Enel applies the labor law of the various countries in which it operates 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 appropriate level of agreement from employees on corporate strategies. In 2018, the percentage of employees covered by collective bargaining agreements was 91.5%, a slight decrease compared to 2017 (91.9%).
The Group’s industrial relations activities continue to be carried out according to the model set out in the Enel Global Framework Agreement (GFA), signed in Rome in 2013 by the Italian trade unions and the global trade unions IndustriAll and Public Services International. The agreement is based on the principles of human rights, labor law and the best and most advanced transnational industrial relations systems used by multinational groups and leading international institutions, including the ILO. These principles include the remuneration principle, according to which the minimum remuneration received by Group employees cannot be lower than the minimum set in the relevant collective bargaining agreements, laws and regulations in force in each country, as per the ILO conventions.
Enel guarantees that the principle of fair income will be respected in all the countries where it operates.
As part of this agreement, Enel recognizes the right of its employees to set up or join trade union organizations aimed at defending their interests. It also recognizes their right to representation, within the various production units, by trade unions, or to other forms of representation elected according to the laws and practices in force in each country. Enel recognizes the value of collective bargaining as a tool for determining the contractual conditions of its employees, as well as for regulating the relations between company management and trade unions. Enel respects the principle of trade union independence and does not interfere in any way with the managing of representation, allowing its employees’ representatives access to the workplace to communicate with those they represent, in compliance with the legislation and industrial relations procedures in force in each country. Enel provides appropriate information to its employees and the trade unions that represent them, in order to facilitate collective bargaining. The GFA agreement has also been recognized and commended as best practice at the level of EU and non-EU multinationals. Enel makes all information available to its employees relating to collective agreements and trade union agreements, as per current regulations, via the corporate intranet. In the event of organizational changes, Enel provides prompt notice as per the table below. In the general Open Corporation classification for 2018, Enel ranked first of over 2,300 companies around the world, improving from second place last year. Open Corporation is a project, launched in 2017, which evaluates multinationals based on different quality and sustainability parameters: social dialogue, working conditions, social responsibility, financial dimension, diversity, accessibility, environment and transparency. The Open Corporation paid particular attention to the trade union aspect, which groups social dialogue, working conditions and social responsibility together.
|Country||Minimum period||Legal provisions/collective agreements|
|Italy||25 days||Legal provisions|
|Spain and Portugal||30 days|
Guarantee Framework Agreement of Endesa SA and subsidiaries in Spain (September 12, 2007)
|Russia||60 days||Legal provisions|
|Romania||Obligation to inform and consult worker representatives on business developments and to inform them periodically about the Company’s economic situation. For group layoffs, at least 30 days’ notice for the trade union organizations and 20 days’ notice for workers. The maximum period for the group layoff procedure is 90 days.|
Legal previsions Collective agreement
|Argentina||Obligation to periodically update worker representatives; traditionally the notice period for changes in working hours, employee roles or place of work is 48 hours, although there is no specific regulation.|
|Brazil||Obligation to issue a “timely” notice.|
|Colombia||Neither the law nor collective bargaining provide for a minimum notice period in the event of organizational changes.|
|Peru||Neither the law nor collective bargaining provide for a minimum notice period in the event of organizational changes.|
|Chile||Neither the law nor collective bargaining provide for a minimum notice period in the event of organizational changes.|