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Industrial relations


All Group workers are employed on the basis of national collective labour agreements, which establish the details of the procedures to be followed for dealing correctly with trade union relationships. Each type of contract governs the minimum period of notice to be given to employees in the case of operational or organisational changes.
Supplementary negotiations are carried out at two levels:

  • at a national level between the national employers’ associations and the national trades union organisations for the specific sector;

  • at a local company level with the involvement of the trades union organisations present at a local level and the company trade union representatives (RSU).

The regulations and protection provided by Law no. 146/90 and subsequent amendments and additions “Regulations on exercising the right to strike in essential public services and on safeguarding the rights of constitutionally protected persons” are applied in full on the matter of the right to strike.
The procedures established by law are observed to ensure that essential services are provided on a continuous basis; these allow for the right to strike to be balanced with the rights of constitutionally protected persons. In this respect if workers are absent from their jobs the Group maintains minimum services to guarantee the safety of the plants, workers and users. The criteria used to identify the staff required to maintain the level that is essential for the service to work are determined at a Group level with the involvement of the trade union organisations.
Employees belong to the supplementary pension schemes provided for on a contractual basis: Pegaso, Fonte, Fondichim and Previambiente; and Previndai and Mario Negri for managers.
In addition, the Group provides forms of individual benefits or services to employees in relation to specific situations regarding age or personal difficulties.
One hundred and twenty two employment-related disputes were in progress or completed during 2011: 18 claimants made a request to be hired on a permanent basis and 1 a claim for damages due to the failure to establish a “coordinated and continuous” employment contract. Sixteen cases of dismissal were pending, of which 14 relating to dismissal for disciplinary reasons. In addition there were 5 cases of disciplinary provisions. A further 36 cases regarded requests for the recognition of a higher category or complaints for a reduction in job content, while 3 related to alleged mobbing. As far as pay disputes are concerned, 14 cases regarded the request for reinstatement of the reduction in electricity supply tariffs which were once granted to employees and 15 regarded complaints about differences in wages or indemnities. In conclusion, 3 procedures related to employee injuries at work. In addition, a settlement agreement was signed with a former employee of a subsidiary during the year relating to questions regarding a patent.