Today, these trade union organizations they have achieved with satisfaction an agreement with the company that introduces new and concrete support measures for those who are victims of violence, harassment or discrimination, inside or outside the workplace.
The agreement provides:
- 5 days of paid leave (extendable to 10 in particularly serious cases), which can also be used by the hour, for workers who are victims of violence or harassment, which can be used for psychological support services or to address physical protection measures and to be used within one year from the report.
- up to 5 days a week of flexible working for a maximum of 6 months, with possible extension up to 1 year in particularly serious cases
- possibility of using work suspension for entire months up to 3 months for those involved in documented support/assistance programs (also at company level).
- assignment, even temporary, to another unit, in agreement with the victim of such episodes
- requests for unpaid leave (pursuant to art. 60 paragraph 3 ABI CCNL) will be evaluated with the highest priority and granted within 15 days
- The compensated leave pursuant to law 80/2015 for victims of gender violence included in protection courses certified by the social services of the municipality of residence, by anti-violence centers or by shelters has been increased to 5 months (in a period of three years) for reasons related to the aforementioned protection path.
- possible use of the Time Bank if activated in our Group.
The agreement, which does not expire, confirms the commitment of First Cisl, Fisac Cgil and Uilca Uil and represents a great achievement that contributes to improving the working environment by making it safer and more inclusive, strengthening the common commitment to respect and the valorization of diversity.
In parallel to the discussion that led to the signature, the following topics were discussed:
Company Award: the discussion has begun which we hope will lead to an agreement that defines the methods and indicators which, in accordance with the law, will allow preferential taxation and cash disbursement.
Time Bank: the discussion on this topic is leading to the possible definition of an agreement which, if reached, would be the first of our group on this innovative tool.
Welfare credit deadline of November 30th: the company informed us that the tax study responsible for analyzing the feasibility of an extension gave a positive result, but as far as next year is concerned, it is necessary to include this provision in the original text of the agreement. Availability for next year was therefore given on this.
Days of suspension from work 2025: discussions are underway regarding the modalities of an extension for next year.
Permissions for reduction of part-time hours: following our request, it was also formally clarified by the company that these permits cannot expire.
Reward system: upon our request for clarification, the company specified that Akros and Aletti are also involved. The process starts in October with effect from January 2025.
Premium Managers: for those who move retroactively from the Professional Area to QD1, the calculation will be made of what was, proportionally, the hours due, with consequent adjustment in the pay slip as a credit or debit depending on the situation.
Welfare and harmonization control room: we expressed the request that the sums allocated become something structural, as the very nature of a process of harmonization of the forms of social security and assistance requires.
BANCO BPM GROUP COORDINATION
FIRST CISL – FISAC CGIL – UILCA UIL
