Flexibility, social sustainability and meritocracy: Volkswagen Group Italia's new Corporate Supplementary Agreement
After months of intense and fruitful cooperation, the new Company Supplementary Agreement (CIPA) of Volkswagen Group Italy was signed. The contract, already in force and valid until 2027, was ratified by the Company and the Company Council, together with FILCAMS CGIL and FISASCAT CISL.
This is an important step, which once again proves the effectiveness of the codetermination model adopted by Volkswagen Group Italia several years ago, which involves constant dialogue between company management, the Company Council and the trade unions. Starting from the previous CIPA, which was already a significant benchmark for employees in terms of welfare, the parties have identified further improved conditions compared to those established by the sector's National Collective Labour Agreement.
The guidelines for the definition of the new contract were flexibility, social sustainability and meritocracy, with an approach that emphasises the great, shared, attention to people and their overall well-being. In fact, all the agreed solutions are oriented towards an optimal organisation of working activities based on personal needs and the search for a good balance between professional and private life.
Some of the main new features concern, in particular, the area of paid leave. A new type has been introduced, that relating to family assistance, which can be used at the employee's request - a specific choice, which enhances the fiduciary relationship between company and employee - up to a total of 24 hours per year. A solidarity ‘bank of hours’ has also been created, through which each employee can make available some of their paid leave hours to support colleagues in particular situations of difficulty. A further new element in the new Supplementary Company Agreement is the establishment of scholarships for deserving students, children of employees.
In parallel, other measures already included in the previous contract have been strengthened or refined, again with a view to the greatest possible flexibility. For example, with the new CIPA, the smart working regulations have been consolidated, with particular sensitivity towards pregnant employees, who will be able to use this working formula without a limit on the number of days; the amount of paid leave for special cases has also been increased, and the scope of leave for voluntary activities has been broadened: while previously 24 hours were paid for public emergency services, from now on these leaves can also be used for activities with associations that are consistent with company values.
Finally, in a perspective of simplification and greater efficiency of the incentive system, the mechanism for calculating the productivity bonus has been updated, which takes into account the level of achievement of targets and the evaluation of the personal performance of employees.
The new Supplementary Company Agreement at Volkswagen Group Italia is the latest milestone, in chronological order, of a long shared path that has a common objective: to guarantee the well-being and motivation of those who live the Company on a daily basis, enhancing human capital in order to grow together.