Vodafone Italya announced that it has reached an agreement with the National Trade Union Organizations of the Telecommunications sector and the Rsu for the shared management of company efficiencies. The agreement, reached after a positive discussion and in the mediation phase of the Ministry of Labor and Social Policies, provides for the adoption of sustainable tools for employees and for the company. Basically, soft exits to face the crisis gripping the TLC sector, squeezed between high investments and continuously falling prices.
The objective of this agreement – specifies a note from Vodafone Italia – is to implement a plan for profound transformation and modernization of the company operating model in order to strengthen the relationship with customers and to continue to invest and compete in a sustainable manner. Vodafone and the whole industry of telecommunications have faced a constant contraction of revenues and margins over the years, caused by unprecedented intense market competition worldwide, as well as the economic impact of inflation and the energy crisis.
Vodafone, agreement with the unions: what are the solutions found?
The agreement reached is based on the common will to identify shared tools to reduce the social impact and simplify and adapt the organization to the new context. Between main solutions identified are:
1. Professional retraining paths: professional retraining courses will be envisaged for the coverage of roles necessary for the transformation process and for the internalisation of activities currently outsourced. This will make it possible to enhance the professionalism present within the company and will involve 300 employees within the next two years.
2. Voluntary mobility: incentives will be offered to encourage voluntary mobility of employees, based on age, length of service and timing of joining. This will make it possible to facilitate the relocation of employees into the labor market, including the extension of company health care for a period of 24 months. In addition, the company will provide outplacement and consultancy services for those wishing to start independent business or professional activities, also providing specific training courses.
3. Isopension and "Women's Option": it will be possible to take recourse to the isopensione up to five years before the envisaged term, as well as early retirement through the "women's option" for employees who meet the requirements.
4. Solidarity agreement: a solidarity contract will be entered into which provides for a reduction in monthly working hours of 25% for the call center and 5% for the other agreed company functions. Employees affected by the reduction in hours will be involved in training courses on topics such as Customer Centricity, Data Analytics and collaboration tools. The solidarity contract will have a duration of 12 months until 30 June 2024, which can be extended for a further 6 months by agreement with the trade union organisations.
A step forward in coordination with trade unions
The company undertakes to constantly monitor the implementation of the agreement at a national and territorial level, concludes the press release, in order to ensure consistent management of the tools envisaged and of the redevelopment plan. The agreement reached represents “an important step towards the creation of sustainable solutions” that take into account the needs of employees and the company, in the context of a constant evolution of the telecommunications sector.
