Page 30 - RDS_Postumia_eng

23% of temporary employees come from Italy (specifically from the provinces of Padua and Vicenza), 44% from the rest of Europe (predominantly from Romania) and the remaining 33% from outside Europe (Bosnia Herzegovina, Burkina Faso, Moldova, Vietnam).
On average, our employees live within 11 kilometre radius and are therefore effectively part of the company’s local community.
Parental leave was taken in 2022 by 3 people, of which 2 were women on maternity leave, who then returned to work.
Over time, the company has developed welfare programs linked to a performance bonus, allowing the “performance bonus” (PdR) to be partially or totally converted into company welfare. It envisaged a bilateral trade union agreement linked to increases in productivity, profitability, quality, efficiency and innovation. Employees have the option to choose between three conversion options: 0%, 50%, 100%. The Performance Bonus, if “welfarised”, i.e. converted into Corporate Welfare with two possible options, is not subject to taxation as long as it does not exceed €3,000 per year, nor is it paid in the presence of an annual income exceeding €80,000.
Since 2021 we have adopted the Edenred welfare platform. The welfare account was used for 89% of its value. The
most chosen services were those relating to social security (46%), shopping vouchers (27%), the right to education (18%), personal services (9%).
We have defined favourable price conditions / agreements for our employees at some local sales points. Furthermore, an agreement was stipulated for facilitated access to Agos microcredit, which was then activated by 9 employees. For managers, executives and employees, we have guaranteed - if necessary - flexibility in incoming and outgoing hours and smart working. Furthermore, an accident policy has been arranged for them.
Training
With the awareness that the company’s main resource is represented by the people who work there, at Cartotecnica Postumia we invest heavily in the growth of people with an important training program.
Training in our company is understood in a broad sense: not only in the classroom, but also in the form of training and training opportunities in the field with the broader aim of increasing the skills of employed and temporary staff.
In the three-year period 2020-2022, the hours dedicated to skill enhancement for employees were cumulatively 23,687, including classroom training and field training. The number of training hours provided was reduced in 2022 in favour of the inclusion of the temporary population and for periodic cyclical updating of training.
A significant and increasing amount of time was dedicated to the new temporary staff hires (10,020, of which 5,871 hours in 2022 alone), essentially consisting of on-the-job training.
In 2022, the training carried out by our employees was mainly linked to safety and health in the workplace, the integrated management system, technical courses linked to the profession and language courses.
At the end of the year we created a training session dedicated to sustainability and the launch of Cartotecnica Postumia’s ESG path. 40 employees were involved.
It is our priority to deepen our knowledge of the company
community in order to understand their hidden needs and
skills. 10.100
8.100 6.100 4.100 2.100
100
12.100
10.932
Training and education (GRI 404)
H Training trend 2020-2022 (n.)
30 Sustainability Report 2022
▶
Scope: Cartotecnica Postumia S.p.A. Source: Human Resources
2020
2021
2022
9.695
3.060