Engagement policies

Welfare

2015 also showed an increase in people who benefited from welfare initiatives, thus strengthening the relationship with the company and the enhancement of such initiatives.

The following table summarises data regarding access to welfare services by full-time and part-time employee during the last three years.

“SEA for you”: access to services

Once again in 2015, SEA devoted significant effort and resources to the development of corporate welfare. As is good practice, selection of activities to be undertaken started from the analysing of levels of participation and
final cost of the initiatives carried out in the previous year, also through a detailed comparison with data provided by NoiSea Association.
With regard to family services, we collaborated with NoiSea Association in planning and successfully implementing the distribution of gift certificates for children’s products and planning summer camps and centres during the school summer break.
Beside the traditional initiatives included in the annual plan (passes for public transport commuters, psychological and family support, etc.), particular attention was given to planning new initiatives in the field of education and scholastic and vocational guidance for employees’ children. In addition to awarding scholarships to deserving young people from middle school to university graduation, secondary school children were offered:

• a study and work orientation project called “Push to Open”, organized with other major companies through the Jointly shared welfare platform;
• 2 scholarships for study abroad by Intercultura Foundation awarded to the most deserving students for a school year in a European country or a one-month summer holiday in China;
• vocational guidance workshop classes in collaboration with HRCommunity dedicated to near-graduates and recent graduates.

Complementary Pension Fund

Pension Fund of Società Esercizi Aeroportuali - FONSEA, complementary individual capitalisation Pension Fund for employees of participating companies, provides complementary pension benefits under the compulsory pension system as per Italian Legislative Decree 5/12/2005, no. 252.
Pension Fund for Airport Companies - FONSEA is enrolled in the register held by COVIP under no. 1126 and was established on April 4, 1990 following the supplementary agreement of 7/12/1989 between SEA and the regional secretariats of the FILT/CGIL, FIT/CISL and UILT/UIL trade unions.
All SEA Group personnel already registered with Assistance and Social Security Fund is enrolled in Pension Fund, activated on January 1, 1996, in order to provide a supplementary pension in addition to mandatory public system.

Data regarding Pension Fund

Pension Fund is a fund established as an unrecognised association operating under defined contribution arrangements (the amount of the pension benefit is determined on the basis of the contribution made and the related returns).
Membership is free and voluntary. Participation in complementary pension schemes governed by Italian Legislative Decree no. 252 allows the member to benefit from a favourable tax treatment on paid contributions, gains and benefits.

Contribution shares (workers employed after 28/04/1993 and enrolled since 01/01/2013)

Parental leave management

SEA Welfare guarantees the right for all mothers to take advantage of a reduced working time of five hours a day until their child reaches five years of age.
Such aspect and a working system based on shifts affect the figures related to optional leave of absence, as outlined below.

Right and use of the optional leave of absence ⁽¹⁾ (No.)

Parental leave absence tables show that:

• almost all users return to work after the birth of a child;
• fathers extensively use the option and increasingly assist mothers in taking care of children;
• only in a small percentage of cases the absence is not followed by a return to work, but rather by an absence for other reasons.

Retention rate after parental leave - 2015 ⁽¹⁾

Retention rate after parental leave - 2014 ⁽¹⁾ 

Absenteeism

Data on absenteeism show a slight increase at Linate (from 3.71 in 2014 to 3.79 in 2015), while Malpensa and other sites recorded a decline (from 4.45 in 2014 to 3.78 in 2015 and from 3.22 in 2014 to 1.76 in 2015).
As far as gender is concerned, there is a rise in absenteeism rate only for female population working at Linate, which went from 3.20 in 2014 up to 4.55 in 2015.
For the rest of population, rate is decreasing (Linate, male population, from 3.94 in 2014 to 3.45 in 2015, Malpensa, female population, from 5.44 in 2014 to 4.86 in 2015, Malpensa, male population, 4.09 in 2014 to 3.41 in 2015).

Absenteeism rate by gender and location