Employee initiatives
The "BE PARENTS" program, an online training course that enhances at work the skills acquired as new parents, is still available for all the interested employeses
The welfare system weas strengthened and enriched with services to respond and help employees cope with the issues arising from the pandemic.
Easy was launched in July 2020 as a flexible and customisable intranet, integrating the many applications used in the company while remaining simple to use.
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.
Since 2018, the Welfare Plan has been developed on a digital platform called "Snammy" around five areas of intervention: Family, Education, Work/Life Balance, Well-being and leisure time, Health. The platform was equipped with a welfare assistant, activated as a single point of contact and mediator between personal needs and corporate welfare responses. Besides the welfare system was strengthened and enriched with services to respond and help employees cope with the issues arising from the pandemic.
| Areas | initiatives | 2021 activities |
|---|---|---|
|
Family |
Nursery schools | Reimbursement of children’s enrolment fee for employees who use it |
| School | School Subsidies for the purchase of schoolbooks, scholarships for employees’ children and loans for school expenses | |
| Summer and study campus | Summer stays for children of employees in certain locations of Italy and abroad. |
|
| S.O.S. family | Counselling centre run by professionals to assist families | |
| Master Be Parents | Program transforming the parental experience into essential cross sectional competences also for professional growth for parents with children up to 3 years old | |
| Maternity, paternity, adoptions and foster care | Parenting guide, webinars on several topical issues, paternity leave extension beyond law limits | |
| Covid-19 response | Refund for babysitting costs in order to support family needs | |
|
Health |
Accidents | Insurance coverage for non-occupational accidents |
| Supplementary healthcare | Insurance coverage that guarantees a portion for the reimbursement of expenses incurred for medical and hospital services at public and private healthcare facilities | |
| Medical prevention | Prevention protocols at affiliated medical centres | |
| Specialised medical services and check-ups | Arrangement with Monzino Cardiology Centre and San Raffaele Hospital for visits intended for employees and their family members |
|
| dediCARE | Social service for children, the elderly, disabled, etc. developed courtesy of the partnership with the regional cooperatives of the Third sector |
|
| Covid-19 response | Covid Policy extended again for 2021, covering expenses due to hospitalisation caused by the pandemic virus. In 2021, the request service was activated for swabs and serological tests (free of charge for the employee, paid at home for family members) | |
|
Wellness and work life balance |
Sports centres | Discounts and favourable conditions for sports activities |
| Snammy bene | Awareness-raising courses on individual well-being issues and counselling packages with a qualified nutritionist |
|
| Courses | Following suggestions from a questionnaire submitted to employees, cooking courses were proposed in 2021, which were offered in three online appointments | |
| Mobility | Subsidised purchase of public transportation passes; shuttle service to San Donate Milanese | |
| Mobility portal | Traffic information, mobility app | |
| Diet | Company restaurant and takeaway service for private use | |
| Working hours | Smartworking, short Fridays, individual time accounts, flexible working hours, possibility of part time | |
|
Finance and savings |
Flexible benefits | This programme is aimed at increasing the purchasing power of employees who participate in the initiative, by transforming a portion of the participation bonus, up to the totality of the same, into Welfare Credit that can be used to purchase other services offered by the Welfare Plan |
| Microcredit | Microcredit Low-interest loans with major credit institutions | |
| Legal and tax Counselling | Legal and Tax Counselling Assistance for legal and tax issues | |
| Discounts on CNG cars | In 2021, 23 colleagues purchased a CNG car through the Snammy portal, benefiting from a special discount on the interest of the loan or the contribution to the purchase of a CNG retrofit to be installed in their car | |
| Special discount agreements | Insurance policies, credit cards, car leases, purchase of consumer goods, holidays booking | |
| Electronic shopping vouchers | Contractual tickets from the National Work Contract Agreement (CCNL) for the metalworker sector on specific goods of the worker choice directly on the portal |
|
| Supplementary pension schemes | Supplementary pension funds, also funded by employer voluntary contributions | |
|
Social committment
|
5x1000 | Cyclical and constantly updated list of organisations supported by the Snam Foundation, registered with the Revenue Agency for employees’ 5x1000 contribution |
| Vounteering | Volunteering days and volunteering by expertise | |
| Solidarity shopping | During the festive season (Christmas and Easter), colleagues can choose to give a special value to their gifts by donating support to those in need, choosing from the many proposals offered by the organisations in the specific area |
The paternity leave
Snam fully recognizes the importance of the father figure and the active participation of the latter in family life, as well as the need to better balance the division of the work of caring for boys and girls and the disproportionate incidence in the workplace deriving from the birth of a son.
For this reason, following the changes introduced by the 2021 Budget Law, Snam has decided to offer its employees 5 additional days of 100% paid paternity leave, in addition to the 10 required by law, to be used in the first 5 months in the event of birth, fostering, adoption and perinatal death.
This initiative will also support mothers, since currently the birth of a child has an impact on their career almost solely for them. Following the extension, an employee awareness campaign was launched.
As part of the "Care work and parenting" work table, Snam, together with Valore D and 24 other companies, has drawn up an informative paper on the issues of care work and parenting, also committing itself to work on 6 specific actions:
- Promote measures to support all employees in managing care work and promote awareness and training initiatives related to care work and its fair distribution
- Define company policies that favor forms of work flexibility, understood as remote work and flexibility of schedules
- Promote, through the initiatives deemed most appropriate, a culture of parenting equally shared between parents
- Encourage fathers to take full advantage of the period of paternity leave provided for by law and all other leave and leave provided (parental leave, due to illness of the child, daily rest so-called for breastfeeding) through specific initiatives
- Promote, within the limits of their business constraints, the extension of the paternity leave period beyond the days required by law, and encourage its use
- Promote the use of optional parental leave on an equal basis by both parents, through the methods deemed most appropriate
Snam, through the initiatives undertaken, responds to these commitments.
Download the materials and find out more in the page Care and parenting work
Corporate intranet
Snam's new intranet, co-designed with a group of 80 employee users, today confirms itself as an essential tool to ensure communication and encourage engagement, representing a virtual space available to all of Snam’s people and which can respond promptly to everyone's needs. Only one year after its birth, Easy has grown again, increasing the amount of content published by 14% and the number of views compared to 2020 by more than 24%.
Easy is the only Italian intranet to have received, in 2021, an award from the American digital consultancy company Nielsen Norman Group, after winning the Intranet Italia Champions 2020 last year.
The award was assigned as part of the "Intranet Design Annual", which prized the ten best internal platforms at global level for their ability to facilitate remote working, support internal communication flows and simplify access to company services available to employees.
Working flexibility and smart working
Snam offers its people a system of working flexibility, which includes flexible working hours in and out, the "short Friday" (the possibility of ending the working day starting at 13) and smart working. In relation to the latter, a new agreement was signed in March 2021 which defines that smart working will be usable up to a maximum of 3 days a week for all staff colleagues and, for the first time, also for all colleagues in the operations area whose activities allow it (+ 50% of total operations people), from a minimum of 1 to a maximum of 2 days a week.
26 July 2022 - 16:44 CEST