[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:it-it\u002Flavoro-in-italia\u002Fcontratti-collettivi-nazionali\u002Fcollective-bargaining-agreement-for-workers-of-co-operatives-in-the-packaging-sector-signed-by-confcooperative-provincial-union-cuneo-2022":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":163,"content_type_view":164,"extra_breadcrumbs":165,"body":167,"body_blocks":178,"related_pages":182},2373,"contratti-collettivi-nazionali","Contratti Collettivi Nazionali",null,"","\u002Fit-it\u002Flavoro-in-italia\u002Fcontratti-collettivi-nazionali","collective_agreements.collectiveagreementoverview","it_IT","2025-08-07T09:20:00.300985+00:00","2026-04-02T09:33:42.301073+00:00","\u002Fcms\u002Fpages\u002F2373\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Italia","it-it",{"title":20,"slug":21},"Lavorare in Italia","lavoro-in-italia",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fit-it\u002Flavoro-in-italia\u002Fcontratti-collettivi-nazionali\u002F","index, follow","website","summary_large_image","2025-08-07T11:20:00.300985+02:00","2026-04-02T11:33:42.426027+02:00",{"cba":32,"clauses":43,"details":161,"translations":162},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"collective-bargaining-agreement-for-workers-of-co-operatives-in-the-packaging-sector-signed-by-confcooperative-provincial-union-cuneo-2022","ca3ae77e-65b2-11ee-8f01-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fitaly\u002Fcollective-bargaining-agreement-for-workers-of-co-operatives-in-the-packaging-sector-signed-by-confcooperative-provincial-union-cuneo-2022\u002Fcollective-bargaining-agreement-for-workers-of-co-operatives-in-the-packaging-sector-signed-by-confcooperative-provincial-union-cuneo-2022\u002F","Collective Bargaining Agreement for Workers of Co-operatives in the Packaging Sector signed by CONFCOOPERATIVE PROVINCIAL UNION CUNEO 2022","Collective Bargaining Agreement for Workers of Co-operatives in the Packaging Sector signed by CONFCOOPERATIVE PROVINCIAL UNION CUNEO 2022 - 2022","Italy - Collective Bargaining Agreement for Workers of Co-operatives in the Packaging Sector signed by CONFCOOPERATIVE PROVINCIAL UNION CUNEO 2022 - 2022","Collective Bargaining Agreement for Workers of Co-operatives in the Packaging Sector signed by CONFCOOPERATIVE PROVINCIAL UNION CUNEO 2022 - 2022 - Attività manifatturiere",{"name":41,"data":42},"20221213_CBA on AI_Cuneo .html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>20221213_CBA on AI_Cuneo \u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>TERRITORIAL ALIGNMENT AND CONFLUENCE AGREEMENT\u003C\u002Fh1>\n\n\u003Ch1>of\u003C\u002Fh1>\n\n\u003Ch1>Collective Bargaining Agreement for Workers of Co-operatives in the\nPackaging Sector signed by\u003C\u002Fh1>\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Ch1>CONFCOOPERATIVE PROVINCIAL UNION CUNEO\u003C\u002Fh1>\n\n\u003Ch1>e\u003C\u002Fh1>\n\n\u003Ch1>FLAI - CGIL CUNEO\u003C\u002Fh1>\n\n\u003Ch1>FAI-CISL CUNEO\u003C\u002Fh1>\n\n\u003Ch1>UILA - UIL CUNEO\u003C\u002Fh1>\n\n\u003Ch1>at\u003C\u002Fh1>\n\n\u003Ch1>National Collective Bargaining Agreement for workers employed by\ncooperative companies in the processing of agricultural and livestock products\nand food processing\u003C\u002Fh1>\n\n\u003Ch1>signed by\u003C\u002Fh1>\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Ch1>FEDAGRI - CONFCOOPERATIVE AGRITAL - AGCI\u003C\u002Fh1>\n\n\u003Ch1>LEGACOOP AGRI-FOOD\u003C\u002Fh1>\n\n\u003Ch1>e\u003C\u002Fh1>\n\n\u003Ch1>FLAI CGIL\u003C\u002Fh1>\n\n\u003Ch1>FAI CISL\u003C\u002Fh1>\n\n\u003Ch1>UILA UIL\u003C\u002Fh1>\n\n\u003Ch1>On 14 June 2022, at ConfCooperative, Unione Provinciale Cuneo,\u003C\u002Fh1>\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Ch1>Between\u003C\u002Fh1>\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMEMPL_1\">\u003Ch1>CONFCOOPERATIVE PROVINCIAL UNION CUNEO\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>e\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMTRAD4_1\">\u003Ch1>FLAI - CGILCUNEO\u003C\u002Fh1>\n\n\u003Ch1>FAI - CISLCUNEO\u003C\u002Fh1>\n\n\u003Ch1>UILA - UIL CUNEO\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>this Territorial Alignment and Merger Agreement was signed .\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sharing the will to continue with the realisation of conditions of greater\nefficiency and competitiveness in the sector and to enhance work and\nemployment, as of 2016, the Parties signed agreements aimed at promoting,\nguaranteeing and evolving company production processes and regulations and\nprotecting workers' income.\u003C\u002Fp>\n\n\u003Cp>The Parties share the positive assessment of the importance of the sectoral\ncollective bargaining agreement as a regulatory and incomes policy instrument,\nwhich plays a central role in guiding trade union relations and constitutes the\nprimary source of reference for regulatory and pay institutions.\u003C\u002Fp>\n\n\u003Cp>With particular reference to this aspect, the parties have identified a\nmethod of alignment consisting in the progressive application of the\ninstitutions of the National Collective Labour Agreement for workers employed\nby cooperatives in the processing of agricultural and livestock products and\nfood processing (hereinafter, for brevity, CCNL) and the correlated and\nprogressive replacement of the corresponding regulation given by the Collective\nLabour Agreement for Workers in Cooperatives in the Packaging Sector\n(hereinafter, for brevity, CCL), as resulting from the last renewal of 16\nSeptember 2011.\u003C\u002Fp>\n\n\u003Cp>This text incorporates and unifies the agreements made to date between the\nterritorial collective parties, thus constituting the updated and integral\nversion of the territorial bargaining agreement referred to in the heading: to\napply exclusively to the territory of the Province of Cuneo.\u003C\u002Fp>\n\n\u003Cp>Therefore, the previous covenants of the Territorial Agreement texts,\nstipulated respectively on 13 June 2016, 3 August 2017 and 20 May 2019 (as well\nas those of the CCL of 16 September 2011), remain valid and effective, in\nrelation to the agreed duration periods of each of them projected with a view\nto safeguarding and improving the conditions, both regulatory and remunerative,\nfor the shared purpose of fully achieving the reference CCNL.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Foreword\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>A)\u003C\u002Fh3>\n\n\u003Cp>The undersigning parties, recalling the contents of the Preliminary\nMemorandum of Understanding of 3 August 2010 to the C.C.N.L. for Cooperative\nEnterprises, that of the contemporaneous Protocol for the \"worker member\" (Law\n142\u002F 2001), place the common interest at the basis of this agreement:\u003C\u002Fp>\n\n\u003Cp>-to concretely develop trade union relations and coherent behaviour in order\nto foster confrontation for a fruitful management of economic-organisational\npolicy as well as income policy\u003C\u002Fp>\n\n\u003Cp>-to ensure that labour relations at the various levels evolve in a\nharmonious, orderly, shared manner, fully responding to the peculiarities and\nneeds of the various branches and sectors of activity.\u003C\u002Fp>\n\n\u003Cp>-to regulate in a progressively uniform manner, at the level of\ninstitutions, the employment relationship between companies and workers.\u003C\u002Fp>\n\n\u003Cp>The progressive implementation method is implemented through foresight:\u003C\u002Fp>\n\n\u003Cp>-full application of the CCNL discipline (including its past and future\nrenewals) as an objective to be achieved;\u003C\u002Fp>\n\n\u003Cp>-of initial disapplications with respect to the articulation of the CCNL\nitself, which is gradually being reduced, in step with the abandonment of the\nCCL's previous regulations;\u003C\u002Fp>\n\n\u003Cp>-of precise deadlines, verification negotiations and implementation of\nalignment;\u003C\u002Fp>\n\n\u003Cp>-the negotiation of progressive agreements on economic and regulatory\ntreatment.\u003C\u002Fp>\n\n\u003Cp>On the basis of this methodical premise, the parties have articulated the\ndetailed provisions in Article 2 of the section \"Progressive Application of the\nRegulatory Part - Interpretative Criteria\" below.\u003C\u002Fp>\n\n\u003Cp>The expressions \"derogation\", \"non-application\", \"prevalence of one\ncontractual provision over another\" are to be understood, for the purposes of\nthis agreement, as equivalent to each other and designate instruments of\ncontractual technique aimed at determining the elements of discipline whose\nprogressive acceptance, to be agreed upon, leads to progressive\nharmonisation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>B)\u003C\u002Fh3>\n\n\u003Cp>The contractual system thus regulated corresponds to the commitment of the\nparties to fully implement the system of gradual alignment to the CCNL.\u003C\u002Fp>\n\n\u003Cp>References to the discipline of the CCL still in force, which have hitherto\nbeen made in the previous texts of the Territorial Agreement by way of\nreference to the text of 16 September 2011, shall henceforth be made by way of\ntransposition of that discipline into this Agreement.\u003C\u002Fp>\n\n\u003Cp>Today's signatory parties also recall as a reference the contents of the\nrecent Interconfederal Agreement of 12 December 2018 on the guidelines for the\nreform of industrial relations and, in particular, the explicit recognition\nthat the typicality of the cooperative model, within which worker-members not\nonly participate in the share capital of the cooperative but also hold\nassociative rights, is one of the most valuable peculiarities of cooperation\nand a point of synthesis between labour, participation and the market.\u003C\u002Fp>\n\n\u003Cp>In fact, it is recognised that the cooperative enterprise is in a different\ncondition from the private one. It does not pursue speculative ends, but has as\nits primary objective the achievement, through management in associated form by\nits worker members, of employment continuity for workers and better economic,\nsocial and professional conditions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>C)\u003C\u002Fh3>\n\n\u003Cp>Having said this, the parties have initiated and have been conducting over\nthe years, starting from 2016, a positive and shared path of evolution of the\napproach used as the genesis of the Collective Bargaining Agreement for Workers\nof Cooperatives in the Packaging Sector, on the basis of:\u003C\u002Fp>\n\n\u003Cp>-of the evolutionary tendency typical of a mature labour market in the\ndirection of sharing towards a reduced number of contractual instruments, with\na national character;\u003C\u002Fp>\n\n\u003Cp>-the pursuit of worker protection and income consolidation;\u003C\u002Fp>\n\n\u003Cp>-of the contents and discipline in regulatory and economic terms of the CCNL\ntaken as reference, an objective to be achieved in this alignment process;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>D)\u003C\u002Fh3>\n\n\u003Cp>The parties have carefully considered and acknowledge the importance not\nonly of the historical experience of the packaging sector cooperatives\noperating in the Province of Cuneo, but even more of the territorial and\nentrepreneurial specificity of the sector itself.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>E)\u003C\u002Fh3>\n\n\u003Cp>Consequently, the parties attribute positive value and competitive advantage\nto the constant, analytical and informed consideration of the peculiarities of\nthe structure of the contractual regulatory framework they are regulating in\nthis alignment and merger agreement and the approach established herein.\u003C\u002Fp>\n\n\u003Cp>The parties hereby undertake to foster and promote the implementation of\nthis agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>F)\u003C\u002Fh3>\n\n\u003Cp>The activities referred to in Article 1 of the Collective Bargaining\nAgreement for workers of cooperatives in the packaging sector are recognised by\nthe parties as being referable to and compatible with the scope of application\nof the activities referred to in Article 1 of the current National Collective\nBargaining Agreement for workers employed by cooperatives in the processing of\nagricultural and livestock products and food processing.\u003C\u002Fp>\n\n\u003Cp>In this regard, the concept of \"packaging activity\", described in the\nexamples already in Article 1 of the CCL Packaging (consisting, for example,\nof\u003C\u002Fp>\n\n\u003Cp>-selection, inspection and sorting of products with subsequent wrapping,\ncanning, packaging, sealing and eventual cellophane wrapping;\u003C\u002Fp>\n\n\u003Cp>-insertion of individual packages in eshibitors, which are in turn inserted\ninto cartons or insertion directly into cartons;\u003C\u002Fp>\n\n\u003Cp>-Placement of several cartons on pallets, order processing through loading\nand shipment of the pallets either to the customer's storage warehouse or\ndirectly to the buyer specified in the shipping order;\u003C\u002Fp>\n\n\u003Cp>-labelling and packaging of products with subsequent placement on\npallets;\u003C\u002Fp>\n\n\u003Cp>-activities preliminary and complementary to portering;\u003C\u002Fp>\n\n\u003Cp>-Bagging, bagging, weighing, tying, stacking and unstacking, pressing and\npackaging;\u003C\u002Fp>\n\n\u003Cp>-operations preparatory, ancillary and complementary to packaging),\u003C\u002Fp>\n\n\u003Cp>activities in general concerning unpacking\u002Fpacking, assembling, bagging,\nlabelling, to be performed manually or mechanically, of\u002Fon finished\nproducts.\u003C\u002Fp>\n\n\u003Cp>The concrete object of the packaging, on the other hand, it is reiterated,\ndoes not automatically affect its manner of execution.\u003C\u002Fp>\n\n\u003Cp>In any case, for the purposes of the applicability of this Agreement and the\nCCNL, the historical data of the lasting application of the CCL by cooperative\nenterprises that have legitimately adopted it, have given it and are punctually\nexecuting it in its entirety shall constitute an interpretative element.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>That being said,\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>the following is agreed\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>General, programmatic and procedural rules\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The recitals form an integral and essential part of this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cstrong>1.bis.\u003C\u002Fstrong> This Agreement shall enter into force on 1 July 2022\nand shall be valid until 30 November 2023, a term coinciding with the term\nidentified by the national social partners as the expiry date of the CCNL (ref.\nArt. 3 CCNL, as amended by the minutes of the agreement of 2 December 2020) and\nto this end agreed herein by the social partners of the territory.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.The parties confirm that they are proceeding with the progressive\nalignment of the previous contractual regulations applied to workers of\ncooperatives in the packaging sector, according to the modalities distinctly\nconsidered below, in order to include the sector constituted by the\ncooperatives operating in the territory of the Province of Cuneo in the broader\ncontractual reference given by the National Collective Labour Agreement for\nworkers employed by cooperatives in the processing of agricultural and\nzootechnical products and food processing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.This Alignment and Confluence Agreement, in its relational, economic,\nregulatory and temporal aspects, will in fact be incorporated, to all intents\nand purposes, into the new sectoral contractual framework, with the modalities\nand scope of application specifically defined herein.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.The parties have agreed to pay particular attention to matters\n(seasonality, territoriality, flexibility, quality, training, safety and, as\nfrom this renewal, also technological innovation) that are the subject of\nspecific problems, without prejudice to any further specialisation delegated to\npossible company-level bargaining. With reference to these matters and issues,\nthe parties shall adopt the measures best suited to the context as set out in\nthe detailed rules contained in the \"Special Rules\" section.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.The parties attach fundamental value to the agreed management of the\nprogressive alignment of remuneration levels, also in consideration of the\nparallel evolution of the reference market in which the cooperative enterprises\noperate. It is therefore specified that, during the alignment period, the\nevolution of the CCNL will also be progressively harmonised by the parties, in\nthe context of Articles 6 and 7 below.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.The parties acknowledge and agree that such gradual harmonisation can and\nmust be pursued and concretely carried out through a real evolution and\napplication of the contractual institutions: both options made possible not\nonly by the reference civil law, but also by the acknowledged improving value\nof the overall arrangement pursued herein and of the alignment path, as agreed\nherein and already concretely undertaken through the agreements set forth in\nthe following \"Special Rules\" section. All this will be achieved:\u003C\u002Fp>\n\n\u003Cp>-through the provision of increments in relation to salary levels;\u003C\u002Fp>\n\n\u003Cp>-by intervening on institutions directly competing to regulate the so-called\n'basic remuneration' or the composition of the so-called 'de facto global\nremuneration';\u003C\u002Fp>\n\n\u003Cp>-also by intervening on institutions, in any event, potentially capable of\ngenerating economic effects (meaning, for the purposes herein, \"economic\" in a\nsense not immediately superimposable on \"remuneration\": thus, again by way of\nexample, including institutions granting allowances, bonuses, etc.). ).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.Consequently, the parties envisage a time progression of the foreseen\nharmonisation on the economic level, which will lead to full alignment with the\nstructure of the CCNL. The time progression has assumed and will assume\nfundamental value in each of its deadlines, as a stabilising element and\nguarantor of the sustainability of the alignment path.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Accordingly, the following is agreed\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)The evolution of the application of contractual and economic alignment\nmeasures will be subject to constant monitoring by the signatory social\npartners.\u003C\u002Fp>\n\n\u003Cp>b)The agreements with economic effects (understood in the broad sense in the\nlast paragraph of Section 6 above), agreed upon in the following section of\nthis Alignment Agreement, are and will be instrumental to harmonisation as of\ntoday's stipulation;\u003C\u002Fp>\n\n\u003Cp>c)With regard to the provision of Article 7 General Rules, letter d) of the\n2016 Agreement, the Parties that are today signatories and stipulators identify\n30 November 2023 as the final date of the alignment pathway. Therefore, as of 1\nDecember 2023, the CCNL for workers employed by cooperatives engaged in the\nprocessing of agricultural and livestock products and the processing of food\nproducts will become fully applicable.\u003C\u002Fp>\n\n\u003Cp>d)The parties invoke to the fullest extent the principle of preservation of\nthe contract as set forth in Articles 1367, 1424, 1446 of the Civil Code.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.As from next September 2022, the signatory and stipulating parties\nundertake to initiate a wide-ranging discussion, with a view to the agreed end\nof the alignment process, to share the most suitable measures and modalities to\nfacilitate the full application of the CCNL: taking into account the work of\ncontractual definition of the recognised, specific activity carried out by the\nsector, carried out by the social partners of the territory during the previous\nrenewals, which is now coming to an end.\u003C\u002Fp>\n\n\u003Cp>What will be shared will be formalised in special minutes of agreement.\u003C\u002Fp>\n\n\u003Cp>All Parties reaffirm, in a spirit of cooperation and in accordance with\nobjective good faith, to exclude, on the occasion of such future stipulations,\nany value whatsoever to any \"signatures for mere acknowledgement\" or \"with\nmental reservation\" or similar formulations.\u003C\u002Fp>\n\n\u003Cp>Such manifestations of will, if they occur, will be equivalent to\nnon-signatures by the collective entity that expressed them; nevertheless they\nwill not invalidate the full validity and effectiveness of the agreements\ninstead reached by the other parties, again in accordance with the general\nprinciple of preservation of the contract.\u003C\u002Fp>\n\n\u003Cp>The parties refer to the Interconfederal Agreement of 28 July 2015 on the\nConsolidated Law on Representation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>9.Trade Union Representatives\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>It remains up to the stipulating and signatory trade union organisations to\nelect the workers' representatives in accordance with the applicable\nInterconfederal Agreements and on the basis of the CCNL subject to the\nalignment pathway.\u003C\u002Fp>\n\n\u003Cp>These representatives, once elected (RSU and RLS) and\u002For appointed (RSA and\nRLS) will be communicated to the Cooperative Associations by the FAI\u002F CISL,\nFLAI\u002F CGIL, UILA\u002F UIL.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>The trade union representatives in question, in the exercise of the\ncontractual and regulatory rights provided for such office, shall guarantee the\nnecessary trade union assistance to all workers operating in the Cooperative\nEnterprises covered by this Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The parties recognise the figure, on the workers' side of the trade union,\nof the \"Subdivision Delegate\"; this figure will act as technical\u002Fpolitical\nsupport to the trade union side itself and to all the workers of the provincial\nsubdivision, for matters that all fall within the competence of the Joint\nObservatory\u003C\u002Fp>\n\n\u003Cp>For the territory of the Province of Cuneo, three sectoral delegates are\ndefined, who will be identified from within the workers' trade union\norganisations already signatory to the Territorial Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>\u003Cstrong>9a) Safety at work\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The parties recognise the importance of the role of the RLSs in individual\ncooperative enterprises, also for the purpose of constantly collecting data on\nthe frequency and severity of accidents: to provide statistically useful\nelements to take a snapshot of the evolution of the sector from this specific\npoint of view.\u003C\u002Fp>\n\n\u003Cp>The parties undertake to also promote, in this context, the collection of\ndata on near misses.\u003C\u002Fp>\n\n\u003Cp>Lastly, the parties confirm their mutual willingness to carry out in-depth\nstudies on the aforementioned evolution of the sector from the security point\nof view, in the event of the emergence of significant phenomena that show the\nadvisability of promoting initiatives (study, research, promotion) of\nterritorial relevance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>9b) Joint Observatory on Contract Management.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The parties reaffirm the maintenance of the Joint Observatory for the\nmanagement of the Territorial Agreement of Alignment and Confluence and the\nverification of the overall state of its application also within individual\ncooperatives.\u003C\u002Fp>\n\n\u003Cp>This Observatory will be composed of representatives of the workers and the\nsignatory Cooperative Association.\u003C\u002Fp>\n\n\u003Cp>The Observatory is continuing to verify every profile pertaining to the\npunctual application of the rules of this Agreement and its predecessors, as\nwell as the already applicable rules of the target CCNL, in terms of their\nregulatory contents as well as their remuneration: also through the activation\nof the most suitable training, awareness and publicity initiatives.\u003C\u002Fp>\n\n\u003Cp>The Observatory will also carry out a constant examination of the general\nproblems of the sector, with particular attention to the organisation of work\nand vocational training, in order to contribute to an effective development of\nemployment and entrepreneurial activities within the cooperative movement\nrepresented by the stipulating and signatory Associations of this Agreement.\u003C\u002Fp>\n\n\u003Cp>The Observatory will have to meet at least every four months to carry out\nits activities.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>9c) Contractual Assistance Contribution\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Notwithstanding the provisions of Article 14 paragraph 2 of the CCNL\n(therefore not applicable), the following is agreed.\u003C\u002Fp>\n\n\u003Cp>The Cooperatives that refer within their regulations, or that in any case\napply, the Territorial Alignment and Confluence Agreement are obliged to pay,\nin favour of the stipulating workers' trade unions, a contractual assistance\ncontribution determined, for each average employee in the calendar year, as\nfollows\u003C\u002Fp>\n\n\u003Cp>othe equivalent of 10 hours, if the number of employees does not exceed\n1,500;\u003C\u002Fp>\n\n\u003Cp>othe equivalent of 9 hours for a higher number of employees. The number of\nemployees shall include all employees of the Cooperatives which, exclusively or\npredominantly, operate in the sectors referred to in point G of the Preamble of\nthis Territorial Agreement of Alignment and Confluence.\u003C\u002Fp>\n\n\u003Cp>The hourly amount of the contribution is equal to the contractual pay of the\n5th level.\u003C\u002Fp>\n\n\u003Cp>A company that fails to pay this contribution will have to pay workers an\nincrease of EUR 0.50 per hour.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>10.Ente Bilaterale della Cooperazione Cuneo\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The active and proactive role of representing the needs of workers in the\nsector within the Bilateral Body is reconfirmed for the stipulating and\nsignatory trade union organisations: FLAI, FAI and UILA.\u003C\u002Fp>\n\n\u003Cp>Co-operatives applying this collective agreement shall pay contributions to\nthe Bilateral Body (amounting to € 22.00 per average employed worker per\nyear).\u003C\u002Fp>\n\n\u003Cp>If the Co-operative fails to make the payment referred to in the preceding\nparagraph, it shall pay each worker an increase in the E.A.R. of €25.00 per\nmonth.\u003C\u002Fp>\n\n\u003Cp>The undersigning and stipulating parties express their common conviction\nthat any failure to pay contributions to the Bilateral Body (of course in the\nabsence of recognition of the increase of the E.A.R. referred to in the\nimmediately preceding paragraph) constitutes, for the cooperative incurring\nsuch a failure, a material breach within the meaning of Article 1, paragraph\n1175 of Law 296\u002F2006.\u003C\u002Fp>\n\n\u003Cp>Consequently, they undertake to take the necessary steps with the competent\nbodies and organisations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_aiam\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_topics\">\u003Cp>\u003Cstrong>11.Technological evolution, innovation, information.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The Parties consider technological evolution to be an essential component of\nthe resources that can guarantee a future to the territorial production sector,\nwhose activities are considered by this Agreement. Therefore, the Parties to\nthe Territorial Agreement grasp with favour and evolutionary intent the\nprinciple set forth in Article 6, paragraph 3 of the CCNL, as amended by the\nrenewal round of 2 December 2020 and which is reproduced below:\u003C\u002Fp>\n\u003Cdl>\n    \u003Cdd>\"In this sense, in the light of the major transformations taking place\n      in the Italian social and production system, the Parties consider the\n      issue of organisational participation of female and male workers both on\n      internal processes and on the strategic lines of companies to be\n      fundamental\",\u003C\u002Fdd>\n\u003C\u002Fdl>\n\n\u003Cp>as well as the provisions of the new Paragraph III of Article 21 CCNL,\ninserted in the same round of renewal, in the part where it points out:\u003C\u002Fp>\n\u003Cdl>\n    \u003Cdd>\"Technological innovations, digitisation processes, computerisation and\n      increasing plant automation are having an increasing impact on the\n      organisation of work and production processes and, consequently, on the\n      knowledge and skills expressed by human labour\".\u003C\u002Fdd>\n\u003C\u002Fdl>\n\n\u003Cp>In this context, also in light of the contents of the European Commission's\nProposal of 21 April 2021 for a Regulation laying down harmonised standards on\nartificial intelligence, the Parties to today's Territorial Agreement intend to\nshare some basic assumptions, which may serve as a guide to the relations, on\nthe subject, that may take place in individual companies.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes_newtech\">\u003Cp>1-Innovation tends to be a never-ending path, in respect of which updating,\ntraining and planning skills must be cultivated and put in the best possible\nposition.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The assessment of the characteristics of an operational and production\ncontext is, therefore, referable to the given moment when it was made and is\nliable to lose validity if carried over to a later time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2-The company's adoption of robots\u002Fcobots and\u002For artificial intelligence to\nmake them part of its production process is an evolutionary and competitive\nfactor in itself positive.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3-It is recognised that such adoption can also have concrete impacts at the\norganisational level of the individual company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4The general values shared by the Parties to this Territorial Agreement, in\nterms of content, are:\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>the need for human control to persist, with a reduction in the\n    possibility of measures or decisions being taken in an automated manner, as\n    a result of the mere processing of data by algorithms;\u003C\u002Fli>\n  \u003Cli>the reliability and verifiability of data and evaluation paths;\u003C\u002Fli>\n  \u003Cli>the recognition, to the worker who interacts in a direct and habitual\n    manner (consistent with the tasks entrusted to him\u002Fher and the training\n    received), with an Artificial Intelligence, of the role of \"user\" of the\n    same (limited to the functions of the same that are under the worker's\n    direct responsibility and\u002For power of action);\u003C\u002Fli>\n  \u003Cli>the recognition of the specificity of each company, also in relation to\n    the innovation measures it has decided to adopt.\u003C\u002Fli>\u003C\u002Ful>\u003Cul>\n\u003C\u002Ful>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5-Another value shared by the parties to this territorial agreement, on a\nprocedural level, is the need for information (also in view of the various\nregulations already in force in the various areas) on the possible effects of\nthe innovations in question:\u003C\u002Fp>\n\u003Cdl>\n    \u003Cdd>5\u002F1: on the subject of work safety (a profile on which the Parties\n      refer to the provisions of Article 8, letters A and B of the CCNL, with\n      the additions made by the Renewal Agreement of 2 December 2020);\u003C\u002Fdd>\n    \u003Cdd>5\u002F2: on the subject of evaluation possibilities:\u003C\u002Fdd>\n    \u003Cdd>A - of performance;\n      \u003Cp>B - of the quality of the performance rendered in a broad sense (thus\n      not limited to purely quantitative performance) by individual workers or\n      groups of them;\u003C\u002Fp>\n      \u003Cp>5\u002F3: on the subject of employment.\u003C\u002Fp>\n    \u003C\u002Fdd>\n\u003C\u002Fdl>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6-Therefore it is agreed that it is important that the company, which\nintends to adopt robots\u002Fcobots and\u002For artificial intelligence (not merely on an\nexperimental basis and\u002For limited to positions outside the production process\nin the proper sense), should inform the Company Trade Union Representatives\n(or, in the absence thereof, the Territorial Unions stipulating this\nTerritorial Agreement), prior to their adoption, pointing out\u003C\u002Fp>\n\u003Cul>\n  \u003C\u002Ful>\u003Cul>\u003Cli>type of innovation, its essential technical components and its expected\n    impact on the production cycle and the pre-existing organisational\n  set-up;\u003C\u002Fli>\n  \u003Cli>in the case of Artificial Intelligence:\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cdl>\n    \u003Cdd>\u003Cstrong>*\u003C\u002Fstrong>the type of data they are called upon to collect;\n      \u003Cp>\u003Cstrong>*\u003C\u002Fstrong>the times and modes of data retention;\u003C\u002Fp>\n      \u003Cp>*the purposes of their collection.\u003C\u002Fp>\u003C\u002Fdd>\u003C\u002Fdl>\u003C\u002Fdiv>\u003Cdl>\u003Cdd>\u003C\u002Fdd>\u003C\u002Fdl>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_topics\">\u003Cdl>\u003Cdd>\u003C\u002Fdd>\u003C\u002Fdl>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_topics\">\u003Cdl>\u003Cdd>\u003C\u002Fdd>\u003C\u002Fdl>\u003C\u002Fdiv>\u003Cdl>\u003Cdd>\u003C\u002Fdd>\u003C\u002Fdl>\u003Cdl>\u003Cdd>\n    \u003C\u002Fdd>\n\u003C\u002Fdl>\n\n\u003Ch3>Progressive application of the regulatory part - interpretative\ncriteria\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The parties confirm the path that has seen the entry into force (subject\nto the exceptions agreed in the various renewal rounds), of the regulatory part\nof the CCNL for workers employed by cooperatives engaged in the processing of\nagricultural and livestock products and food processing (hereinafter, for\nbrevity, 'the CCNL' or 'the National Contract'), as of 1 July 2016.\u003C\u002Fp>\n\n\u003Cp>Progressive alignment, consistent with the premise has been and is being\nachieved:\u003C\u002Fp>\n\u003Cdl>\n    \u003Cdd>a)retaining in force, with the original text being incorporated into\n      the present, provisions of the original CCL instead of corresponding\n      provisions of the target CCL;\n      \u003Cp>b)by regulating, in the manner and at the time agreed upon herein,\n      institutions of the latter in a manner inconsistent with their\n      regulation.\u003C\u002Fp>\n    \u003C\u002Fdd>\n\u003C\u002Fdl>\n\n\u003Cp>In either case, the specific discipline contained in this Alignment\nAgreement prevails over that of the CCNL, where it differs.\u003C\u002Fp>\n\n\u003Cp>At the same time, for all matters not expressly mentioned in this Agreement,\nreference shall be made to the provisions and regulations of the CCNL for\nworkers employed by agricultural and livestock product processing and food\nprocessing cooperatives.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>It is hereby agreed that in the event of any doubt as to the interpretation\nof the application of the clauses of this Alignment Agreement (and\u002For other\nagreements referred to therein) with respect to the clauses of the National\nCollective Labour Agreement, the teleological interpretation, based on the\ncriterion of the progressiveness of the alignment process itself, shall prevail\nand be decisive: all this in light of the value, in any event recognised as an\nimprovement, of this Agreement and the previous agreements referred to in the\nforegoing, with respect to the 2011 local collective bargaining agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Special Rules\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch4>A-Classification of workers, role of safety officer, job allowance.\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1.Homogenisation of declarations\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The reconciliation of the declarations in Article 4 of the CCL to the\ndeclarations in Article 21 of the National Contract is confirmed as follows:\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>\u003Cp>Former 1st level: 6th level (former factory workers).\u003C\u002Fp>\n  \u003C\u002Fli>\n  \u003Cli>Former 2nd level Junior: Sixth level (former blue collar workers); with\n    immediate application, also considering the tasks carried out prior to the\n    signing of this Agreement, of paragraph 5), section \"ii) professional\n    mobility\", of Article 21of the CCNL.\u003C\u002Fli>\n  \u003Cli>Former 2nd level: Fifth level (former white-collar, former blue-collar\n    workers).\u003C\u002Fli>\n  \u003Cli>Former 3rd level: 4th level (former white-collar, former blue-collar\n    workers).\u003C\u002Fli>\n  \u003Cli>Former 4th level: 3rd level (former white-collar, former blue-collar\n    workers).\u003C\u002Fli>\n  \u003Cli>Former 5th level: Third level A (former clerical staff, former middle\n    management, former manual workers).\u003C\u002Fli>\n  \u003Cli>Former 6th level: Second level (former clerical staff, former middle\n    management).\u003C\u002Fli>\n  \u003Cli>Former 7th level: First Level or First Level A (former clerical staff)\n    depending on the specific tasks performed.\u003C\u002Fli>\n  \u003Cli>Former 8th level: First Level A (former clerical staff)\u003C\u002Fli>\n  \u003Cli>Former 9th level: Cadres.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1a) Security officers.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The Parties, recognising the importance of the provisions introduced by\nArticle 13 of Law 215\u002F2021 (converting Legislative Decree No. 146\u002F2021), in\nrelation to the role and responsibilities of the safety officer, defer to\nnational bargaining the full regulation of the subject.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch4>B-Working hours, flexibility, time bank\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Working hours\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The company provides, through its organisation, for the acquisition of work\nand its distribution to each worker on the basis of the tasks assigned, the\nprofessionalism possessed, the degree of responsibility acquired and the type\nof relationship in place.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>The time for contractual purposes only of the individual worker is set at 40\nhours per week, in accordance with Article 27 of the CCNL, paragraphs 1 and\n2.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>In the context of this territorial agreement, the company shall endeavour to\nfavour, in accordance with service requirements, the maximum employment\nopportunities by giving preference to the employment of workers whose\nprofessional skills are best suited to the needs of the client and in any case\nof the business.\u003C\u002Fp>\n\n\u003Cp>The same criteria will be used at the time of job placement if the number of\nworkers waiting for work exceeds the number of available jobs.\u003C\u002Fp>\n\n\u003Cp>At the request of the company trade union representatives and\u002For the\nterritorial trade union organisations that are signatories to and signatories\nto this Agreement, the individual company shall communicate the decision-making\ncriteria followed.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>The company will promote the continuous improvement of the professional\nskills of workers, providing specific training for this purpose.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.Seasonality, schedule flexibility - overtime and time\nbank\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The Parties acknowledge the peculiarities peculiar to the cooperative\nproduction system, also found in the sphere of directly related activities,\nsuch as those ascribable to the shared notion of 'packaging' (a system strongly\nconditioned by market trends, raw material procurement, seasonality of\nconsumption and production, and specific needs of customers and consumers).\u003C\u002Fp>\n\n\u003Cp>Consequently, the Parties recognise that it is essential for cooperative\nenterprises to seek further instruments agreed with the company trade union\nrepresentatives and the territorial SS. stipulating this agreement, aimed at\nmaking critical phases manageable according to criteria of mutuality and\nequity; that is, at favouring opportunities for growth and affirmation, with\nconsequent positive implications on working conditions and opportunities.\u003C\u002Fp>\n\n\u003Cp>The parties recognise that, in order to respond to the flexibility needs of\ncooperative enterprises through solutions that also take into due consideration\nthe conditions of workers, negotiations may be initiated to define agreements\nwith company trade union representatives and the territorial trade union\norganisations that are signatories to this agreement, at a company level, even\non an experimental basis, referring to the entire company or to branches of it,\nwhich provide for the use of working time management mechanisms that are\nadditional and different to those provided for in Articles 27, 28, 28bis, 28bis\nand 29 of the CCNL.\u003C\u002Fp>\n\n\u003Cp>For the purposes of the negotiation referred to in the preceding paragraph,\nthe companies shall inform the company trade union representatives (and\u002For the\nterritorial trade unions that are signatories to and signatories to this\nagreement) of the flexibility requirements manifested by the client, with a\nreasonable time frame and without prejudice, in cases of urgency, to\ninformation subsequent to the measures adopted immediately.\u003C\u002Fp>\n\n\u003Cp>The parties stipulate that the percentage limit for temporary workers is:\u003C\u002Fp>\n\u003Cdl>\n    \u003Cdd>a)calculated on an annual basis instead of quarterly;\n      \u003Cp>b)defined in percentage terms in any company bargaining, given the\n      specific seasonal and therefore flexibility needs of each cooperative in\n      the sector.\u003C\u002Fp>\n    \u003C\u002Fdd>\n\u003C\u002Fdl>\n\n\u003Cp>The agreements resulting from the bargaining referred to in paragraph b)\nabove may also identify for the permanent, fixed-term and seasonal workers\ninvolved, different working time arrangements, less than those of Article 27\nCCNL, correlating the distribution in time, duration and remuneration of the\nservice.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>In view of the above and for objective, technical or work organisation\nreasons, with information to the company trade union representatives (and\u002For to\nthe territorial OO.SS. signatories and signatories to this agreement), without\nprejudice to the limit of the maximum weekly working time of 48 hours including\novertime - as per paragraph 2, Article 4 of Legislative Decree no. 66\u002F 2003 -\nthe average weekly working time shall be calculated (by way of derogation from\nwhat has been established and on the basis of the provisions of Article 28 ter\nof the National Collective Labour Agreement for Co-operatives for the\nProcessing of Agricultural and Livestock Products and Food Products), over a\nperiod longer than four months and more precisely over a period of 12 (twelve)\nmonths starting from 01.01 to 31. 12. of each year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Co-operatives undertake to fully respect Articles 7, 8 and 9 of Legislative\nDecree 66\u002F2003.\u003C\u002Fp>\n\n\u003Cp>The accrual in the time bank of the hours in excess of the normal working\nhours (daily and\u002For weekly) performed, including the translation into hourly\nterms of the relevant surcharges, contractually provided for by the CCNL\nCooperatives for the processing of agricultural and zootechnical products and\nfood products, may be made at the employee's request for the entire amount of\nthe overtime hours worked and of the aforementioned hourly quantification of\nthe corresponding surcharge, or for the single hour with the exclusion of the\nsurcharge, as already provided for by the CCNL itself.\u003C\u002Fp>\n\n\u003Cp>Therefore, for one hour of overtime actually worked, the employee may set\naside one hour (1), plus the relevant contractually provided surcharge,\ntranslated into minutes, or alternatively, if requested, set aside only the\nhour, with payment of the surcharge then being made together with the relevant\nmonth's pay.\u003C\u002Fp>\n\n\u003Cp>This recovery can be achieved within a period of 12 months, with priority\ngiven to periods of lower production activity or cyclical contraction of the\nactivity itself, all in relation to the resumption of the next production\nyear.\u003C\u002Fp>\n\n\u003Cp>Moreover, the aforementioned recovery will also take place on the basis of\nthe needs of the worker concerned compatible with the\ntechnical\u002Fproductive\u002Forganisational needs of the company.\u003C\u002Fp>\n\n\u003Cp>If there is a possibility that, for objective and unforeseeable reasons, the\nemployee may start work a few days later than the date of recruitment, the\naccrued hours bank can be brought forward, by means of a so-called\n'anticipation of the accrued hours bank'.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4.Other ways of managing work reductions.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Where no agreements are reached pursuant to the above article (reaffirming\nthe favour of the collective parties for the adoption of part-time\nrelationships, including cyclical\u002Fmultiple-period relationships), the companies\nshall manage the time phases of total or partial impossibility to provide work\nopportunities, by means of unpaid work suspensions.\u003C\u002Fp>\n\n\u003Cp>Such suspensions will be decided by the administrative body, through the\nadoption of a specific reasoned resolution, highlighting the names of the\nworkers whose services, as a result of the events integrating the\naforementioned impossibility, are temporarily not required and will be the\nsubject of communication to the company trade union representatives and the\nterritorial trade union organisations.\u003C\u002Fp>\n\n\u003Cp>The resolution in question must mention, albeit in summary form, the\ncriteria followed by the administrative body, in the event of partial inability\nto perform, in order to decide which workers to suspend from among the total\nworkforce.\u003C\u002Fp>\n\n\u003Cp>The parties acknowledge, for the purposes of balancing the needs considered\nherein, that it is fair and preferable for workers to use their holidays,\naccrued leave and accumulated time bank prior to any suspension from work that\nis the subject of the resolution.\u003C\u002Fp>\n\n\u003Cp>The resolution of the administrative body will normally have to indicate the\nduration of the suspension, if data are available to enable the administrative\nbody of each company to make such provision on an individual occasion.\u003C\u002Fp>\n\n\u003Cp>Notice of the adoption of such a resolution shall be given in writing to\neach employee concerned; the requirement of written form shall be deemed to be\nsatisfied by the use of a communication dated and signed for acknowledgement of\nreceipt by the employee present or by registered letter or telegram with\nacknowledgement of receipt or by PEC or e-mail with confirmation of receipt.\u003C\u002Fp>\n\n\u003Cp>If work opportunities arise again, the suspended workers shall be recalled\n(with at least 48 hours' notice, where possible), by means of further written\ncommunications pursuant to the preceding paragraph. The recall shall be\nannounced (not decided) in the subsequent minutes of the administrative body of\nthe company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>C - Specific institutes\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5. Contractual minimums and periodic seniority increases\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>In the context of this alignment agreement, the application of the\ncontractual minimums set out in the tables forming an integral part of this\nAgreement is confirmed until otherwise agreed between the social partners, with\nthe consequent disapplication of Article 45 of the National Contract.\u003C\u002Fp>\n\n\u003Cp>It should be pointed out that this is not a suspension of application, but a\ndisapplication: therefore, no further rights accrue other than those envisaged\nin this text.\u003C\u002Fp>\n\n\u003Cp>In relation, therefore, to the periodic seniority increases governed by\nArticle 46 of the National Contract, the same, during the alignment period,\nshall be subject to derogation on the quantitative level, with a view to\nmaintaining the sustainability of the alignment path and shall be subject to\nevaluation at each round of contractual renewal of this Agreement in order to\nseek the conditions to make this institution enforceable.\u003C\u002Fp>\n\n\u003Cp>Workers will accrue these steps as per the attached table.\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Paintings\u003C\u002Ftd>\n      \u003Ctd>€ 50,00equal to € 0.28736 per hour\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1A level\u003C\u002Ftd>\n      \u003Ctd>€ 35,00equal to € 0.20115 per hour\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1 level\u003C\u002Ftd>\n      \u003Ctd>€ 25,00equal to € 0.14368 per hour\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2 level\u003C\u002Ftd>\n      \u003Ctd>€ 19,20equal to € 0.11034 per hour\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3A level\u003C\u002Ftd>\n      \u003Ctd>€ 15,80equal to € 0.09080 per hour\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3 level\u003C\u002Ftd>\n      \u003Ctd>€ 14,10equal to € 0.08103 per hour\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4 level\u003C\u002Ftd>\n      \u003Ctd>€ 13,00equal to € 0.07471 per hour\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5 level\u003C\u002Ftd>\n      \u003Ctd>€ 11,85equal to € 0.06810 per hour\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6 level\u003C\u002Ftd>\n      \u003Ctd>€ 11,85equal to € 0.06810 per hour\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">\u003Cp>\u003Cstrong>6.Disease\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>In the context of this alignment agreement, sick leave and its treatment\nshall be regulated as follows. In the event of a non-work-related illness or\naccident, the employee has the right to keep his job for up to a total of 12\nmonths of absence, even resulting from the summation of non-consecutive\nsickness events, within the last two-year period (so-called \"comporto per\nsommatoria\" period).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Once the aforementioned limit has been exceeded, the Co-operative shall have\nthe right to terminate the employment relationship, without prejudice to the\nworker's claims (severance pay and any accruals) accrued at that time. In the\ncase of the serious pathologies referred to in letter A of Article 41 of the\nCCNL, the provisions of Article 41, paragraph 1), subparagraphs 4 and 5 of the\nsame paragraph shall apply.\u003C\u002Fp>\n\n\u003Cp>At the employee's written request, the company shall be obliged to certify\nto the employee, again in writing, the status of the application of this\ncontractual rule, with specific consideration of the remaining duration of the\nleave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>Workers who have been employed for more than 2 months are entitled, for days\nof sickness absence compensated by INPS, to a supplement guaranteeing 86% of\ntheir normal net pay\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>7.Additional months\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A - 13th month\u003C\u002Fp>\n\n\u003Cp>Workers with more than 15 days of work are entitled to 13th month's pay.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>The amount of the 13th is equal to one-twelfth of: hours worked, paid\nholidays and paid holidays, compulsory maternity leave, accident periods with\nsupplement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B - Weekday Bonus\u003C\u002Fp>\n\n\u003Cp>Workers with more than 15 days of actual work are entitled to a holiday\nbonus equal to one hundred and twentieth of: hours worked, paid holidays and\npaid holidays, compulsory maternity leave, periods of injury with\nsupplementation; this fraction will become equal to one hundredth as of 1 July\n2023.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>In the context of this alignment agreement, the non-application of Article\n47 of the National Contract is confirmed until otherwise agreed between the\nsocial partners.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>8.Rewards for objectives.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parties undertake to encourage, within the company, the establishment of\nperformance bonuses linked to projects to increase efficiency, productivity and\nimprovements in work organisation.\u003C\u002Fp>\n\n\u003Cp>In the context of the Alignment process, the parties agree on the time\nextension of the validity of the provisions of Article 5 of the CCNL\n(second-level and \"by objectives\" bargaining), also as resulting from the\nrenewal agreement of 2 December 2020, from 1 December 2023.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>9.Overtime, night and holiday work; holidays, marriage leave and\nbereavement leave.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Until otherwise agreed between the social partners, the following discipline\nis confirmed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A - Overtime, night and holiday work.\u003C\u002Fp>\n\n\u003Cp>Overtime is considered to be work performed beyond weekly working hours.\u003C\u002Fp>\n\n\u003Cp>The total working time may not exceed the maximum limits set by law.\u003C\u002Fp>\n\n\u003Cp>Holiday work is work performed on Sundays or other public holidays\nrecognised by the State.\u003C\u002Fp>\n\n\u003Cp>Night work is considered to be work performed for more than two hours\nbetween 10pm and 6am.\u003C\u002Fp>\n\n\u003Cp>The following surcharges apply to overtime, holiday and night work:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">daytime overtime work \u003Cspan style=\"color:#ffffff\">******************************************************************\u003C\u002Fspan>18%\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>daytime overtime work beyond the 48th hour\u003Cspan style=\"color:#ffffff\">*********************************************\u003C\u002Fspan>\n25%\u003C\u002Fp>\n\n\u003Cp>overtime work on Saturday afternoon\u003Cspan style=\"color:#ffffff\">************************************\u003C\u002Fspan> 25%\u003C\u002Fp>\n\n\u003Cp>festive overtime work \u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan>\u003Cspan style=\"color:#ffffff\">***************************************************\u003C\u002Fspan>30%\u003C\u002Fp>\n\n\u003Cp>night overtime work \u003Cspan style=\"color:#ffffff\">*****************************************************\u003C\u002Fspan>30%\u003C\u002Fp>\n\n\u003Cp>overtime night work\u003Cspan style=\"color:#ffffff\">*****************************************************\u003C\u002Fspan>\n45%\u003C\u002Fp>\n\n\u003Cp>festive work\u003Cspan style=\"color:#ffffff\">*********************************************************************************\u003C\u002Fspan>\n10%\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">night shift work \u003Cspan style=\"color:#ffffff\">**********************************************************\u003C\u002Fspan>10%\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>non-shift night work \u003Cspan style=\"color:#ffffff\">******************************************************\u003C\u002Fspan>19%\u003C\u002Fp>\n\n\u003Cp>festive night work \u003Cspan style=\"color:#ffffff\">********************************************************\u003C\u002Fspan>20%\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The increases provided for in this Article are not cumulative, in the sense\nthat the higher one absorbs the lower one.\u003C\u002Fp>\n\n\u003Cp>Any more favourable conditions at the level of the individual company are\nretained in the hourly amounts. The amounts in place shall remain frozen until\nthe percentages provided for in this article produce a higher amount.\nCompatibly with the company organisation, it may be agreed between the\ncooperative and the worker to replace the increase(s) provided for overtime by\nthis article in equal hours to be enjoyed at individual level.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>B - Holidays.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Workers with more than 15 days of actual work are entitled to paid\nholidays.\u003C\u002Fp>\n\n\u003Cp>Holidays are equal to 4\u002F52 of the ordinary hours worked, paid holidays and\nholidays, compulsory absences for maternity and accidents with supplement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>C - Holidays\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Civil and religious holidays recognised by the State, falling between Monday\nand Saturday, shall be remunerated, for those on duty, at an amount equal to\none twenty-sixth of the ordinary monthly salary. Nothing is due for holidays\nfalling on a Sunday.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Should the patron saint's day coincide with a Sunday, one of the following\nsolutions may be opted for at the cooperative level:\u003C\u002Fp>\n\n\u003Cp>•-payment of an amount equal to one twenty-sixth of the ordinary monthly\nsalary;\u003C\u002Fp>\n\n\u003Cp>•-replacement of the holiday by the granting of paid leave equal to one\ntwenty-sixth of the regular monthly working time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>D - Marital leave\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Non-probationary employees are entitled to a paid leave of 2 weeks and 1 day\nin the event of marriage. The remuneration shall be 2.167 fifty-second of the\nannual salary.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>E - Bereavement leave\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of the death of relatives and cohabiting partners, the\nprovisions of Law 53\u002F2000 and any amendments and additions shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The consequent disapplication of Articles 29, 32, 35, 38, 62 and 63 of the\nNational Contract is also confirmed, without prejudice to the full application\nof the institutes directly governed by law.\u003C\u002Fp>\n\n\u003Cp>It is made clear that it is not a question of suspension of application, but\nof disapplication\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>9a - Permits, ROL\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The parties acknowledge, from the broader regulation of Article 27 of the\nCCNL, the applicability to individual employment relationships of 20 hours of\nreduced working time, compared to the broader amount of hours of the CCNL\nitself.\u003C\u002Fp>\n\n\u003Cp>These 20 hours, in the more general context of the flexibility of working\nhours, due to objective necessity, that characterises the sector, can be used\nby the cooperatives to cover, up to competition, production shortages and\u002For in\nany case available work. The parties confirm, in this context, the\npracticability of workers' recourse to unpaid leave and\u002For leave periods.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>10.Injury.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>In the case of accidents at work and occupational diseases, the employee is\nentitled to retain his job until clinical recovery.\u003C\u002Fp>\n\n\u003Cp>Article 9 CCL Packaging is definitively repealed, with the application of\nArticle 42 CCNL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>\u003Cstrong>11.FILCOOP Supplementary Health Care and Supplementary\nPensions\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>In the context of this alignment agreement, the parties, sharing the\nimportance of establishing forms of supplementary health care, undertake to\nevaluate, in the period following the signing of this agreement, the\napplication of the provisions of Article 64 of the National Agreement,\ndisapplying the provisions of Article 61 of the National Agreement until\notherwise agreed.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cp>\u003Cstrong>12.Contractual minimums\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>With effect from 1 January 2023, the minimum salaries will be raised to:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6th level € 1,281.77\u003Cspan style=\"color:#ffffff\">****************\u003C\u002Fspan>\nequal to € 7.36651 per hour\u003C\u002Fp>\n\n\u003Cp>5th level € 1,321.52\u003Cspan style=\"color:#ffffff\">****************\u003C\u002Fspan>equal to € 7.59496 per hour\u003C\u002Fp>\n\n\u003Cp>4th level € 1,402.43\u003Cspan style=\"color:#ffffff\">****************\u003C\u002Fspan>equal to € 8.05994 per hour\u003C\u002Fp>\n\n\u003Cp>3rd level € 1,510.17\u003Cspan style=\"color:#ffffff\">****************\u003C\u002Fspan>equal to € 8.67915 per hour\u003C\u002Fp>\n\n\u003Cp>3A level € 1,617.82\u003Cspan style=\"color:#ffffff\">****************\u003C\u002Fspan>\nequal to € 9.29782 per hour\u003C\u002Fp>\n\n\u003Cp>2nd level € 1,739.61\u003Cspan style=\"color:#ffffff\">****************\u003C\u002Fspan>\nequal to € 9.99777 per hour\u003C\u002Fp>\n\n\u003Cp>1st level € 1,874.01\u003Cspan style=\"color:#ffffff\">****************\u003C\u002Fspan>\nequal to € 10.77018 per hour\u003C\u002Fp>\n\n\u003Cp>1A level € 2,036.01 \u003Cspan style=\"color:#ffffff\">****************\u003C\u002Fspan>equal to € 11.70119 per hour\u003C\u002Fp>\n\n\u003Cp>SQUARES € 2,440.05\u003Cspan style=\"color:#ffffff\">**************\u003C\u002Fspan> equal\nto € 14.02327 per hour\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_year\">\u003Cp>With effect from 1 October 2023, the minimum salaries will be raised to:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_start\">6th level € 1,307.41\u003Cspan style=\"color:#ffffff\">*************\u003C\u002Fspan> equal\nto € 7.51384 per hour\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5th level € 1,347.95\u003Cspan style=\"color:#ffffff\">*************\u003C\u002Fspan>equal\nto € 7.74686 per hour\u003C\u002Fp>\n\n\u003Cp>4th level € 1,430.48\u003Cspan style=\"color:#ffffff\">*************\u003C\u002Fspan> equal\nto € 8.22114 per hour\u003C\u002Fp>\n\n\u003Cp>3rd level € 1,540.38 \u003Cspan style=\"color:#ffffff\">*************\u003C\u002Fspan>equal\nto € 8.85273 per hour\u003C\u002Fp>\n\n\u003Cp>3A level € 1,650.18 \u003Cspan style=\"color:#ffffff\">*************\u003C\u002Fspan>equivalent to € 9.48378 per hour\u003C\u002Fp>\n\n\u003Cp>2nd level € 1,774.41\u003Cspan style=\"color:#ffffff\">*************\u003C\u002Fspan>equal\nto € 10.19773 per hour\u003C\u002Fp>\n\n\u003Cp>1st level € 1,911.49\u003Cspan style=\"color:#ffffff\">*************\u003C\u002Fspan> equal\nto € 10.98558 per hour\u003C\u002Fp>\n\n\u003Cp>1A level € 2,076.73 \u003Cspan style=\"color:#ffffff\">*************\u003C\u002Fspan>equal\nto € 11.93521 per hour\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_end\">QUADRIANS € 2,488.85\u003Cspan style=\"color:#ffffff\">**************************\u003C\u002Fspan> equal to € 14.30373\nper hour\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":44,"cbadate_end_date":48,"jobclassifaction1":50,"trainingprogrammes":54,"pensionfund":58,"SICDIS_trigger":62,"maxsicknesspay":65,"sicknessmaxdaysnr":69,"healthinsurance":73,"healthandsafetypolicy":76,"paidmaternityleave":79,"deathrelatives":83,"marriage":87,"WORKHOURS_trigger":91,"hourspweek_select":95,"MAXHOURS_trigger":99,"PAIDLEAV_trigger":103,"bankholidays1":107,"TRADEUNLEAV_trigger":111,"PAYSCALES_trigger":115,"WAGES_payscale1_start":118,"WAGES_payscale1_end":122,"WAGES_payscale1_year":126,"NOCTPREM_trigger":130,"OVERTIME_trigger":134,"SUNDAY_trigger":138,"CBA_MEMEMPL_1":142,"CBA_MEMTRAD4_1":145,"trainingprogrammes_newtech":149,"newtech_trigger":153,"newtech_aiam":157,"newtech_topics":159},{"bindId":45,"name":46,"text":47},"cbadate_start_date","1.bis. This Agreement shall enter into f","1.bis. This Agreement shall enter into force on 1 July 2022\nand shall be valid until 30 November 2023, a term coinciding with the term\nidentified by the national social partners as the expiry date of the CCNL (ref.\nArt. 3 CCNL, as amended by the minutes of the agreement of 2 December 2020) and\nto this end agreed herein by the social partners of the territory.",{"bindId":49,"name":46,"text":47},"cbadate_end_date",{"bindId":51,"name":52,"text":53},"jobclassifaction1","A-Classification of workers, role of saf","A-Classification of workers, role of safety officer, job allowance.",{"bindId":55,"name":56,"text":57},"trainingprogrammes","The company will promote the continuous ","The company will promote the continuous improvement of the professional\nskills of workers, providing specific training for this purpose.",{"bindId":59,"name":60,"text":61},"pensionfund","11.FILCOOP Supplementary Health Care and","11.FILCOOP Supplementary Health Care and Supplementary\nPensions",{"bindId":63,"name":64,"text":64},"SICDIS_trigger","6.Disease",{"bindId":66,"name":67,"text":68},"maxsicknesspay","Workers who have been employed for more ","Workers who have been employed for more than 2 months are entitled, for days\nof sickness absence compensated by INPS, to a supplement guaranteeing 86% of\ntheir normal net pay",{"bindId":70,"name":71,"text":72},"sicknessmaxdaysnr","In the context of this alignment agreeme","In the context of this alignment agreement, sick leave and its treatment\nshall be regulated as follows. In the event of a non-work-related illness or\naccident, the employee has the right to keep his job for up to a total of 12\nmonths of absence, even resulting from the summation of non-consecutive\nsickness events, within the last two-year period (so-called \"comporto per\nsommatoria\" period).",{"bindId":74,"name":60,"text":75},"healthinsurance","11.FILCOOP Supplementary Health Care and Supplementary\nPensions\n\nIn the context of this alignment agreement, the parties, sharing the\nimportance of establishing forms of supplementary health care, undertake to\nevaluate, in the period following the signing of this agreement, the\napplication of the provisions of Article 64 of the National Agreement,\ndisapplying the provisions of Article 61 of the National Agreement until\notherwise agreed.",{"bindId":77,"name":78,"text":78},"healthandsafetypolicy","9a) Safety at work",{"bindId":80,"name":81,"text":82},"paidmaternityleave","The amount of the 13th is equal to one-t","The amount of the 13th is equal to one-twelfth of: hours worked, paid\nholidays and paid holidays, compulsory maternity leave, accident periods with\nsupplement.\n\n\n\nB - Weekday Bonus\n\nWorkers with more than 15 days of actual work are entitled to a holiday\nbonus equal to one hundred and twentieth of: hours worked, paid holidays and\npaid holidays, compulsory maternity leave, periods of injury with\nsupplementation; this fraction will become equal to one hundredth as of 1 July\n2023.",{"bindId":84,"name":85,"text":86},"deathrelatives","E - Bereavement leave In the event of th","E - Bereavement leave\n\n\n\nIn the event of the death of relatives and cohabiting partners, the\nprovisions of Law 53\u002F2000 and any amendments and additions shall apply.",{"bindId":88,"name":89,"text":90},"marriage","D - Marital leave Non-probationary emplo","D - Marital leave\n\n\n\nNon-probationary employees are entitled to a paid leave of 2 weeks and 1 day\nin the event of marriage. The remuneration shall be 2.167 fifty-second of the\nannual salary.",{"bindId":92,"name":93,"text":94},"WORKHOURS_trigger","B-Working hours, flexibility, time bank ","B-Working hours, flexibility, time bank\n\n\n\n2.Working hours",{"bindId":96,"name":97,"text":98},"hourspweek_select","The time for contractual purposes only o","The time for contractual purposes only of the individual worker is set at 40\nhours per week, in accordance with Article 27 of the CCNL, paragraphs 1 and\n2.",{"bindId":100,"name":101,"text":102},"MAXHOURS_trigger","In view of the above and for objective, ","In view of the above and for objective, technical or work organisation\nreasons, with information to the company trade union representatives (and\u002For to\nthe territorial OO.SS. signatories and signatories to this agreement), without\nprejudice to the limit of the maximum weekly working time of 48 hours including\novertime - as per paragraph 2, Article 4 of Legislative Decree no. 66\u002F 2003 -\nthe average weekly working time shall be calculated (by way of derogation from\nwhat has been established and on the basis of the provisions of Article 28 ter\nof the National Collective Labour Agreement for Co-operatives for the\nProcessing of Agricultural and Livestock Products and Food Products), over a\nperiod longer than four months and more precisely over a period of 12 (twelve)\nmonths starting from 01.01 to 31. 12. of each year.",{"bindId":104,"name":105,"text":106},"PAIDLEAV_trigger","B - Holidays. Workers with more than 15 ","B - Holidays.\n\n\n\nWorkers with more than 15 days of actual work are entitled to paid\nholidays.\n\nHolidays are equal to 4\u002F52 of the ordinary hours worked, paid holidays and\nholidays, compulsory absences for maternity and accidents with supplement.",{"bindId":108,"name":109,"text":110},"bankholidays1","C - Holidays Civil and religious holiday","C - Holidays\n\n\n\nCivil and religious holidays recognised by the State, falling between Monday\nand Saturday, shall be remunerated, for those on duty, at an amount equal to\none twenty-sixth of the ordinary monthly salary. Nothing is due for holidays\nfalling on a Sunday.",{"bindId":112,"name":113,"text":114},"TRADEUNLEAV_trigger","The trade union representatives in quest","The trade union representatives in question, in the exercise of the\ncontractual and regulatory rights provided for such office, shall guarantee the\nnecessary trade union assistance to all workers operating in the Cooperative\nEnterprises covered by this Agreement.",{"bindId":116,"name":117,"text":117},"PAYSCALES_trigger","12.Contractual minimums",{"bindId":119,"name":120,"text":121},"WAGES_payscale1_start","6th level € 1,307.41************* equal ","6th level € 1,307.41************* equal\nto € 7.51384 per hour",{"bindId":123,"name":124,"text":125},"WAGES_payscale1_end","QUADRIANS € 2,488.85********************","QUADRIANS € 2,488.85************************** equal to € 14.30373\nper hour",{"bindId":127,"name":128,"text":129},"WAGES_payscale1_year","With effect from 1 October 2023, the min","With effect from 1 October 2023, the minimum salaries will be raised to:",{"bindId":131,"name":132,"text":133},"NOCTPREM_trigger","night shift work ***********************","night shift work **********************************************************10%",{"bindId":135,"name":136,"text":137},"OVERTIME_trigger","daytime overtime work ******************","daytime overtime work ******************************************************************18%",{"bindId":139,"name":140,"text":141},"SUNDAY_trigger","Civil and religious holidays recognised ","Civil and religious holidays recognised by the State, falling between Monday\nand Saturday, shall be remunerated, for those on duty, at an amount equal to\none twenty-sixth of the ordinary monthly salary. Nothing is due for holidays\nfalling on a Sunday.",{"bindId":143,"name":144,"text":144},"CBA_MEMEMPL_1","CONFCOOPERATIVE PROVINCIAL UNION CUNEO",{"bindId":146,"name":147,"text":148},"CBA_MEMTRAD4_1","FLAI - CGILCUNEO FAI - CISLCUNEO UILA - ","FLAI - CGILCUNEO\n\nFAI - CISLCUNEO\n\nUILA - UIL CUNEO",{"bindId":150,"name":151,"text":152},"trainingprogrammes_newtech","1-Innovation tends to be a never-ending ","1-Innovation tends to be a never-ending path, in respect of which updating,\ntraining and planning skills must be cultivated and put in the best possible\nposition.",{"bindId":154,"name":155,"text":156},"newtech_trigger","11.Technological evolution, innovation, ","11.Technological evolution, innovation, information.\n\nThe Parties consider technological evolution to be an essential component of\nthe resources that can guarantee a future to the territorial production sector,\nwhose activities are considered by this Agreement. Therefore, the Parties to\nthe Territorial Agreement grasp with favour and evolutionary intent the\nprinciple set forth in Article 6, paragraph 3 of the CCNL, as amended by the\nrenewal round of 2 December 2020 and which is reproduced below:\n\n    \"In this sense, in the light of the major transformations taking place\n      in the Italian social and production system, the Parties consider the\n      issue of organisational participation of female and male workers both on\n      internal processes and on the strategic lines of companies to be\n      fundamental\",\n\n\nas well as the provisions of the new Paragraph III of Article 21 CCNL,\ninserted in the same round of renewal, in the part where it points out:\n\n    \"Technological innovations, digitisation processes, computerisation and\n      increasing plant automation are having an increasing impact on the\n      organisation of work and production processes and, consequently, on the\n      knowledge and skills expressed by human labour\".\n\n\nIn this context, also in light of the contents of the European Commission's\nProposal of 21 April 2021 for a Regulation laying down harmonised standards on\nartificial intelligence, the Parties to today's Territorial Agreement intend to\nshare some basic assumptions, which may serve as a guide to the relations, on\nthe subject, that may take place in individual companies.\n\n\n\n1-Innovation tends to be a never-ending path, in respect of which updating,\ntraining and planning skills must be cultivated and put in the best possible\nposition.\n\nThe assessment of the characteristics of an operational and production\ncontext is, therefore, referable to the given moment when it was made and is\nliable to lose validity if carried over to a later time.\n\n\n\n2-The company's adoption of robots\u002Fcobots and\u002For artificial intelligence to\nmake them part of its production process is an evolutionary and competitive\nfactor in itself positive.\n\n\n\n3-It is recognised that such adoption can also have concrete impacts at the\norganisational level of the individual company.\n\n\n\n4The general values shared by the Parties to this Territorial Agreement, in\nterms of content, are:\n\n  the need for human control to persist, with a reduction in the\n    possibility of measures or decisions being taken in an automated manner, as\n    a result of the mere processing of data by algorithms;\n  the reliability and verifiability of data and evaluation paths;\n  the recognition, to the worker who interacts in a direct and habitual\n    manner (consistent with the tasks entrusted to him\u002Fher and the training\n    received), with an Artificial Intelligence, of the role of \"user\" of the\n    same (limited to the functions of the same that are under the worker's\n    direct responsibility and\u002For power of action);\n  the recognition of the specificity of each company, also in relation to\n    the innovation measures it has decided to adopt.\n\n\n\n\n5-Another value shared by the parties to this territorial agreement, on a\nprocedural level, is the need for information (also in view of the various\nregulations already in force in the various areas) on the possible effects of\nthe innovations in question:\n\n    5\u002F1: on the subject of work safety (a profile on which the Parties\n      refer to the provisions of Article 8, letters A and B of the CCNL, with\n      the additions made by the Renewal Agreement of 2 December 2020);\n    5\u002F2: on the subject of evaluation possibilities:\n    A - of performance;\n      B - of the quality of the performance rendered in a broad sense (thus\n      not limited to purely quantitative performance) by individual workers or\n      groups of them;\n      5\u002F3: on the subject of employment.\n    \n\n\n\n\n\n\n6-Therefore it is agreed that it is important that the company, which\nintends to adopt robots\u002Fcobots and\u002For artificial intelligence (not merely on an\nexperimental basis and\u002For limited to positions outside the production process\nin the proper sense), should inform the Company Trade Union Representatives\n(or, in the absence thereof, the Territorial Unions stipulating this\nTerritorial Agreement), prior to their adoption, pointing out\n\n  type of innovation, its essential technical components and its expected\n    impact on the production cycle and the pre-existing organisational\n  set-up;\n  in the case of Artificial Intelligence:\n\n\n    *the type of data they are called upon to collect;\n      *the times and modes of data retention;\n      *the purposes of their collection.",{"bindId":158,"name":155,"text":156},"newtech_aiam",{"bindId":160,"name":155,"text":156},"newtech_topics","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Collective Bargaining Agreement for Workers of Co-operatives in the Packaging Sector signed by CONFCOOPERATIVE PROVINCIAL UNION CUNEO 2022 - 2022\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Data di inizio validità: → 2022-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Data di fine validità: → 2023-10-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Settore: → Attività manifatturiere\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Settore: → Industrie alimentari  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Settore pubblico o privato: → Nel settore privato\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluso da:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Associazioni imprenditoriali: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Sindacati: → \n\n                \n                    \n                    \u003Cspan>\n                        FLAI - Federazione Lavoratori dell'Agro-Industria, FAI - Federazione agricola alimentare ambientale industriale, UILA - Unione Italiana Lavoratori Agroalimentare\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">PENSIONE E PREVIDENZA SOCIALE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Il datore di lavoro contribuisce a un fondo pensione per i dipendenti: → Sì\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Il datore di lavoro contribuisce a un fondo di invalidità per i dipendenti: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Il datore di lavoro contribuisce a un fondo di disoccupazione per i dipendenti: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">FORMAZIONE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Programmi di formazione: → Sì\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Stage: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Il datore di lavoro contribuisce a un fondo per la formazione dei dipendenti: → Sì\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">MALATTIA E INVALIDITA'\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Limite massimo dell'indennità di malattia (per 6 mesi): → 86 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Numero massimo di giorni per il congedo di malattia pagato: → 365 giorni\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Disposizioni riguardanti il ritorno al lavoro dopo una malattia a lungo termine, per esempio dopo un trattamento per tumore: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Congedo pagato per mestruazioni: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Indennità in caso di invalidità dovuta ad infortunio sul lavoro: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SALUTE, SICUREZZA E ASSISTENZA MEDICA\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Assistenza medica: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Assistenza medica per i familiari: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contributo all'assicurazione sanitaria: → Sì\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Assicurazione sanitaria per i familiari: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Politica di salute e sicurezza: → Sì\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Formazione sulla salute e la sicurezza: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Fornitura di indumenti protettivi: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Controlli medici regolari o annuali, o visite mediche forniti dal datore di lavoro: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoraggio delle sollecitazioni muscolo-scheletriche delle postazioni di lavoro, dei rischi professionali e\u002Fo del rapporto lavoro-salute: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Assistenza funeraria: → No\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">DISPOSIZIONI SU LAVORO E FAMIGLIA\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Congedo di maternità pagato: → -9 settimane\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Garanzia del posto di lavoro dopo il congedo di maternità: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Divieto di discriminazione in relazione alla maternità: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Divieto di obbligare le lavoratrici incinte o in allattamento a svolgere lavori pericolosi o insalubri: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Valutazione del rischio sul posto di lavoro per la sicurezza e la salute delle donne in gravidanza o in allattamento: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Disponibilità di alternative ad attività pericolose o insalubri per le lavoratrici in stato di gravidanza o di allattamento: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Permessi per esami medici prenatali: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Divieto di screening per verificare lo stato di gravidanza di una lavoratrice prima di firmare un contratto: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Divieto di screening per verificare lo stato di gravidanza di una lavoratrice prima di una promozione: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Servizi rivolti alle madri che allattano: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Servizi per l'infanzia forniti dal datore di lavoro: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Servizi per l'infanzia pagati dal datore di lavoro: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Contributo monetario \u002F sussidio per l'istruzione dei figli: → No\u003C\u002Fdiv>\n   \n            \n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Durata del congedo, in giorni, in caso di morte di un familiare: → The CBA explicitly refers to the law giorni\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">UGUAGLIANZA DI GENERE\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Parità di retribuzione per lavoro di pari valore: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Clausole relative alla discriminazione sul posto di lavoro: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Pari opportunità di promozione per le donne: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Pari opportunità di formazione e riqualificazione per le donne: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Sul posto di lavoro è presente un rappresentante del sindacato che si occupa di parità di genere: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clausole relative alle molestie sessuali sul luogo di lavoro: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clausole relative alla violenza sul posto di lavoro: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Congedo straordinario per lavoratori o lavoratrici vittima di violenza domestica o sessuale da parte della\u002Fdel partner: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Sostegno alle lavoratrici con disabilità: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Monitoraggio della parità di genere: → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">CONTRATTI DI LAVORO\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Durata del periodo di prova: → 60 giorni\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">I lavoratori part-time sono esclusi da alcune delle disposizioni: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Disposizioni relative ai lavoratori temporanei\u002Fprecari: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Gli apprendisti sono esclusi da alcune delle disposizioni: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Gli studenti lavoratori sono esclusi da alcune delle disposizioni: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ORARI DI LAVORO E FERIE\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Ore di lavoro giornaliere: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Ore di lavoro settimanali: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Giorni lavorativi settimanali: → 5.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Numero massimo di ore straordinarie: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Ferie annuali retribuite: → 20.0 giorni\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Ferie annuali retribuite: → 4.0 settimane\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysfixeddays\">\n                Giorni fissi per le ferie annuali retribuite: → -10.0 giorni\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Almeno un giorno di riposo settimanale: → Sì\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Numero massimo di domeniche \u002F giorni festivi che si possono lavorare in un anno: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Disposizioni su modalità di lavoro flessibile: → Sì\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">STIPENDI\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Gli stipendi sono determinati per mezzo di tabelle salariali: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adeguamento al costo della vita: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Aumento di stipendio:\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Aumento di stipendio a partire dal: → 2023-10\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Maggiorazione retributiva per lavoro serale o notturno:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Maggiorazione retributiva per lavoro serale o notturno: → 110 % dello stipendio base\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Maggiorazione retributiva solo per lavoro serale: → No\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Maggiorazione retributiva per lavoro straordinario:\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Maggiorazione retributiva per lavoro domenicale:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Maggiorazione retributiva per lavoro domenicale: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Buoni pasto:\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Indennità per i pasti fornita: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Assistenza legale gratuita: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[166],{"title":37,"slug":33},[168],{"type":169,"data":170},"call_to_action_body_block",{"title":171,"description":172,"variant":173,"link":174},"Confronta contratti collettivi","Confronta i contratti collettivi in Italia e nel resto del mondo selezionando i temi e\u002Fo i settori di tuo interesse","dark",{"title":171,"url":175,"description":171,"rel":176,"type":177},"\u002Fit-it\u002Flavoro-in-italia\u002Fcontratti-collettivi-nazionali\u002Fconfronta-contratti-collettivi","follow","internal",[179],{"type":169,"data":180},{"title":171,"description":172,"variant":173,"link":181},{"title":171,"url":175,"description":171,"rel":176,"type":177},[]]