Worklife balance: custom flexibility

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The Autogrill Group operates in a market that requires great flexibility. Successfully managing daily, weekly and seasonal peaks while always remaining strongly focused on customer care requires complex planning skills.

The key idea is that of translating the need for continuous flexibility into an opportunity to balance private life and professional needs through the provision of part-time contracts, working schedule planning and post-maternity programs.

A breakdown of employees by age brackets is also important, because it highlights different characteristics according to the business sector and continent, which are taken into account in order to integrate the type of job and the level of engagement requested with the different needs of the various generations.

Attention to the quality of life of our employees is not limited to management of working hours, but instead takes into consideration all those elements that contribute to improving the quality of life and establishing a satisfactory balance between work and private life. In addition to the various check-ups made available in the countries where we operate, we offer an important opportunity to take advantage of personal additional medical insurance coverage — in some cases providing family coverage as well — for employees in both Food & Beverage and Travel Retail, with different modalities depending on local legislation, including the possibility of stipulating policies covering our workers in the case of death or permanent disability.

Instead, with the intention of enhancing our employees’ purchasing power, the Autogrill Group has set up a vast range of initiatives, such as, for example, discounts on purchases made at sale points operated by other companies in the Group and the stipulation of numerous agreements to the advantage of our personnel.

62% of the Group personnel are women - 36% of the Group employees have a part -time contract

What’s going on in Food & Beverage?

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An important aspect relates to the correct improvement of the value contributed by women. In those cultural contexts in which women represent a pillar in the organization of the family it is of the essence to provide the possibility of relying on part -time contracts. In the United States, the Company offers flexible work hours where business allows, including, for instance, home office for headquarters staff.

The employees in Italy are given the opportunity to rely – in accordance with the trade unions – on the formula that allows for part -time work until the child is 36 months old and through the preparation and dissemination of the maternity kit along with the development of the maternity tutor, new mothers are given concrete support.

In Italy, in 2011, the number of nurseries located in proximity of the offices or along the main access routes which have signed special agreements with the Group increased. The agreement envisages the payment of approximately 50% of the monthly fee by the company. Moreover, services are also offered to enable employees to deal with specific tasks directly from within the company: dry-cleaning; shoe repair and dressmaking shops on site; tax advisory services for compiling returns and forwarding them to the competent authority; online temporary shop with direct delivery to the workplace of products offered at substantially reduced prices; special agreements with credit institutes for loans and current accounts; help with car insurance; purchase of theater tickets at reduced prices and special price agreements with summer camps located near the offices.

In the Food & Beverage segment in Spain, a number of agreements have been stipulated with the local private health structures, offering significant savings and benefits to all our employees and their families. Our colleagues in Spain can also take advantage of discounts on insurance policies and theater tickets, and the sales force can attend free training courses designed to improve their skills and knowledge in the area of customer service.

What’s going on in Travel Retail?

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At Aldeasa, whose work force is 64% female, maternity leave is obviously an important point, and the Group has worked out specific solutions: 4 months of maternity leave are compulsory by law and the company adds another month by contract (optional for the breast-feeding period). When employees operating at airports return to work, they are given priority with respect to the store where they wish to work, the shifts and the type of labor contract (part–time or full time) until the child is 8 years old. Lastly, contributions for yearly study grants have been envisaged for families with children up to 23 years of age.

In addition, free and elective annual check-ups are offered at various levels, based on the type of contract, and a Health Help Desk has been set up, which operates in complete confidentiality and offers consultations to employees who have earmarked a portion of their paycheck for private medical insurance.

WDF has implemented the so-called Employee Assistant Program, which includes free of charge legal, medical and financial consulting for all employees. In addition, there are the “Childrencare vouchers” which provide for the conversion of a portion of the salary into activities dedicated to children (nursery, recreational activities until the age of 16) and benefiting from tax relief. In The United Kingdom, in addition to the provision of similar services, employees who have been with the company for at least three months are offered the possibility of purchasing products directly from the company at sharply reduced prices, with direct delivery to the workplace through a specifically designed platform. Moreover, there are initiatives dedicated to personal wellness: workers at the English head offices of WDF have access to changing rooms with showers, enjoy fresh fruit in their break lounges and can take advantage of special offers from participating fitness centers. With a view to disseminating best practices within the Group, these initiatives are constantly monitored and assessed for the purpose of extending them to Group companies in compliance with the regulatory and tax framework of each individual country in which the Group operates.