Employee initiatives

Targeted at all Snam employees, the Group Intranet platform is a space for information and for raising awareness but also a place for sharing and developing knowledge. It is a dynamic instrument accessible to all Group staff, also via mobile connections so that those who work for Snam are always up to speed with all of the information, new developments, applications and documents that can help them in their work. The platform includes broad themed sections of interest to the entire company and provides all employees with news, information on the launch of projects and initiatives, and in-depth analysis in real time. The “collaboration” space allows members of teams to exchange work documents, share opinions and acknowledge notices regarding the work group in real time and in perfect harmony. Easy speaks to Snam people primarily through images: there are lots of photo galleries, videos, animations and infographics, tools that succeed in instantly communicating company experiences, innovations and events.

Corporate welfare is the set of operations - both as monetary support and services - which increases the level of social protection and the purchasing power of employees and can indirectly generate a good working environment.
The company's welfare system was created over time with the goal of accommodating the emerging needs and requirements of the corporate population.
Digital culture and the well-being of people are the drivers of the new 2018 welfare plan, reorganised around five areas of intervention: Family, Education, Work/Life Balance, Well-being and leisure time, Health. Five areas and 28 services (including corporate and contractual) to respond to the current needs and requirements of the company.
During the year the agreements with the Trade Unions organisations on the "Welfare Bonus" and the Smart Working project designed to provide a better response to the work/life balance were renewed.
In 2018 more than 470 employees took advantage of smart working for total of approximately 62,930 hours. The project will continue in 2019 and be extended (around 700 people in the first months of the year).
In particular, with the Welfare Bonus it will be possible for the employees, as an alternative to the total payment of the individual amount of the Participation Bonus, to voluntarily choose whether to convert a percentage of the Bonus into a welfare credit which they can use to purchase services for themselves or for their family members.