65 PRT GROUP /SUSTAINABILITY REPORT 2021 During 2020, COVID forced all companies to reorganize in order to limit the number of infections and guarantee a safe workplace. This emergency situation led the company to resort to remote working17 for some working groups, that is, for those employees who were able to carry out their tasks in an effective way even from home. In 2021, despite the situation had clearly improved, this working mode was maintained, and it contributed to establish a new corporate “normality”. It expressed the will to protect the employees’ health and allowed them to enjoy flexibility while working from home, in agreement with their manager. The goal is to establish a fully trust-based relationship with employees, allowing them to manage both personal and work commitments in a new way. The focus shifts to achieving goals rather than being present in the workplace and being subject to periodical checks over one’s activities. Contracts and labor unions PRT Group has always paid special attention to the relationship with every employee and with the labor unions, within full respect of national labor contracts; such relationships have always been based on continuous dialogue and transparency. During previous posts within Confindustria, Turin’s Unione Industriali and Assografici, the PRT Group’s President had a chance to discuss and define the agreement at the basis of the national labor contract for graphic designers and paper industry technicians. Still today, such contract regulates all labor relationships with all PRT’s employees. Moreover, PRT signed a second-level contract that envisages – for all employees – the issue of a bonus in July according to specific evaluation parameters. Traditionally, the company has always had very good relationships with the labor unions in terms of personnel management and bonus definition, as well as health and safety of workers. The parties organize periodical meetings in order to highlight and solve any problem of any kind that may arise. The Staff Manager has a crucial role in this. The latter and the Production Manager schedule a meeting every three months with RSU, the representatives of all labor unions (three representatives are appointed by PRT’s employees and change every three years). Their activities are reported, and then resumed in the following meeting in order to understand how to solve problems or observe ongoing progress in solving such problems. As reported in the Code of Ethics – introduced in 2011 – PRT’s interest is to reach and maintain a peaceful working environment, where everybody is able to work within full respect of laws, shared principles and values. In particular, PRT does not tolerate any form of exploitation, harassment or discrimination on the basis of race, country, territory or social milieu of origin, caste, birth, religion, disability, genre, sexual preference, 17 The Italian Lawdefines it as a: “mode of dependent work established through an agreement between the parties. It might be organized according to steps, cycles and goals, without any obligations as of working hours or places, with the possible use of technological devices”.
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