The relaxed relationship that Ansaldo STS maintains with its employees is reflected in an extremely low rate of trade union disputes. This context often leads to the resolution of any issues with employees internally, with scarce recourse to intervention by trade unions, which, in any case, act in an environment of general cooperation. The only strikes declared have been due to general political and trade union issues, which have nothing to do with the company.
Ansaldo STS’s system for trade unions is based on two levels of participation, given the fact that the company has various operating sites scattered throughout Italy:
- STRATEGIC OBSERVATION:
In order to analyze the market scenario and the competitive positioning of the business areas of Ansaldo STS, a strategic observatory has been established, made up of six members selected by the trade unions (three national secretaries and three national coordination members), along with the company’s top management. The observatory meets annually (usually within the first quarter), and within the context of its activities, company management provides appropriate information on company strategies, the main organizational changes and the trend in employment. The observatory may also meet at the request of one of the members if, during the year, any significant changes occur with respect to the issues discussed in the annual meetings.
- NATIONAL COORDINATION:
The national coordination for the FIM, FIOM and UILM trade unions at the local representation units was established to ensure the trade unions are adequately informed of issues relating to technological, organizational and production changes, horizontal mobility, investment and employment programs, professional training projects and production decentralization policies. The national coordination, which entails the participation of a maximum of 15 trade union representatives in the local representation units of the different company offices, is a party at national level for the negotiation of integrative level 2 contracts and any restructuring or reorganization processes. Finally, a trade union relationship system is in place with the individual local trade union representation units at the production sites, for specific issues pertaining to the individual sites.
In Italy, data on trade unions may be gathered from the trade union dues deducted from payslips.
There is no such deduction abroad and therefore Ansaldo STS is not able to record any specific data. Ansaldo STS employees have joined the following trade unions: FIOM-CGIL (with 10 union delegates), FIM-CISL (with 6 union delegates), UILM-UIL (with 2 union delegates) and UGL Metalmeccanici (no delegates). In December 2016, the percentage of workers who had joined a trade union was 31.04% of the total headcount, while 100% of the trade union members can be broken down as follows: FIOM 46.6%, FIM 23.4%, UILM 29.8%.
Industrial relations in Ansaldo STS Spain take place in a peaceful and friendly relational framework.
Trade unions relationships at Ansaldo STS Spain are calm and friendly. To express their opinions, workers may contact, either directly or through the personnel delegates, Human Resources, thereby enriching the direct relationship between the company and its employees. The system of trade union relationships at Ansaldo STS Spain is based on the following:
- STRATEGIC LINES – information on corporate trends, organizational changes and, in short, company procedures and policies are provided by Ansaldo STS and consequently adopted and applied also in Spain;
- NATIONAL COORDINATION - the structure of Ansaldo STS Spain includes personnel delegates who represent the UGT trade unions (which are the largest trade unions in Spain). In Spain, the trade union meetings are held very often with all personnel representatives to reach general agreements.
Each month, in France, personnel delegates may present individual or collective issues to their employers, in relation to the application of the law, regulations and collective agreements. Employees may also, either individually or with the assistance of delegates, submit their requests directly to Human Resources. The French trade union system is defined by specific and extensive regulations, the key points of which are the following:
- staff representatives are elected every three years by employees. Their role is to manage individual or collective complaints related to remuneration, work conditions, the application of the labor law, health and safety;
- monthly meetings with employers who are required to respond to all requests;
- a works council is elected every three years by employees. It is informed and consulted on issues related to the organization (new organizations, new technologies, etc.), employment (staff, temporary workers, subcontracts, work-loads, etc.), company strategies, business and related results, training, health and safety;
- monthly meetings with the legal representative of the company;
- committees on training, welfare benefits, etc.;
- trade union delegates are appointed by the trade unions. Their job is to represent the trade unions, organizing within the company and negotiating company agreements.
Relationships with trade unions in Australia were extremely positive in 2016, with substantial discussion in preparation of the new national threeyear agreement.
A key result of this process has been greater communication with employees, generating more feedback and participation in improvements, in a positive environment in which expectations are listened to.
There were no disputes with trade unions, strikes or complaints to the labor court during the year.
Ansaldo STS’s ongoing commitment to involving its employees through active communication and discussion mechanisms is expected to prevent these issues from arising in the future as well.
Personnel covered by national labor agreements
The total number of employees covered by national labor agreements, where this type of trade union negotiation is applicable, is shown below:
|Central and Eastern Europe|
and the Middle East
|Western Europe||Asia Pacific|
The percentage of employees covered by national labor agreements in Central and Eastern Europe and the Middle East is 100%, while in Western Europe it is 98%. The percentage is minimal in the Asia Pacific due to Ansaldo STS’s ongoing efforts to invest in a fair work environment with respect to the market. The data are not meaningful for the Americas and China as there are no national labor agreements in these areas.