Ansaldo STS follows an extensive policy to manage initiatives that support employees. This policy includes a series of benefits allocated and used on the basis of an employee’s professional position and the social and cultural customs in their respective countries. Below is a list and brief description of the main benefits and initiatives supporting employees under the company’s policy.

Company health insurance

Ansaldo STS Italy offers its employees a supplementary health insurance. These policies cover a wide range of medical needs (e.g. specialist examinations, hospitalization, medical services, etc.) and vary according to each employee’s professional position (senior and junior managers, white and blue collars have different limits of indemnity).

Employees may decide whether to take out these additional policies. Should they decide to do so, a monthly contribution is withheld from their payslips to cover part of the cost, while the company bears the residual amount. France has a supplementary health insurance scheme which cover employees and their family, which is mandatory by a company agreement.

Ansaldo STS Australia has established Corporate Membership with Medibank Private and RT Health (a fund created in Australia to specifically support the Transportation Industry) enabling Ansaldo STS Australia employees to access a top class, comprehensive Health fund at very competitive rates in addition to a range of special benefits on joining, including waiver of waiting periods and gift vouchers.

Company accident insurance

Ansaldo STS Italy offers its employees insurance for work and non-work related accidents covering accidents both in the workplace and outside the workplace, for all employees, seven days a week, 24 hours a day. The cost of this policy, which covers all employees, is fully covered by the company.

The same policy is offered in France, Australia and China to all white collars. It is not offered in the US, as this kind of cover is included in the company life insurance policy.

Salary continuance insurance

Ansaldo STS Australia offers employees who work more than 15 hours per week salary continuance insurance.

The policy provides for the assignment of 75% of their income for a maximum of two years if the employee is unable to work due to illness or injury.

Life insurance

Ansaldo STS offers its employees a life insurance policy. The costs of this policy are fully covered by the company. This policy is offered to Ansaldo STS managers in Italy and Spain, and to managers and all full-time employees in the US (company life insurance, accidental death & dismemberment & LTD insurance). It is also offered to all employees in France who share the cost with the company.

Health checks

Ansaldo STS Italy offers managers the chance to have an annual medical check-up with the full cost covered by the company. In China, these check-ups are offered to all employees. In Spain, annual medical check-ups are legally required for all employees.

International travel insurance, e.g.: Europe Ass

In Italy, France, Australia and the US, Ansaldo STS offers an accident insurance policy covering any accidents or first aid and medical care (as well as luggage and personal item coverage) to employees working abroad (either on a business trip or under secondment). The costs of this policy are fully covered by the company. Ansaldo STS China has also begun offering this policy.

Company cars

Ansaldo STS offers employees company cars with a policy that is similar to a lease. The car may also be used for personal reasons, i.e. it may be used by employees, as well as by their family members or close friends, after notifying the company. Employees pay a monthly contribution, while the company pays the remaining amount. In Italy, the company has signed an agreement so that all employees can purchase the company cars when they are replaced at advantageous prices. Company cars may be assigned to managers and junior managers with high profiles in Italy and Spain, and to Ansaldo STS managers in the US. They are also offered in France and China. In Australia, company cars are assigned to employees only for work-related purposes, while they may be used by junior managers and managers also for personal reasons.

Company housing

Ansaldo STS offers housing to employees seconded in the medium to long-term. The cost of the housing is fully covered by the company.

Fuel allowance

Ansaldo STS offers employees a fuel allowance up to an annual limit, which may be used for car refuelling. The company covers the cost of this benefit, which may be assigned to managers in Italy. It is also offered in France but not in Australia, Spain, the US or China.

Professional membership allowance

Ansaldo STS offers its employees the possibility to join professional associations (e.g. the register of engineers) and fully covers registration costs. This benefit is offered to Ansaldo STS Italy managers, all US and Australian employees, but not Ansaldo STS France (where the benefits are granted on a case-by-case basis). In China, the company refunds engineers and managers for the registration costs if they have been approved by HR. In Italy, the company is carrying out a project with the register of engineers to organize training courses at its sites so employees can earn the credits needed for registration.

Corporate credit cards

Ansaldo STS Italy offers employees the possibility to obtain corporate credit cards linked to the employee’s bank account at special terms agreed by Ansaldo STS and the bank. The credit cards available to Ansaldo STS employees are Visa and American Express. The costs of Visa cards are fully covered by the company, whereas employees contribute to a small portion of the costs charged by American Express. Ansaldo STS also offers its Italian employees the possibility to open current accounts under special terms with selected banks.

Furthermore, bank branches and ATMs are located at some of the main offices of Ansaldo STS, making it easier and more efficient for employees to make use of main banking services.

These arrangements are also in place in the US, but not China. In Spain, France and Australia, credit cards are linked to the employees’ bank accounts and only offered to people who travel frequently for work to cover expense notes.

Travel Tracker: travel safe

Ansaldo STS’s expansion in markets and its current organisational model require the presence of its personnel in many different countries, which often present challenging safety conditions and weak healthcare and welfare systems. To mitigate critical issues arising from travel and relocation abroad Ansaldo STS is implementing a system at all sites to ensure adequate protection from outside events. In this context, in order to prevent and remedy any issues, the company is equipped with a tool called the “Travel Tracker (TT)”, provided by International SOS, which makes it possible to track planned travel in real time. As soon as an employee confirms his or her travel booking through the Ansaldo STS travel agency, International SOS gathers the information and enables company personnel responsible for this activity to quickly identify those employees in areas with high health and safety risks. International SOS, working in collaboration with Ansaldo STS, manages this database. Additional TT services include:

  • Personal Travel Locator (PTL): personnel travelling for business can input their own and their family members’ travel plans which have not been booked using the company travel agency or while they are on long-term secondment and the travel details are automatically uploaded to the TT database. 
  • Automated Travel Advisory (ATA): when tickets are booked for the selected destinations, in accordance with parameters established by Ansaldo STS, travellers receive an automated travel advisory on the destination country via e-mail, containing information on public and personal safety, health conditions, driving, vaccinations and illnesses, food and water recommendations, local culture and conduct in the workplace, holidays and demographics. 

Furthermore, employees may register with International SOS (www.internationalsos.com), a service that provides alerts on countries of interest selected at the time of registration. The International SOS Alarm Centre Paris, a call centre, is available for any reason.

Ansaldo STS Italy employees have set up recreation centres, referred to as “CRAL”. These are a form of free association of workers and are structured as separate entities from the company. Employees who join the CRALs pay a fee deducted from their payslip. CRAL members may participate in a number of activities (sports or other) and take advantage of discounts at partnering shops (bookshops, opticians, etc.). No such agreements are in place in France, the US or Australia.

Canteen and break area service

Ansaldo STS Italy, France and US provide a canteen service at all main offices (e.g.: Genoa, Pittsburgh, Les Ulis, Tito Scalo, etc.). In Italy, employees contribute to the canteen costs through deductions in payslips, whereas in the other countries, they pay directly when using the canteen services. This service is provided under special terms which are regulated by agreements between Ansaldo STS and the companies that operate the canteens.

Recreation centres

Ansaldo STS Italy employees have set up recreation centers, referred to as “CRAL”. These are a form of free association of workers and are structured as separate entities from the company. Employees who join the CRALs pay a fee deducted from their payslip. Membership entails a contribution by the company. CRAL members may participate in a number of activities (sports or other) and take advantage of discounts at partnering shops (bookshops, opticians, etc.).

No such agreements are in place in France, the US or Australia.

   

Pension plan

Ansaldo STS manages pension plans with its employees, in accordance with the laws in place in the various countries where it operates.

The average term of post-employment benefits is 12 years while that of the other defined benefits is 18 years.

ITALY

In Italy, Ansaldo STS offers its employees a pension fund through the “Cometa” Fund, the National Supplementary Pension Fund for workers in the “Metalmechanical and plant installation industry”, set up to provide workers in this industry with greater pension coverage than that offered by the mandatory social security plan. When they join the Cometa fund, workers sign the application form and create an individual position, transferring employees’ leaving entitlement, an individual entitlement required by Legislative decree no. 252/2005, to which the employer is required to add a contribution under the aforementioned decree. When they retire, employees may choose how to receive the Cometa annuity:

  • immediate life annuity: i.e., immediate payment of a life annuity for the policyholder’s entire life; 
  • immediate certain annuity and life annuity: i.e., immediate payment of certain annuity for five or ten years, followed by a life annuity until death; 
  • immediate reversible annuity: i.e., immediate payment of a life annuity until death, subsequently reversible (60% or 100%) to another person until death.

AUSTRALIA

In Australia, the pension fund is referred to as superannuation, a sum of money set aside during the life of an employee, from the beginning of employment, to cover the future pension. Ansaldo STS pays contributions to the pension funds on behalf of its employees calculated as a percentage of annual fixed remuneration defined by the Australian Taxation Office. The company makes pension fund payments directly to the providers selected by employees. The percentage has increased since July 2014 from 9.25% to 9.5%. Employees are encouraged to increase the contributions to their pension funds, including with incentives in the form of government grants. Temporary residents who have left Australia may request payment of their superannuation.

INDIA

Pension fund: contributions to the pension fund are equal to 12% of the base remuneration of the employee to which a further 12% must be added, paid by Ansaldo STS. These contributions are deposited in the employees’ account with the relevant pension fund and returned to the employee upon retirement, through monthly pension payments, plus accrued interest. The 15% of employees’ base remuneration is deposited with the Life Insurance Corporation of India through the Superannuation Trust Fund.

MALAYSIA

In Malaysia, pension plans are offered through an employee pension fund (EPF) set up with employees’ contributions deducted from their monthly remuneration (at least 11%) and the employer’s contributions (at least 12%). Both portions are accrued over the term of service of each employee. This system was not affected by the introduction of the minimum retirement age, because workers can contribute until the maximum age of 70. Even foreigners working in Malaysia may contribute to the fund on a voluntary basis, but the employer’s minimum obligation is for only 5 Renminbi per month, unless it decides otherwise. In this respect, foreigners may revoke their entire contribution upon termination of employment and their return to their home country.

SPAIN

In Spain, all employees have a supplementary pension fund called “Plan de Previsión Social Empresarial” (PPSE), which is the same as normal pension funds and is subject to Spanish law. This is an important social benefit and reflects the company’s decision to take care of its employees. Contributions to the PPSE are paid by the company only and not by employees. The amount of the contributions is established in a way that ensures a minimum contribution for all employees, also considering each employee’s base remuneration. For example, in 2012, the annual contribution paid by Ansaldo STS Spain to the PPSE was equal to €44,362.

FRANCE

France has various pension systems depending on the classification of workers in the national labour agreement. There is nothing specific for Ansaldo STS France. In the French system, pension benefits are funded directly with the contributions of the employees and employers through basic systems (CNAVTS) and complementary combinations (AGIRC ARCCO).

US

Ansaldo STS USA offers a retirement benefit plan for which workers are directly responsible for managing their investments in the plan. Ansaldo STS does not have a segregated account to guarantee the related funds. For each employee, 2% is deducted from remuneration regardless of whether they contribute to any of the pension funds. Furthermore, if the employees defer any payments, Ansaldo STS pays 100% of the first US$250 and 50% of the subsequent 6% of the deferral.

CHINA

Ansaldo STS offers its employees in China pension plan benefits through the central government’s National Social Security Fund (NSSF), whereby employees pay contributions (maximum of 8% of the limit set by the government), as well as the company (maximum of 20% of the limit set by the government). Both contributions are deposited in the social security fund of each registered employee and accumulate on a monthly basis. This system is also used for foreigners legally eligible to work in China since January 2014. Foreign employees are required to contribute to the pension plan if they are taxpayers in China. Furthermore, foreign workers may withdraw their contributions when they leave the country. However, the employee’s portion may be withdrawn if the contribution was paid less than ten years earlier and if the foreign worker has not yet reached the retirement age (60 years for men and 55 for women).

Ansaldo STS Italy offers its employees insurance for work and non-work related accidents covering accidents both in the workplace and outside the workplace, for all employees, seven days a week, 24 hours a day. The cost of this policy, which covers all employees, is fully covered by the company.

The same policy is offered in France, Australia and China to all white collars. It is not offered in the US, as this kind of cover is included in the company life insurance policy.