefits, this also gave workers the option to convert the variable awards linked to the achievement of the assigned targets into welfare entitlements. Moreover, the Company also recognizes employees who decide to convert their bonuses into welfare a further increase of 10% of the value.

 

The welfare system is available to employees in general, including part time and fixed term employees, and is also extended to Italian subsidiaries and associates, falling under the application of the supplementary labor agreement, and allows access to a wide range of goods and services:

- education,

- health,

- culture and leisure time,

- transport and mobility,

- mortgages and loans,

- supplementary pensions,

- fringe benefits.

 

The high degree of participation has established a welfare culture, which is a useful tool that effectively responds to the needs and demands of employees and their families.

 

Confirming the validity of our welfare model it has adopted, Fincantieri won the Welfare Awards 2018 for the best plan in application of the National Collective Bargaining Agreement for Steelworkers, and a special Welfare Awards 2018 award for welfare policies aimed at blue collar employees.

 

We are moving to the spread of corporate car pooling (namely two or more people sharing a private car for the commute to and from work). In 2019 it will be extended to all companies in the Group.

 

To respond to the increasing need for a work/life balance, in addition to envisaging greater working hour flexibility as regards the times for arriving and leaving the workplace, the Company has launched an initial trial of the smart working tool.

 

As regards health care, an Annual Supplementary Health Care Plan was set up in 2017 that has been extensively renewed and the services provided to employees have been strengthened. With this understanding, the Health Plan has been extended, again with regard to the contribution paid by the company, to include dependent family members as well as civil partners who are dependants for tax purposes.

Health services were provided both directly, through the facilities contracted by the operator and in the form of "reimbursement".

 

Fincantieri Marine Group provides benefits to all employees who work for at least 30 hours a week. Benefits include enrolment in the Group Health Medical Plan, which includes various services, medical coverage and a vision coverage plan that includes eye care. The costs are borne partly by the Company and partly by the worker. In addition, there are other benefits not included in the above plans, such as the onsite clinic, vacation and holiday pay, the policy on short/long term disability, life insurance for accidental death & dismemberment, the retirement plan and the employee assistance programme.

 

The VARD group provides its employees with medical assistance, internal catering services, food cards, training incentives and support for transport to and from home.

WHICH OBJECTIVES DO WE HAVE ON THIS TOPIC?

Company welfare: 2018-2022 Sustainability Plan objectives and targets

Commitments Objectives Description/ Target Benefits Timetable

Increase the wellbeing of personnel through innovative solutions rather than traditional ones

Launch the smart working tool to support maternity from before birth until the child reaches one year as well as resources with evident non-fitness to work certified by the competent doctor

Launch a smart working project for specific categories of employees in Italy

(pregnant women, illness, new mothers)

Increase work hour flexibility for employees with particular conditions to improve work-family life balance

2021

 

Company car pooling project

Implement a platform to manage company car-pooling.

Employees will be able to organise home-work commutes autonomously and immediately through a personalised portal or App downloaded to a mobile phone, benefiting from a system of promotions and incentives

 

2019 Fincantieri SpA,

2020 Italian subsidiaries

Reduce the costs and consumption of fuel for employees as well as emissions associated with home-work commutes

2019-2020

RELATED TOPICS

Human resources responsibility

Our people

Group Conduct agreement

Diversity and equal opportunity

Training and development

Health and safety

Security

Remuneration

Business Ethics