All Group employees are employed under national collective labour agreements, except contractors, for whom there is no collective labour agreement in place. Workers on staff-leasing contracts are paid the same as those on permanent contracts.
Euro | Min. monthly pay/salary (according to lab. agr.) | Min. monthly pay/salary (Hera) | Average monthly pay/salary (Hera) |
---|---|---|---|
Middle managers | 3,065 | 3,248 | 4,807 |
Employees | 1,506 | 1,669 | 2,851 |
Workers | 1,229 | 1,382 | 2,335 |
The data refer to the following companies: Hera S.p.A., Uniflotte, Hera Comm, Hera Trading, Herambiente, Inrete Distribuzione Energia and FEA.
Hera salary scales are compared against salary trends and are allocated on an individual basis in line with performance and potential, while bearing in mind employee retention.
The main rewards given within the scope of merit-based policies vary depending on the employee’s role and type of contract and consist of salary increases, one-off bonuses and promotions and, depending on the employee’s role and position within the company, additional pay.
Executives and Managers also receive a variable bonus that is directly related to the Group’s Balanced Scorecard system.
The performance bonus is calculated using the same system for all Group employees, based on an equal amount for all workers, a single system of profitability and productivity indicators and a series of quality indicators that vary according to the business segments. The performance bonus is awarded to all employees, including those on staff-leasing contracts.
The incentive scheme for Group Executives and Managers has been linked to the Balanced Scorecard since 2006.
Variable remuneration is calculated as a percentage of gross annual pay and is determined at the end of the year on the basis of the results achieved in relation to targets set at the beginning of the year.
Each balanced scorecard is divided into three areas:
The structure of each Balanced Scorecard, or rather the weighting of the three areas, varies depending on the employee’s role and position within the company.
The final allocation of the bonus is also determined on the basis of results achieved in certain Group parameters (the company’s financial and economic results and customer satisfaction indicators).
The allocation of targets to Executives and Managers, and assessment of whether these targets have been met, is a well-defined process that combines the decision-making role of Senior Management with the coordination of the Corporate Social Responsibility Department and of the HR teams that oversee and guarantee the consistency of the entire process.
Transport and mobility
Hera manages Group employees’ home - work mobility plans using:
Favourable terms on services managed by the Hera Group
Supplemental insurance for all employees
Sports, social activities and sales agreements
Within the Hera Group, the Circolo Ricreativo Assistenza Lavoratori (CRAL) promotes different activities and agreements:
Hera Group has chosen to apply the national collective labour agreement for the sector, which guarantees certain supplementary healthcare and retirement benefits for all employees. Hera makes its own contributions to these services, which covers the entire costs envisaged by certain national collective labour agreements.
Hera Group provides a catering service for all its employees through canteens on the premises or alternatively through approved restaurants which serve full meals.
The Hera Group is committed to actions for reconciling work and personal life, especially through the use of part-time and flex-time schedules.
Page updated 29 April 2020