Page 96 Sustainability Report 2024 4.7. Trade union relations and participation: a method, not an event At PRT, dialogue with employees and trade union representatives is structural and ongoing. It is grounded in compliance with the national collective agreement for the graphic and paper converting sector, transparency of objectives and regular, documented dialogue. Our industrial history—also shaped by the President’s experience within Confindustria, the Turin Industrial Union and Assografici, and past involvement in the definition of the sector’s national collective agreement—has consolidated a pragmatic approach focused on results and the quality of relationships. In 2024, we reaffirmed a relationship of mutual trust. During negotiations on the Performance-Related Bonus (PRB), trade union representatives formally acknowledged their appreciation for the company’s management approach, recognising the transparent and collaborative nature of the dialogue (minutes dated 28 March 2024). The PRB is based on clear and verifiable parameters, with quarterly progress updates shared with the RSU, leading to jointly agreed corrective and improvement actions. In parallel, we promote the co-design of training pathways with employee representatives to align skills development with organisational needs. Governance of labour relations is clearly defined: the Head of Human Resources and the Head of Production schedule meetings with the RSU every three months, with minutes setting responsibilities and deadlines, reviewed at subsequent meetings. Further evidence of the system’s positive evolution is the second-level agreement finalised in 2025 on the use of ROL (paid time off), supporting work-life balance. In conclusion, ongoing dialogue and transparent engagement with social partners enable us to address issues promptly and maintain a balanced and collaborative working environment—one that protects people and supports the company’s sustainable growth.
RkJQdWJsaXNoZXIy NDUyNTU=