Manpower Italia: new supplementary contract signed for over 2 thousand employees

IMD agreement for the acquisition of 30 of General Medical

(Finance) – New supplementary company contract for Manpower’s over 2 thousand employees in Italy, an American group, world leader in the sector of research, selection, training and consultancy services for the management of human resources, present throughout the country with a network of over 200 offices. The trade unions Filcams Cgil, Fisascat Cisl and Uiltucs, together with the RSA, have signed with the managements of the brand companies Manpower srl, Manpower TBO srl, Experis srl and Talent Solutions srl, the contractual renewal agreement in force from the 1st June 2024 until 31 December 2026.

The agreement, which will be submitted to consultation of the workers’ assemblies to be held by 20 June, consists of three main titles: general rules; corporate welfare and work-life balance; economic part and incentive pay. “Satisfaction within the union”, we read in a note.

For Filcams Cgil, Fisascat Cisl and Uiltucs “The agreement, with its three fundamental pillars which include general rules, corporate welfare and economic incentives – declare the three acronyms – represents a important step forward in valorising the contribution of employees to the success of the company through incentive and reward systems and in the promotion of conciliation between work and private life”. “This result – they conclude – confirms the common commitment in pursuing corporate competitiveness objectives and improving working conditions from a participatory and shared perspective, highlighting the crucial role of trade union relations in guaranteeing a fair and sustainable working environment”.

The agreement intervenes on various general rules, including information and trade union rights, and the regulation of personnel classification, training, workplace safety, missions, holidays, working hours, part-time, transfers, reimbursements and flexible contracts. It promotes company welfare and work-life balance with post-maternity part-time work, time banking, leave for medical visits and children’s illnesses, meal vouchers and severance pay advances. It provides incentive systems based on company objectives, with annual bonuses and performance indicators such as increased turnover and reduction of CO2 emissions. Furthermore, it promotes a participatory model for improve competitiveness and working conditions, with innovation and inclusion projects.