Innovation in the company's welfare system

The company’s welfare system is a collection of interventions, both monetary and in the form of services, which increases the level of social protection and the purchasing power of employees and which can indirectly generate a positive impact on the corporate population.

From 2018 the Welfare Plan has been developed on a digital platform called “Snammy” based on five areas: Family, Education, Work/Life Balance, Well-being and leisure time, Health. Five areas and 28 services (including corporate and contractual) to meet the current needs and requirements of the company.

Among the most interesting new features the “BE PARENTS” programme stands out, an online training created in partnership with “Life Based Value”, that accompanies new parents during and after the birth of their child, to transfer the skills acquired as parents to their work activities. In its first year 66 employees joined the programme (of which the 45% are women).

In the Family area there are the digital education courses for parents and children on technological culture topics and the “dediCARE” service which helps to resolve big and small family problems, from assisting old people to tutorials, to babysitting.

In the Well-being and leisure time section, in addition to the arrangements with leading health institutions and prevention programmes, SNAMMYBENE continues, the project is dedicated to the well-being of employees in its various aspects: diet, cognitive-emotional and financial.

Regarding the flexible working, the Smart Working programme was extended both in terms of scope of application and the number of hours, going from 62,930 hours in 2018 to 122,762 in 2019. This initiative is supported by flexible working hours forcoming in and leaving the office premises during normal working days, and “short Fridays”, where the working day can end from 13.00 onwards.

The “FLEXIBLE BENEFITS” system continued. It increases the purchasing power of employees who join the initiative, transforming a share of the participation bonus (a maximum of 60%) into welfare credit that can be used to buy services supporting personal health, for school and for education, for cultural and sports activities, for travel, mobility and supplementary pensions for oneself or one’s family. The advantage of transforming part of the bonus into welfare credit consists in the fact that there is no tax due on this sum and the company awards to the employee a further bonus that increases proportionally from 8% to 16% based on the share converted.