Hours worked, salary and pension funds

HOURS WORKED IN ACEA

Ordinary and overtime hours worked during the year, excluding executives, amounted to 8,591,096, of which 77% were attributable to male personnel (equal to 6,620,122 hours) due to the greater number of men in the workforce (78% of the total), with attribution of responsibility (69% of managers are men). Analysing the overtime hours, the influence of gender is even more evident: 93% of overtime is in fact attributable to men and only 7% to women (see also the sub-paragraph Remuneration).

Days of absence totalled 81,842, an 8% decrease compared to the preceding year (89,167 days), determined, for the most part, by absences due to illness, leave (for reasons of study, health, etc.), maternity/paternity leave and trade union reasons (see chart no. 40 and table no. 40).

CHART NO. 40 – HOURS WORKED BY THE STAFF AND ABSENCES (2019)

In addition to leaves, the forms of flexibility offered by the company include part time, which in 2019 involved 2% of the staff, and an independent schedule for managers and stage three workers, which permits a “personalized” management of work schedules, in compliance with contractual provisions. For employees with a “fixed schedule”, arrival and departure flexibility is envisaged, and, lastly, they are the workmen have a total number of monthly hours of leave available to collect during the times established. Structured teleworking was also introduced last year to allow a reconciliation between work and one’s private life (see also the Diversity and inclusion section).

REMUNERATION

The wages of employees, excluding executives and top management, are determined by applying the National Collective Bargaining Agreements of reference. The company’s remuneration policy applies merit-based principles to the fixed and variable components of the remuneration.

In 2019 the total gross average salary per capita was € 45,000 (it was 44,000 in 2018), and including the executives it rises to € 48,000 (it was 47,000 in 2018) (see table no. 40).

CHART NO. 41 – AVERAGE SALARIES AND RATIO BETWEEN BASE SALARY AND REMUNERATION (2019)

The ratio between the “base salary” and the gross actual remuneration is 85% for women and 78% for men. Indeed, the activities with the highest additional remuneration (on-call, shifts, allowances, overtime, etc.) are mainly performed by male staff (for examplespecialized managers. the work of emergency services technicians who rotate in 24-hour shifts).

PENSION FUNDS AND DEFINED CONTRIBUTION PLANS

Supplementary pensions are a form of voluntary contribution aimed at generating income that is supplementary to the pension, the amounts paid by workers being invested in the financial market by specialized managers.

The pension funds of reference for Acea staff are: Previndal, reserved for executives, and Pegaso (managed jointly by Utilitalia and Trade Union Organizations) for non-management staff, to whom the national collective bargaining agreements of the electrical and gas-water segments apply. In 2019 for the first time the Pegaso Fund adopted a Strategic Plan 2019-2021 that illustrates the organization’s management guidelines, including instruments for measuring ESG factors (environmental, social and governance).

The number of Acea employees participating in the Pegaso Fund during the year was 2,818, with an increase of 11% compared to 2018, mainly due to the activation of the Group’s Welfare Plan. By analysing the distribution by gender of the members, 76% are men and 24% are women (see table no. 40). The company paid approx. € 5.4 million of TFR (Severance Pay) and € 1.9 million of supplemental contribution to the Fund. The economic value committed by Acea for TFR and other defined benefit plans is € 104.6 million.

The collaboration between Acea and the Fund has been evolving over time, and in 2019 produced a publication on the supplementary pension “AtuperTu” and a website dedicated to Group employees.

TABLE NO. 40 – HOURS WORKED, ABSENCES, REMUNERATION AND MEMBERS OF THE SUPPLEMENTAL PENSION FUND (2017-2019)