{"id":5730,"date":"2022-12-06T14:08:22","date_gmt":"2022-12-06T13:08:22","guid":{"rendered":"https:\/\/www.way2global.com\/news-from-way2global\/accordo-integrativo-2023-il-welfare-si-costruisce-insieme\/"},"modified":"2024-08-05T10:28:38","modified_gmt":"2024-08-05T08:28:38","slug":"accordo-integrativo-2023-il-welfare-si-costruisce-insieme","status":"publish","type":"post","link":"https:\/\/way2global.com\/en\/news-from-way2global\/collective-agreement-2023-welfare-is-built-together\/","title":{"rendered":"2023 Supplementary Agreement: Well-being is created together"},"content":{"rendered":"

This year we once again renewed our\u00a0second-level Supplementary Agreement<\/strong>, a tool we have always used to jointly construct the new frontier of corporate well-being.<\/p>\n

For those not familiar with this tool, the second-level supplementary agreement is an arrangement between the employer and employees \u2013 in the presence of the union \u2013 that protects workers by introducing exceptions, measures, practices and improved benefits in the company beyond the limits of the law (relevant collective agreement). It is therefore a system that makes it possible to define a regulatory framework tailored to the company.<\/p>\n

This valuable tool has enabled us to adopt a number of innovative measures that now define our corporate well-being system, starting with integral smart working, allowing us to pursue our common benefit goal,\u00a0people\u2019s happiness<\/strong>.<\/p>\n

Listening to employees<\/h2>\n

At Way2Global, we believe it is necessary to\u00a0start from employees\u2019 wishes<\/strong>\u00a0in order to define a bottom-up well-being system that is the result of participatory governance and effectively responds to the needs of the workforce.<\/p>\n

We therefore took advantage of the biweekly meetings that help consolidate communication between departments to review the current agreement and jointly consider what changes and\/or additions to make.<\/p>\n

Through an anonymous survey, we invited employees to\u00a0express their views<\/strong>\u00a0on the agreement\u2019s past measures, as well as their preference regarding the new measures proposed by the Board. The results were by no means predictable, involving many interesting insights that we readily embraced and translated into action.<\/p>\n

We first realized that, partly due to the many new entrants in the company, the way in which certain measures function was not clear to everyone, so we took advantage of the plenary sessions to\u00a0better explain<\/strong>\u00a0the content of the agreement and to illustrate in detail how to take advantage of the various measures by clearing up any doubts.<\/p>\n

At the same time, we have received\u00a0excellent insights<\/strong>\u00a0from people on how to change past measures and what new tools to include. These suggestions, together with the preferences expressed regarding the Board\u2019s proposed new measures, formed the basis for revising the content of the agreement.<\/p>\n

At Way2Global, we view the supplementary agreement as a flexible tool that must be\u00a0systematically adapted over time<\/strong>, as the needs of employees change not only according to the historical context (such as the need for security due to the pandemic and the challenges of high bills due to the energy crisis), but also according to people\u2019s life needs. While during the pandemic full smart working seemed like the perfect solution for safety reasons, now the workforce\u2019s preference is shifting towards a more social approach that complements the indisputable work-life balance benefits of the remote organizational model.<\/p>\n

So let us see what is new this year.<\/p>\n

This year\u2019s new developments<\/h2>\n

The 2023 Supplementary Agreement\u00a0reconfirmed<\/strong>\u00a0the flexibility measures that form the basis of our well-being system. We are particularly referring to\u00a0smart working<\/strong>, a work model that over time has allowed us to ensure the continuity of our now fully digitized operations, as well as to improve people\u2019s work-life balance and to recruit talent in all regions of Italy, while also supporting disadvantaged areas (South Working).<\/p>\n

Other reconfirmed measures that go beyond legal obligations include the \u201cfriendly\u201d hour bank, which promotes cohesion by allowing those with a surplus of vacation time to donate some to those who require it, special caregiver leave for those who are looking after dependent family members, the extension of leave under Law 104 for those caring for family members with severe disabilities, as well as, of course,\u00a0equal parental leave<\/strong>, a tool we particularly care about to promote inclusive parenting in every respect.<\/p>\n

This is complemented by measures to protect the\u00a0physical and psychological well-being<\/strong>\u00a0of our workforce. These include online fitness services and a psychologist bonus. The latter, in particular, constitutes an evolution of the psychological assistance desk included in the previous version of the agreement. The survey had highlighted a desire to be able to independently choose the professional to engage, as well as to conduct the sessions in-person rather than online, so it was decided to adapt the measure to meet the new demands.<\/p>\n

Similarly, the company workforce welcomed the Board\u2019s proposal to include a structural income support measure through monthly disbursement of an\u00a0expensive bills bonus<\/strong>\u00a0and a\u00a0spending bonus<\/strong>\u00a0designed to address the higher cost of living caused by the current geopolitical situation.<\/p>\n

Last but not least, another important development is the adoption of a measure to encourage\u00a0collective co-working<\/strong>. Again, the impetus came from within the company, namely from the precedent set by two project managers from Turin who, on a trip to Milan for their periodic visit to the occupational physician, spontaneously decided to stay for a day of joint work at an on-site co-working space. The initiative, which was appreciated and proposed to the entire company, was unanimously welcomed as a means of nurturing social interaction, which has been adversely affected by smart working, while fostering cohesion in the company.<\/p>\n

Our Supplementary Agreement therefore contains many new features of which we are proud. Although it is not easy to strike a\u00a0balance between social and economic sustainability<\/strong>, through dialogue and discussion we were once again able to lay the groundwork for the corporate well-being system that will accompany us in the coming year.<\/p>\n","protected":false},"excerpt":{"rendered":"

This year we once again renewed our\u00a0second-level Supplementary Agreement, a tool we have always used to jointly construct the new frontier of corporate well-being. For those [\u2026]<\/span><\/p>\n","protected":false},"author":1,"featured_media":1723,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[134,11],"tags":[],"class_list":["post-5730","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news","category-news-from-way2global"],"acf":[],"yoast_head":"\n2023 Supplementary Agreement: Well-being is created together - Way2Global<\/title>\n<meta name=\"description\" content=\"2023 second-level Supplementary Agreement: we renewed it again this year with many new features. 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