Agreement reached between Intesa Sanpaolo and the 65 workers of the group who thus obtain the contract of second level. The agreement was reached by the company and the trade unions this morning. The square was found in the early hours of today's morning by the trade unions FABI, FIRST Cisl, FISAC Cgil, Ugl credito, UILCA, Unisin and Sinfub, and by the company, after 24 hours of uninterrupted negotiations.
The national secretary of the FABI is satisfied Joseph Milazzo: "The Second Level Collective Agreement of the Intesa Group recognizes and strengthens important institutions in favor of employees, starting with welfare, with an eye to the issues of reconciling work and life times and the remuneration of productivity, through the definition of corporate, result and incentive system bonuses. This is an agreement that offers further safeguards to employees to complete the framework of national bargaining rules".
Intesa Sanpaolo, as Fabi points out, “is the first Italian banking group to have renewed the second-level contract for its 65 employees, after signing the national category contract".
Through six chords, which go to make up the new group bargaining, various matters were regulated for a value of around 200 million euro: the company bonus for 2014 and the variable performance bonus, the incentive system, classifications, commercial pressures, the welfare, with innovative tools for reconciling life and work, and the group's single supplementary pension fund was set up, with an increase in contributions for young people.
Frameworks: The classification system has been updated, making it consistent with the work organization of the new bank model inaugurated with last year's business plan. Therefore, the allowances and career advancements of the personnel were defined.
Group pension fund. The Group's single pension fund was set up, with an increase in social security contributions up to 3,50% for younger personnel, who until now enjoyed the lowest contributions.
Welfare and work-life balance. The welfare discipline is of great importance in the agreement. The hours of paid leave made available by the company have been doubled: from 50 thousand to 100 thousand, which can be used by workers for family needs. Employees were also given the possibility, again for personal needs, to take advantage of the suspension of working hours with a 35% financial coverage by the bank for the hours of non-work.
Awards. The workers were awarded a series of bonuses: the variable result bonus, linked to sales performance, the incentive system and, lastly, the balance of the company bonus for 2014, for a total of 130 million to be distributed to the 65 employees between October 2015 and March 2016, which is added to the shares given last year to group employees through a union agreement.
Commercial pressures. Finally, an agreement was signed to counter trade pressures.
