Enel applies the labor law of the various countries 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 adequate level of agreement on corporate strategies on the part of personnel. In 2017, the percentage of people covered by collective employment agreements was 92%, a slight decrease compared to 2016 (93%). 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 federations and the global federations 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 labor contracts and laws and regulations in force in each country, in accordance with the provisions of the ILO conventions. Enel guarantees that the principle of fair income will be respected in all the countries where it operates .The agreement has also been recognized and praised as an example of best practice among European and non-EU multinationals. Plans have been presented for the renewal of the agreement, which will be updated in line with the Group’s new Open Power philosophy and the values that set the Group apart when it comes to relations with organizations representing personnel in all countries. In the event of organizational changes, Enel provides prompt notice as per the table below.
Minimum notice period in the case of organizational changes.
|COUNTRY||MINIMUM PERIOD||LEGAL PROVISIONS/ COLLECTIVE AGREEMENTS|
|Italy||25 days.||Legal provisions|
|Spain and Portugal||30 days.||Framework Guarantee Agreement for Endesa SA and subsidiaries in Spain (September 12, 2007)|
|Russia||60 days.||Legal provisions|
|Romania||Employers are obliged to inform and consult workers’ representatives on development in the company’s economic and business situation. For collective dismissals, minimum 30 days notice to unions and 20 days to workers. The maximum period for the collective dismissal procedure is 90 days.||Legal provisions
|Argentina||Obligation of periodic update to workers’ representatives; traditionally the notice period for changes in working hours, in the role of employees or the work location is 48 hours, although there is no specific regulation.||-|
|Brazil||Obligation to provide “prompt” information.||-|
|Colombia||Neither the law nor collective bargaining envisage a minimum notice period in the case of organizational changes.||-|
|Peru||Neither the law nor collective bargaining envisage a minimum notice period in the case of organizational changes.||-|
|Chile||Neither the law nor collective bargaining envisage a minimum notice period in the case of organizational changes.||-|