Smart working bursts into aerospace, also taking its part in the renewal of the second level supplementary contract of the Leonardo group, signed while the articles of the national collective labor agreement for metalworkers, signed by Federmeccanica, Assistal and the trade unions (Fiom, Fim and Uilm), is still ongoing. Begun in 2019, the dialogues on the renewal involving 45 thousand workers ended with the agreement reached by the group and the trade unions, Fiom, Fim and Uilm in Unindustria Roma, which followed the whole negotiation step by step. Now the word is up to the workers who will have to approve the agreement in the assemblies. It is a very articulated agreement which incorporates, as pieces of a large mosaic, all the agreements made in these two years that testify to the maturity of the group’s trade union relations.
The performance bonus
With regard to the economic part, new mechanisms have been identified to determine the performance bonus that more precisely valorise the increases in productivity. In general, it will be measured and increased in 3 different organizational dimensions, namely Leonardo, divisions and sites. The indicators are financial, but also of costs, quality and continuous improvement. On average, the performance bonus will be increased by 850 euros when fully operational, of which 400 euros will be consolidated monthly, with a flexible benefit of 150 euros as a contractual holiday for 2021 and with an increase in the non-absorbable collective superminimum at the 5th level (C3 new CCNL classification) of 31.5 euros, which will lead to the achievement of a total amount of 121.5 euros.
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The commitment to safety
The health and safety on which the parties have decided to set up the Joint Safety Committee to analyze and study the progress of prevention, to map good practices as well as accidents and training is of great importance. As well as training, which is one of the great chapters of the agreement: the objectives are to raise skills but also the sense of belonging to a group that explains that it wants to continue along the path of certifications, indicated in the employee’s training booklet. In the same way, group welfare is enhanced, with initiatives that aim to improve work-life balance, and solidarity with the confirmation of tools such as the Solidarity Holidays fund.
Lo smart working
The new chapter of the supplement, however, is the one dedicated to smart working, a way of working that was present in the group in a residual manner before the pandemic. The choice of the parties is to test the tool until the end of this year without harnessing it in a certain number of days or a certain percentage, but as stated in the agreement “since smart working is a way of carrying out daily performance based on culture of co-responsibility and trust in the achievement of results, the parties confirm that on the same day employees will be able to perform their work partly in presence and partly in an agile manner, subject to agreement with their manager. The smart working days are scheduled in agreement with the direct manager “, but above all they must take into account the balance between remote and presence, without prejudice to the distancing requirements imposed by the health emergency. For all, the group will provide the appropriate equipment and training to be able to achieve the objectives in this new way of working. In autumn, the post-emergency phase and the aspects related to individual consent, minimum and maximum weekly / monthly duration, planning / rotation, time slots of simultaneous presence and operation of disconnection and organizational macro-areas / activities considered remotable will be regulated.