Commitment to employment

In the event of company reorganisations (mergers, acquisitions, etc.) we safeguard our people by assigning, where necessary, new roles with targeted training or professional requalification measures, depending on each person’s skills and experience. From a management perspective, company reorganisations may involve resignation incentives, consensual local mobility and relocations to other Group companies.

Employee representatives are suitably informed of significant organisational changes at least 30 days prior to the implementation of such changes (25 days in the event of company transfers). The only exception is France, where the minimum notice period is eight days before the official communication to the unions.

At European level, we dialogue with the European Works Council (EWC), the body that represents 61,278 of the Group’s workers, 78.2% of the total staff, in line with the regulations to improve the rights of workers to information and consultancy in companies which operate at EU level.

A unique service company

services_1.pngIn October 2013 we launched a consultation process with the European Works Council, which concluded in April 2014 with the ratification of the project to create a single company for IT infrastructure services and activities called Generali Infrastructure Services (GIS), headquartered in Italy with offices in six countries (Austria, France, Germany, Hungary, Italy and the Czech Republic) and around 1,000 employees.

The project complies with the guidelines of the Generali Group European Social Charter, with the Group and the workers’ representatives strongly committed to safeguarding employment levels in the countries and resuming the professional development of the employees in the new international company.

Between July 2014 and 31 December 2017 the transfer of employees from their current companies to GIS will be managed without resorting to redundancies. Alternative solutions, such as professional relocation within the Group, voluntary redundancies or early retirement, will only be adopted where necessary.

A training plan for a thousand people in Italy

With the creation of Generali Italia in 2013 we launched the biggest integration programme ever seen in the insurance sector both in terms of volume and the number of companies involved and the implementation timeframe. The strategic goal was the simplification of the distribution networks, the brands and the products. In accordance with the Group agreements, the integration did not lead to redundancies and the reorganisation of the companies took place as part of the guarantees laid down by the Statement of Agreement of 27 June 2014 (between Generali Italia and the Management of the Group Trade Union Representatives, with expiry date 31 March 2016), which established the following principles:

  • the overall maintenance of employment levels in the country and recourse to non-traumatic solutions, such as the consensual and incentivised termination of job contracts;
  • the establishment of agreements in the case of territorial mobility as a result of organisational change;
  • for Country Italy, confirmation of the specialisation of the existing company sites (Mogliano Veneto, Rome, Turin, Milan, Trieste, Genoa, Chieti);
  • training and professional requalification support;
  • possible initiatives for the internalisation of activities.

The programme, which should conclude by 2016, involves the creation of four centres of excellence organised according to business line - Mogliano Veneto for life and corporate P&C, Milan for claims, Rome for non motor, retail and corporate, Turin for motor - with the consequent professional requalification of around 1,000 people. In support of the process to define the new organisation, we launched a training plan to guarantee the requalification into new roles, making significant investments in the process.

The requalification programme has so far involved 677 employees, who have been provided with a total of over 10,200 hours of classroom technical training and 760 hours of e-learning training.

Professional requalification programme

The process involved the following phases:

  • Change Day: participation in the classroom training day to introduce and share the change taking place;
  • the employees’ filling out of the questionnaire on expertise and learning styles, ahead of their acquisition of new skills;
  • formal allocation of an expert tutor who can provide employees with suitable technical support in the field, guaranteeing the achievement of the business goals established at the start of the course;
  • classroom training and e-learning training courses, currently guaranteed for the main professional repositioning families (Motor, Corporate P&C, Retail P&C, Life, Administration);
  • e-learning training course tests.

We have also trained over 80 colleagues as loss adjusters through a dedicated training course.