Enel has put in place, in the various parts of the Group, an “internal welfare” system which envisages various types of benefit and services which aim to support employees also outside the professional context: supplementary healthcare, complementary pensions, leisure/cultural activities, incentives and agreements.
The initiatives in these fields vary depending on the countries where the Group operates, in regard to both the specific nature of the various national settings (regulatory framework, public services available, etc.), and the existence of prior agreements developed in the context of the various parts of the Company before entering the scope of Enel.
Finally, during 2015 work was undertaken to define the global guidelines on the themes of “total rewards”, to establish basic services, criteria and processes to be used in each country as from 2016.
Supplementary healthcare insurance is envisaged in most countries where the Group operates at favorable conditions compared to the alternatives available on the market. In addition, in many cases it is the Company itself which guarantees services linked to prevention and periodic checkups (see also the section “Occupational Health and Safety”). In Italy, the instrument with which health and prevention programs are carried out is the Fondo Integrativo Sanitario per i Dipendenti Enel (FISDE). All employees are automatically enrolled in FISDE, and the services can also be extended to dependent family members. Former Enel employees can also continue to use the services by paying the subscription fee. As from 2013 the preventative medicine initiatives have been enriched by a new service with the activation of a psychological consultancy network throughout Italy and offered through agreements with the National Council of the Order of Psychologists (CNOP) and the Italian Psychoanalytical Society (SPI).
FISDE also provides support for families, for example in the case of disability and social emergencies (problems of adjustment, alcoholism, drug addiction, etc.).
Another instrument for assisting employees is the provision of complementary pension funds and the payment of various forms of individual benefits connected with the termination bonus. At December 31, 2015 employees covered by the pension plan in the Enel Group numbered 47,832.
In Italy, in addition to the obligatory system provided for by Italian law, there are two defined-contribution complementary pension funds: Fopen (45,000 beneficiaries, assets of 1,789 million euro) for employees of the Enel Group (membership: 90%), and Fondenel (1,445 beneficiaries, assets of 255 million euro) for executives of the Enel Group (membership: 100%). In addition, there are pension funds mainly in Spain (Endesa) and Brazil. In Slovakia too there are complementary defined-contribution pension plans.
Finally, also in Russia and in the USA (Enel Green Power North America) there are specific complementary pension plans: in Russia a defined-service plan and in the USA a defined-contribution plan.
In Italy at the end of 2015 two important union agreements were concluded destined respectively for managerial and non-managerial staff and aimed at managing the issues arising from the current economic and industrial context and facilitating generational change within the Group’s Italian companies, in application of article 4 of Law 92/2012.
The agreements are aimed at the voluntary retirement of people who will end their employment relationship from 2016 to 2020 and will accrue the prerequisites for the full old age pension or early retirement in the 4 years following the termination of the employment relationship.
Incentives and agreements
Enel supports its employees also with contributions or incentives for various personal needs, both for themselves and for dependent family members, in some cases reducing the cost of electricity supply. Other incentives, which vary in quantity among the various countries, concern the taking out of life insurance and the granting of subsidized loans for home or car purchases or for personal needs (in particular study and training). In addition, there are forms of support for sport and cultural activities.
For example in Italy, through the ARCA association, recreational, cultural and sporting activities are promoted and realized for employees and their dependent family members, with possibility of access for pensioners. Endesa too has established a wide range of benefits for its workers, which it makes available on a voluntary basis and which show the company’s commitment to improve the quality of life of its people.
Creating a bridge between school and businesses is essential in order to facilitate young people entering the job market. Following the coming into force of Law 128/2013, Enel drew up, in collaboration with the Ministries of Education and Work, the regions and the unions, an experimental apprenticeship program for alternating school-work, which became operational in 2014. The initiative, which is aimed at pupils in the final two years of technical high school, saw the recruitment of 145 students as apprentices from the 4th year from seven technical institutes in various Italian regions (in December 2015 there were 141 apprentices). The young people involved spent one day a week in the company, while during the summer they had the chance to undertake on-thejob training at the operational units on the electricity network and at power generation plants.