New features include work-life balance initiatives and a plan for 500 permanent hires by 2026
A historic union agreement, coming four years after the last one. Automobili Lamborghini and the Unitary Trade Union Representation, together with FIOM CGIL and FIM CISL, have reached a draft agreement for the renewal of the corporate supplementary contract for the years 2023-2026. The agreement confirms a highly participatory approach to the labor relations system and the company's role in its local setting as an engine of not only economic but also social development. The contract introduces new institutions, in line with the company's strategy and vision, aimed at creating added value for people.
The draft agreement presents radical innovations in the area of balancing leisure and work time, resulting in greater flexibility and reshaping of working hours. During the term of the contract, initially on an experimental basis, new work models will be implemented without impacting starting pay. Specifically, in the production area, a shift pattern differentiated by business area will be introduced that, by reshuffling working hours and alternating 4-day weeks with 5-day weeks, gives people one Friday off every 2 weeks (for 2-shift departments) or 2 Fridays off every 3 weeks (for 3-shift departments).
For non-production-related employees, the agreement will lead to a significant improvement in the flexible work schedule system through the recognition of 12 days per year of additional leave, in addition to the possibility already provided by company policies to enjoy up to a maximum of 12 days per month of smartworking.
Umberto Tossini, Chief People, Culture & Organization Officer of Automobili Lamborghini, states: “We have long been pursuing a line of innovation that aims to meet the needs of the enterprise by creating added value. The motivation of all the people in the organization is the prime mover of its success because it calls together the best energies and skills of people around a common purpose. Within this framework, the innovative shift system we have developed ensures that we increase the capacity of our plants to be timely in serving the growing number of customers we have around the world. At the same time, the innovations introduced meet people's expectations through working hours that allow everyone to recover the physical and mental energies necessary for communal well-being”.
The agreement also introduces the commitment that the Company and Trade Union Representation have shared in pursuing a plan to hire direct and indirect staff related to company projects already approved, totaling 500 new employees (net of turnover) with permanent contracts, which will be implemented by December 2026. This increase is even more significant when considering the more than 1,000 permanent hires that the Sant’Agata Bolognese manufacturer has made over the past 10 years.
Also in this agreement, as in the previous one, support for parenting, diversity and inclusion remain unwavering points. Related to parenting, some of the new features introduced are: financial supplement at 70% salary, for the first 6 months of optional maternity/paternity leave, further raised to 80% of pay, if both parents make use of it; supplement at 100% salary, in case of “single parents” or in case of leave required for children with disabilities; 8 hours of paid leave for settling each child into daycare/nursery school, increased to 16 for “single parents” or in case of leave requested for children with disabilities; 10 days of paid leave for cases of adoption/foster care.
Within the same general vision of supporting the individual and the family, the agreement confirms the possibility of taking the period of marriage leave during the calendar year of reference and a set amount of paid leave hours for health reasons for the benefit of employees’ family members.
There is also a great focus on enhancing gender diversity, not only through dedicated welfare initiatives, but also through induction and development plans aimed at female workers. These latest proposals are part of a landscape that aims to ensure the absence of gender pay gaps and accessibility to all roles of responsibility, including managerial ones. There is no shortage of initiatives for the disabled, including the “deaf culture awareness” course for the promotion of good communication practices, conducted in collaboration with Ente Nazionale Sordi (National Deaf Society), Bologna section.
Regarding the economic aspect, to increase the value of the overall package that already places Lamborghini's supplementary contract among the highest in terms of differential with respect to national collective employment contract values, the agreement provides for a 50% increase in current company variable bonuses, in addition to the disbursement, in December 2023, of an extraordinary bonus of €1,063, at the conclusion of the celebrations linked to the company's 60th anniversary.
The draft Supplementary Contract 2023-26, which will be submitted for the consideration of employee assemblies before it comes into effect, once again confirms the centrality of dialog as the key to solving the complex problems facing businesses in this era of extraordinary digital and ecological transformation of all human activities.