Dialogue with the trade unions

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The relationship between employees and the organization is a critical issue, because it relates to the balance of needs, including workers’ rights, negotiation systems, communication methods and engagement.

Over the years, the Group has established a productive dialogue with the trade unions in every country in which it operates, in order to promote the identification of solutions that can balance the needs of individual workers with those of the organization. The Group guarantees each employee a transparent labor contract as well as the protection of employee rights, regardless of the specific labor contract for each business segment and/or country of reference.

Such transparency in the relation results in the availability of several national and/or segment -specific labor contracts, collective and/or corporate labor contracts. All collective bargaining agreements, including local ones, are periodically subject to review and updating. The most recent revision dates back to March 2010, which related to the renewal of the Autogrill S.p.A. platform of the national contract for the tourism industry until April 2013.

In Food & Beverage the availability of policies and regulations provides support for a clear and transparent labor contract in the different countries of operation. Some significant examples include Canada, with the Provincial employment standards act, defined by the Canadian Government; Great Britain, where the Works Council protects the rights of those employees not covered by a collective labor contract, and the United States, through the establishment of the Arbitration Committee. In some Asian countries, the lack of laws or trade unions responsible for the protection of workers’ rights means that local management must fill the void, by managing their personnel according to policies and guidelines designed and implemented by the parent company.

Throughout Europe, Autogrill Group has developed clear working criteria through the European Works Council (EWC), an information and consultation tool used by the Company and employee representatives to evaluate the Company’s performance and perspectives. Information and consultation represent the EWC pillars and they have been progressively supplemented and enriched.

The Autogrill approach to human capital is increasingly oriented towards a model based on periodic informative meetings, which ensure recurring contact, facilitated through the implementation of web collaboration tools, dissemination and sharing of the Group’s Organizational Model, key projects currently in progress and an increasing propensity towards direct contact with people.

A new portal was launched in 2010: A–EWC, Autogrill European Works Council, which is the result of one of the first collaboration areas activated in Autogrill Intranet, where Autogrill representatives and European employee delegates share operating documentation, project work-in-progress reports and meeting schedules. This tool makes available a steady and reliable flow of information about Group events, with prompt updating, while concurrently providing a forum for contributions outside the officially scheduled meetings.

Moreover, it should be noted that based on the agreements reached at the Group level, should any significant organizational change occur that necessitates employee transfer, employees shall be informed at least four weeks in advance.

Already activated activities are continued with the objective of sharing local best practices in Europe in relation to the issues that the EWC designated as priorities — health and safety, work/ private life balance, intra and intercompany mobility, quality and ergonomics in the workplace.

With regard to the management of labor relations, a limited number of employee legal suits have been filed in the main countries in which the Group operates: in 2011, Autogrill Italia had 86 litigations (12% less than in 2010) on a total of 12,270 employees. These lawsuits were mostly in reference to dismissals for just cause or the denial of extensions for fixed term contracts whose term had expired.


CSR is presented to the labor unions
The second official meeting between some Autogrill Italy directors and the representatives of the major unions was held in Bologna in the month of July 2011. At this meeting, the 2010 Sustainability Report was presented. The discussion focused on specific issues regarding the
development of Corporate Social Responsibility (CSR), safety in the workplace and SA8000 certification. Union representatives expressed interest in the topic and in the approach adopted by Autogrill, also confirmed by the numerous questions put to Silvio de Girolamo
(Corporate Head of IA&CSR) and Nicola Caramaschi (Head of QSA Italy) during the presentation. These questions were intended to further promote improvement within the Company through a proactive dialogue with the unions.