Enel applies the labor law of the various countries and the International Labour Organization’s (ILO) Conventions on workers’ rights (freedom of association and collective bargaining, consultation, right to strike, etc.), systematically promoting dialogue between the parties and seeking an adequate level of agreement on corporate strategies on the part of employees.
Industrial relations at Group level continue to be undertaken in accordance with the model envisaged in Enel’s Global Framework Agreement (GFA), which was signed in Rome in 2013 with the Italian federations and global federations IndustriAll and Public Services International. The agreement is based on the principles of human rights, labor law and the best and most advanced systems of transnational industrial relations of multinational groups and reference institutions at international level, including the ILO. The agreement was also recognized and appreciated as best practice at the level of European and non-European multinationals. Negotiations are currently underway to renew the agreement, which will be signed during 2017 and updated in line with the Group’s new Open Power philosophy and the values which distinguish it, also in dealings with the collective representatives of employees from all countries.
During 2016 there was fruitful information exchange and consultation involving both the European Works Council and the Global Works Council in relation to the new Industrial Plan and the Group’s strategic guidelines: the main item set out and discussed with the representatives for all countries was Enel’s Investment Plan and commitment to the UN SDGs, which were agreed by the national and international unions.
In addition, joint monitoring continued on respect of Labour Standards as defined in the Global Framework Agreement in keeping with Enel’s Policy on Human Rights. Among these, there was particular appreciation from the international federations and the research institutes (see EURACTA Studies 2014 and Project EURIDE 2016 of the EU Commission) as best practice compared to theTCAs – Transnational Company Agreements – signed by multinationals which adhere to the Global Compact, for the Principle of Pay (9.6 of the Enel GFA), according to which “the minimum pay of the Group’s employees cannot be lower than that established by the collective contracts and by the legislative and regulatory treatments in force in the various countries, in line with the provisions of the ILO Conventions. Enel guarantees that the principle of fair income is respected in all the countries where it is present (see the ILO definition of decent work at 9.11)”.
At European level, the Agreement on the European Company Committee for Enel was renewed for four years in July 2016, thus confirming its standing as one of the most advanced agreements in the EU electricity sector in terms of the attention paid to common issues such as occupational health and safety, training and diversity; Enel and the national and European federations (IndustriAll Europe and European Public Services Union) have transferred their long-standing experience of social dialogue to the sector’s Social Working Group, supported by the EU Commission – DG Employment – which is active on the issues of high quality youth employment (apprenticeships and traineeships) and on the employment impacts that the energy transition and digitalization will bring in future years to all the European and global electricity companies. As regards the “Just Transition”, in the sense of the broad acceptance of joint management of the processes of innovation, digitalization and decarbonization which are affecting the energy sector, Enel has expressed its willingness to the international (ITUC), European (ETUC) and national (CGIL-CISL-UIL in Italy and UGT-CC.OO. in Spain) trade unions to take active part in research workshops and networks with universities and research institutes, making available, in the spirit of Open Power, its own skills with the new corporate processes and with all the implications of Industry 4.0.
Minimum notice period in the case of organizational changes:
|Country||Minimum period||Legal provisions/collective agreements|
|Italy||25 days||Legal provisions|
|30 days||Framework Guarantee Agreement for Endesa SA and subsidiaries|
in Spain (September 12, 2007)
|Slovakia||60 days for workers who have been employed for less than 5 years|
90 days for workers who have been employed for more than 5 years
|Russia||60 days||Legal provisions|
|Romania||Employers are obliged to inform and consult workers’ representatives on development in the company’s economic|
and business situation. For collective dismissals, minimum 30 days notice to unions and 20 days to workers
The maximum period for the collective dismissal procedure is 90 days
|Legal provisions Collective Contract|
|Argentina||Obligation of periodic update to workers’ representatives; traditionally the notice period for changes in working|
hours, in the role of employees or the work location is 48 hours, although there is no specific regulation
|Brazil||Obligation to provide “prompt” information|
|Colombia||Neither the law nor collective bargaining envisage a minimum notice period in the case of organizational changes|
|Peru||Neither the law nor collective bargaining envisage a minimum notice period in the case of organizational changes|
|Chile||Neither the law nor collective bargaining envisage a minimum notice period in the case of organizational changes|
|Performance appraisal for employees who have been working in the company for at least 3 months||100% of people* involved in 2020|
99% of people* assessed in 2020
94% of people* interviewed (for feedback)
|Climate survey||100% involvement of people* in 2020|
84% participation of people* in 2020
|Implementation of diversity and inclusion policy||The selection process must guarantee a|
fair gender representation in the pool of
candidates (50% by 2020)
Appointment of focal points for disability
in the main countries by 2017
Assignment of tutors to 100% of expats
as part of mobility projects for the
youngest staff by 2020
|Training – Scholarships program for employees in cooperation with strategic partners, universities and research centers||480 study grants in the 2017-2020 period|
|Promotion of a “safe travel” culture (Extension to all countries of the Group of the model used in Italy, creation of a dashboard)||100% of countries where present by 2020|
* Eligible and reachable: those who are part of the workforce and have been working for at least 3 months in the year of assessment and those who can access the online or printed questionnaire.