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
Initiative | No. of Beneficiaries | ||
---|---|---|---|
2015 | 2014 | 2013 | |
Health care fund | 1,829 | 1,731 | 2,369 |
Toy vouchers | 1,082 | 1,125 | 1,254 |
Flexible hours (average annual figure) | 854 | 840 | 789 |
Study grants | 735 | 670 | 677 |
Health care fund (check-up) | 337 | 384 | 314 |
Leave for medical visits | 302 | 272 | 236 |
Summer centres | 219 | 214 | 272 |
Collective home-work mobility | 183 | 181 | 192 |
Flu prevention | 122 | 194 | 192 |
Future Lab: Push to Open, I learn to study | 37 | - | - |
Spa holidays | 82 | 80 | 69 |
Social services (personal loans) | 173 | 239 | 257 |
Maternity part-time (average annual data) | 28 | 30 | 39 |
Accident insurance | 14 | 11 | 5 |
Source: SEA
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 | 2015 | 2014 |
---|---|---|
Number of members | 5,113 | 5,183 |
Net assets intended for pensions (millions of Euro) | 177 | 165 |
Fund performance | 2.97% | 3.50% |
Source: SEA
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)
Severance pay shares | Contribuition | |
---|---|---|
Worker | Company | |
100% of the accruing severance pay | 1% on the base pay, plus cost-of-living allowance, plus periodic seniority increases for 12 months. Any additional voluntary contribution calculated on the % of the gross taxable amount. | 2% on the base pay, plus cost-of-living allowance, plus periodic seniority increases for 12 months. With temporary validity 01/01/2013-31/12/2015, +0.5% increase of the contribution set forth in the CCNL (National Collective Bargaining Agreement). |
Source: SEA
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.)
2015 | 2014 | 2013 | ||||
---|---|---|---|---|---|---|
Women | Men | Women | Men | Women | Men | |
Right (2) | 280 | 364 | 196 | 247 | 200 | 245 |
Use (3) | 92 | 164 | 79 | 130 | 91 | 128 |
(1) Data refers to SEA.
(2) Optional leave may be requested for each child during their first 8 years of life (until the day of their 8th birthday). Employees with a child at or under the age of 8 in the year in question are therefore considered eligible.
(3) This figure reflects all eligible persons who used at least one day of optional leave during the year in question.
Source: SEA
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)
Women (no.) | Men (no.) | Women (%) | Men (%) | |
---|---|---|---|---|
Total Beneficiaries in 2015 | 92 | 164 | ||
Status at December 31, 2015 | ||||
Still on leave (1) | 6 | 13 | 7% | 8% |
Absent for other reasons after the leave (3) | 1 | 1 | 1% | 1% |
Left during the year | 1 | 1 | 1% | 1% |
Total returned to work and still employed | 84 | 149 | 91% | 90% |
Retention rate at 31/12/2015 (%) (4) | 100% | 100% |
Retention rate after parental leave - 2014 (1)
Women(No.) | Men (No.) | Women(No.) | Men (No.) | |
---|---|---|---|---|
Total Beneficiaries in 2014 | 79 | 130 | ||
Status at December 31, 2014 | ||||
Still on leave (2) | 6 | 14 | 8% | 11% |
Absent for other reasons after the leave (3) | 10 | 19 | 13% | 15% |
Left during the year | 4 | 1 | 5% | 1% |
Total returned to work and still employed | 59 | 96 | 75% | 74% |
Return rate at 31/12/2014 (%) (4) | 94% | 99% | ||
Status at December 31, 2015 | ||||
Still on leave (2) | 2 | 12 | 3% | 9% |
Absent for other reasons after the leave (3) | 1 | 0 | 1% | 0% |
Left during the year | 0 | 0 | 0% | 0% |
Total returned to work and still employed | 72 | 117 | 96% | 91% |
Return rate at 31/12/2015 (4) | 100% | 100% |
(1) Data relating to employees eligible for and beneficiaries of the optional leave only relate to SEA.
(2) To identify absences/leaves still under way, we take into consideration the two weeks following December 31 of the year in question.
(3) Employees “absent post-leave for other reasons” are those who are still absent following the period of parental leave for various reasons (e.g. child’s illness, holidays, etc.).
(4) The retention rate indicates the percentage of employees remaining in the company at the end of a parental leave period. This figure is calculated taking into account employees who benefited from at least one day of parental leave and who have returned to work and are still employed at the end of the year in question and the following year.
Source: SEA
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
2015 | 2014 | |
---|---|---|
Linate | 3.79% | 3.71% |
Women | 4.55% | 3.20% |
Men | 3.45% | 3.94% |
Malpensa | 3.78% | 4.45% |
Women | 4.86% | 5.44% |
Men | 3.41% | 4.09% |
Other locations* | 1.76% | 3.22% |
Women | 4.00% | 3.39% |
Men | 1.11% | 3.15% |
(*) Personnel at Rome Ciampino, Venice, Catania airports for 2014 and at Rome Ciampino and Venice airports for 2015.
Note: The absenteeism rate is calculated as the ratio between the number of unscheduled leave days to the number working days * 100.
This includes only employees with labour contracts. Absences included in calculation are the unscheduled ones (e.g., illness, accident), while the scheduled ones (such as holidays, maternity) are excluded.
Source: SEA