[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:it-it\u002Flavoro-in-italia\u002Fcontratti-collettivi-nazionali\u002Funicredit-joint-declaration-on-work-life-balance-2017":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":74,"content_type_view":75,"extra_breadcrumbs":76,"body":78,"body_blocks":89,"related_pages":93},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":72,"translations":73},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"unicredit-joint-declaration-on-work-life-balance-2017","42e361bc-92ce-11ea-a89f-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fitaly\u002Funicredit-joint-declaration-on-work-life-balance-2017\u002Funicredit-joint-declaration-on-work-life-balance-2017\u002F","UniCredit Joint declaration on “work-life balance”, 2017","UniCredit Joint declaration on “work-life balance”, 2017 - 2017","Italy - UniCredit Joint declaration on “work-life balance”, 2017 - 2017","UniCredit Joint declaration on “work-life balance”, 2017 - 2017 - Attività finanziarie, attività della banca, assicurazioni",{"name":41,"data":42},"unicredit_declaration_work-life_balance_EN.html","\n              \n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New4\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>UniCredit Joint declaration on “work-life balance”, 2017\u003C\u002Fh1>\n\n\u003Ch3>Preamble\u003C\u002Fh3>\n\n\u003Cp>UniCredit is a leading pan-European commercial bank strongly committed to\ngenerate value for its customers, its employees and all relevant\nstakeholders.\u003C\u002Fp>\n\n\u003Cp>The Group has been created by merging several banks, whose individual\nidentities have come together to establish a wide international presence, with\na distinct trans-European culture that led to the creation of the UniCredit\nEuropean Works Council (UEWC) in 2007.\u003C\u002Fp>\n\n\u003Cp>The EWC represents the Group's employees at a European level and it has the\nright to be informed and consulted, as established by European regulations and\nimplemented in the UEWC Founding Agreement.\u003C\u002Fp>\n\n\u003Cp>Over the years, UniCredit and the employees’ representatives of the UEWC\nhave recorded major achievements, thanks to the commitment shown by both\nparties to working towards improved social dialogue at a European level.\u003C\u002Fp>\n\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqtraining\">In particular, several Joint Declarations - that embody the core values of\nthe Group - have been signed, such as the ones on Training, Learning and\nProfessional Development, Equal Opportunities and Non Discrimination, and\nResponsible Sales.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fp>\n\n\u003Cp>The current Joint Declaration intends to define guidelines and principles\nthat will guide the Group towards a shared approach to improve work-life\nbalance and its promotion in a perspective of continuous innovation and\ndevelopment of the current practices.\u003C\u002Fp>\n\n\u003Cp>It draws inspiration from:\u003C\u002Fp>\n\n\u003Cp>•the Five Fundamentals of UniCredit Group - which are one of the pillars\nof the \"One Bank, One UniCredit\" vision - with particular reference to\n“People Development” and the values of the Integrity Charter;\u003C\u002Fp>\n\n\u003Cp>•the Joint Statement of Understanding on Corporate Social Responsibility\nsigned in 2014 by the Sectoral Social Dialogue Committee in the Banking Sector\nat a European level by the following social partners: European Banking\nFederation, European Association of Co-operative Banks, European Savings and\nRetail Banking Group, and UNI Europa Finance;\u003C\u002Fp>\n\n\u003Cp>•the EU Parliament Resolution of 13 September 2016 on the creation of\nlabour market conditions favourable for work-life balance.\u003C\u002Fp>\n\n\u003Ch3>Context and purpose\u003C\u002Fh3>\n\n\u003Cp>The new global context presents a growing number of challenges, on one side\ncoming from socio-demographic changes and on the other from the digital\nevolution, which is changing many aspects of our daily life and the way we\nwork.\u003C\u002Fp>\n\n\u003Cp>The ongoing socio-demographic changes are influencing people's needs and\u003C\u002Fp>\n\n\u003Cp>expectations in terms of work-life balance.\u003C\u002Fp>\n\n\u003Cp>At the same time, the technological and digital evolution have been\ntriggering sudden changes in people's habits in professional and private life,\nalso leading to new opportunities of flexibility at work.\u003C\u002Fp>\n\n\u003Cp>Considering the corporate background, within the Group strategy defined by\nTransform 2019 multi-year plan, UniCredit is strongly committed to continuously\ninvest on people while building upon the working environment to foster\nengagement and quality of life, with the ambition to be the best place to\nwork.\u003C\u002Fp>\n\n\u003Cp>In the light of the current scenario, UniCredit and the employees’\nrepresentatives of the EWC agree that an adequate and proportional balance of\nthe different aspects of people's lives has positive impacts on workplace,\nengagement, productivity and the overall sense of belonging to the company,\nalso improving the quality of life and the wellbeing of employees.\u003C\u002Fp>\n\n\u003Cp>The Parties intend to define a Group-wide approach on work-life balance, by\nidentifying shared guidelines and principles to lead social dialogue in all\ncountries and companies of the Group, in full compliance with the respective\nnational labour laws and legal and negotiation contexts.\u003C\u002Fp>\n\n\u003Cp>This Joint Declaration therefore aims at defining a set of Group target\nstandards according to a socially responsible corporate approach, taking into\naccount the peculiarities and the current local best practices as well as the\nalready achieved standards of the single geographies.\u003C\u002Fp>\n\n\u003Cp>UniCredit and the employees’ representatives of the EWC agree that the\npromotion of consistent actions and behaviours at all levels of company\norganisation - starting from executives and managers - is the basis of a shift\ntowards a corporate culture oriented to work life balance.\u003C\u002Fp>\n\n\u003Ch3>Key principles\u003C\u002Fh3>\n\n\u003Cp>UniCredit Group, the Management and all Employees represented by the EWC at\nevery level, commit to complying with the principles outlined below.\u003C\u002Fp>\n\n\u003Cp>*People first, people are our main distinctive asset. Respect of people in\nthe workplace and taking care of their evolving personal needs are the basis to\ndevelop work-life balance policies.\u003C\u002Fp>\n\n\u003Cp>*High-quality employment: an adequate work-life balance contributes to the\nimprovement of work environment and supports our ambition to be ‘the best\nplace to work’, increasing the sense of belonging of employees and empowering\nthe overall corporate identity.\u003C\u002Fp>\n\n\u003Cp>*Respect of employees' private life, the opportunities offered by new\ndigital tools facilitate access to communications and impact on work processes\nand customer service. These opportunities, whose impacts are changing spaces\nand times of work, have to be managed fully respecting employees’ private\nlife, driving the digital evolution in order to improve the quality of\nprofessional environment.\u003C\u002Fp>\n\n\u003Cp>*Work-life balance culture: a shift towards a corporate culture effective\noriented to work life balance is based on the promotion of consistent actions\nand behaviours at all levels of company organisation, in line with personal and\nbusiness needs.\u003C\u002Fp>\n\n\u003Cp>*Quality of life: an adequate balance between work and personal life\npositively impacts on workplace, engagement, productivity and the overall sense\nof belonging to the company, with a consequent and consistent improvement of\npeople’s quality of life.\u003C\u002Fp>\n\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">*Equal opportunities and non discrimination: the accessibility to work-life\nbalance practices for each employee has to be recognized as an opportunity,\navoiding any kind of discrimination - according to what already stated in the\nJoint Declaration on \"Equal Opportunities and Non Discrimination\".\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fp>\n\n\u003Ch3>Modalities\u003C\u002Fh3>\n\n\u003Cp>In order to have a common general approach and to set target standards in\nall the Countries and Legal Entities of the Group - according to the key\nprinciples defined above - the Parties have identified 5 main macro-areas of\ninterest:\u003C\u002Fp>\n\n\u003Cp>-digitalization\u003C\u002Fp>\n\n\u003Cp>-space and time flexibility\u003C\u002Fp>\n\n\u003Cp>-time management at work\u003C\u002Fp>\n\n\u003Cp>-wellbeing\u003C\u002Fp>\n\n\u003Cp>-cultural change\u003C\u002Fp>\n\n\u003Cp>In each area, clear drivers aim at inspiring and addressing local\ninitiatives to improve the balance between professional and private life of our\nemployees.\u003C\u002Fp>\n\n\u003Cp>The Parties share the importance of fully respecting local peculiarities,\nsocial dialogue and current local best practices of the single geographies,\nalso taking into account organisational and production requirements. Local\nimplementations and dynamics shall consider what is already in place in the\nsingle Countries and Legal Entities of the Group.\u003C\u002Fp>\n\n\u003Cp>The Parties acknowledge that in cases of urgent and operative\u002Ftechnical\nneeds that require an immediate reaction the principles stated in this Joint\nDeclaration might not be applied, in the common interest of managing the\nurgencies and anyway with the exception of business continuity cases,\nspecifically regulated (i.e. operative and technical availability).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-FLEXWORK_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-flexible_work_options\">\u003Ch2>1.DIGITALIZATION\u003C\u002Fh2>\n\n\u003Cp>Managing the digital evolution through proper use of technology fully\nrespecting people, avoiding any kind of invasion in private life.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>‘Leave work at work’\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Proper use of corporate devices:\u003C\u002Fp>\n\n\u003Cp>-in principle respecting official working hours, according to the different\nlevel of managerial responsibility and seniority;\u003C\u002Fp>\n\n\u003Cp>-preserving employees' daily, weekly and holiday rest times;\u003C\u002Fp>\n\n\u003Cp>-avoiding any misuse and abuse of digital channels (i.e. SMS, video-calls,\nWhatsApp, chat, calls).\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>‘Create your free-tech zone’\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-use of personal devices for business needs is allowed only in case of real\nurgency;\u003C\u002Fp>\n\n\u003Cp>-to be avoided: texting, calling and emailing to personal devices for\nbusiness reasons.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>‘There is a work-life balance out of your inbox'\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Responsible use of e-mails:\u003C\u002Fp>\n\n\u003Cp>-in principle respecting official working hours and preserving employees’\ndaily, weekly and holiday rest times, according to the different level of\nmanagerial responsibility and seniority;\u003C\u002Fp>\n\n\u003Cp>-sending only to the strictly interested addressees (copied people by\nexception);\u003C\u002Fp>\n\n\u003Cp>-assuring that content is synthetic, clear and always respectful;\u003C\u002Fp>\n\n\u003Cp>-avoiding an excessive use of emails, preferring verbal dialogue when\npossible\u003C\u002Fp>\n\n\u003Ch2>2.SPACE AND TIME FLEXIBILITY\u003C\u002Fh2>\n\n\u003Cp>Encouraging a work-organisation approach based on flexible time and no fixed\nspaces.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>‘Flexible solutions for smart organization'\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Implementation of solutions and initiatives for work-organisation without\nbeing necessarily present in the workplace - respecting working hours - such\nas:\u003C\u002Fp>\n\n\u003Cp>-flexible working solutions, also taking into account the local\nsecurity\u002Flegal requirements - in particular the local client service model;\u003C\u002Fp>\n\n\u003Cp>-mobility initiatives.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>‘Flex your time, improve your life’\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Promotion of time flexibilities to meet personal needs and interests, such\nas:\u003C\u002Fp>\n\n\u003Cp>-voluntary and social activities leave;\u003C\u002Fp>\n\n\u003Cp>-leave for fathers’ involvement in the family care;\u003C\u002Fp>\n\n\u003Cp>-specific leave to take care of family members not self-sufficient;\u003C\u002Fp>\n\n\u003Cp>-periodic sabbatical leave (only for interchangeable roles);\u003C\u002Fp>\n\n\u003Cp>-unpaid time off for key life events;\u003C\u002Fp>\n\n\u003Cp>-tailor made part-time and flexi time solutions.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>3.TIME MANAGEMENT AT WORK\u003C\u002Fh2>\n\n\u003Cp>Adopting measures to maximize quality and effectiveness of time during\nworking hours.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>‘Work smarter, not harder'\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Rational organization of meetings to optimize time and effectiveness at\nwork:\u003C\u002Fp>\n\n\u003Cp>-only during working hours;\u003C\u002Fp>\n\n\u003Cp>-involving only the proper attendees;\u003C\u002Fp>\n\n\u003Cp>-sending the schedule agenda and anticipating useful documents;\u003C\u002Fp>\n\n\u003Cp>-facilitating part-time colleagues’ attendance;\u003C\u002Fp>\n\n\u003Cp>-respecting the scheduling time;\u003C\u002Fp>\n\n\u003Cp>-avoiding frequent meetings.\u003C\u002Fp>\n\n\u003Ch2>4.WELLBEING\u003C\u002Fh2>\n\n\u003Cp>Promoting the adoption of measures to improve people’s wellbeing during\ntheir life¬cycle.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>‘Don’t forget to take care of yourself’\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Promotion of initiatives, such as:\u003C\u002Fp>\n\n\u003Cp>-local wellbeing activities in the different spheres of life (i.e.\nnutritional, physical, emotional, relational);\u003C\u002Fp>\n\n\u003Cp>-prevention and health care campaigns;\u003C\u002Fp>\n\n\u003Cp>-strengthening the sensitiveness on initiatives aimed to prevent and\nmitigate work-stress related risks;\u003C\u002Fp>\n\n\u003Cp>-counselling and coaching program supporting private and professional needs,\non voluntary basis;\u003C\u002Fp>\n\n\u003Cp>-time saving and easy life initiatives;\u003C\u002Fp>\n\n\u003Cp>-extra professional passions and talents promotion, respecting business\nneeds;\u003C\u002Fp>\n\n\u003Cp>-dress-code to feel comfortable at work while respecting business needs and\ncustomers;\u003C\u002Fp>\n\n\u003Cp>-childcare services and initiatives supporting family balance.\u003C\u002Fp>\n\n\u003Ch2>5.CULTURAL CHANGE\u003C\u002Fh2>\n\n\u003Cp>Inspiring actions and behaviors to support a shift towards a corporate\nculture effectively based on ‘work-life balance’ and ‘inclusion’.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>‘Be an inspirational model for balance’\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-executives and managers must be the first ones to implement virtuous and\nconsistent behaviours promoting a cultural shift;\u003C\u002Fp>\n\n\u003Cp>-executives and managers must facilitate a positive working environment to\nimprove the quality of work and life;\u003C\u002Fp>\n\n\u003Cp>-bottom-up feedback on how managers facilitate work-life balance within the\nteam;\u003C\u002Fp>\n\n\u003Cp>-the managerial training plays an important role to support the above\nmentioned actions and behaviors.\u003C\u002Fp>\n\n\u003Cp>'Communication as a value’\u003C\u002Fp>\n\n\u003Cp>-facilitating employees’ involvement to stimulate virtuous behaviours\noriented to work-life balance;\u003C\u002Fp>\n\n\u003Cp>-stimulating a continuous dialogue between managers and employees;\u003C\u002Fp>\n\n\u003Cp>-monitoring and communicating the progress of the initiatives.\u003C\u002Fp>\n\n\u003Cp>‘Embrace dis-ability’\u003C\u002Fp>\n\n\u003Cp>-promoting disability management as inclusion practices;\u003C\u002Fp>\n\n\u003Cp>-promoting of specific role at country level (i.e. “disability\nmanager”).\u003C\u002Fp>\n\n\u003Ch3>Monitoring\u003C\u002Fh3>\n\n\u003Cp>Pursuant to art. 8.2 of the UEWC Agreement, the implementation of this Joint\nDeclaration is subjected to periodical monitoring from both UniCredit and the\nemployee’s representatives of the EWC.\u003C\u002Fp>\n\n\u003Cp>The Parties commit to ensuring the broader dissemination and implementation\nof the contents of this document in all countries of the Group, with the common\npurpose on using social dialogue to create a culture of work-life balance in\nthe company, taking into account the peculiarities and the current local best\npractices as well as the already achieved standards.\u003C\u002Fp>\n\n\u003Cp>Therefore, in the best interest of the effectiveness, the full\nimplementation and the continuous improvement of this document:\u003C\u002Fp>\n\n\u003Cp>•the Joint Declaration will be submitted to the attention of the Group's\nmanagement of all companies and countries where the Group is present, with a\nview to informing and raising awareness of its underlying principles,\nstimulating discussions with social partners at national level, in line with\nthe respective national legal and labour law conditions;\u003C\u002Fp>\n\n\u003Cp>•it will be monitored jointly, at a central level, by the EWC Select\nCommittee and by the Central Management.\u003C\u002Fp>\n\n\u003Cp>During the UEWC Select Committee meetings, possible issues will be addressed\nby the parties with the aim of assessing the current situation at global and\ncountry level and guaranteeing proper attention to the principles of this\nDeclaration.\u003C\u002Fp>\n\n\u003Ch3>Final clauses\u003C\u002Fh3>\n\n\u003Cp>Amendments to this document will be taken into consideration by UniCredit\nand the Employees Representatives in the EWC in the event of updated EU\nlegislation with an effect on the content of this Joint Declaration.\u003C\u002Fp>\n\n\u003Cp>This text is drafted and signed in Italian and in English. Should any\ncontroversies arise, the Italian version of the text shall prevail because the\nEWC is subjected to the Italian regulations in force.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cp>Milan, November 28, 2017\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>UniCredit\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-casignemployees\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemother\">\u003Cp>UniCredit European Works Council\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Statement by the UniCredit European Works Council\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The European Works Council has been supported by Uni Europe Finance in the\nprocess of drafting and defining this Joint Statement on Work-life balance.\u003C\u002Fp>\n\n\n\n            ",{"cbadate_start":44,"cbadate_start_date":47,"cbamemother":49,"casignemployees":52,"trainingprogrammes":54,"discrimination":58,"eqpromotion":62,"eqtraining":64,"FLEXWORK_trigger":66,"flexible_work_options":70},{"bindId":45,"name":46,"text":46},"cbadate_start","Milan, November 28, 2017",{"bindId":48,"name":46,"text":46},"cbadate_start_date",{"bindId":50,"name":51,"text":51},"cbamemother","UniCredit European Works Council",{"bindId":53,"name":51,"text":51},"casignemployees",{"bindId":55,"name":56,"text":57},"trainingprogrammes","In particular, several Joint Declaration","In particular, several Joint Declarations - that embody the core values of\nthe Group - have been signed, such as the ones on Training, Learning and\nProfessional Development, Equal Opportunities and Non Discrimination, and\nResponsible Sales.",{"bindId":59,"name":60,"text":61},"discrimination","*Equal opportunities and non discriminat","*Equal opportunities and non discrimination: the accessibility to work-life\nbalance practices for each employee has to be recognized as an opportunity,\navoiding any kind of discrimination - according to what already stated in the\nJoint Declaration on \"Equal Opportunities and Non Discrimination\".",{"bindId":63,"name":60,"text":61},"eqpromotion",{"bindId":65,"name":56,"text":57},"eqtraining",{"bindId":67,"name":68,"text":69},"FLEXWORK_trigger","1.DIGITALIZATION Managing the digital ev","1.DIGITALIZATION\n\nManaging the digital evolution through proper use of technology fully\nrespecting people, avoiding any kind of invasion in private life.\n\n‘Leave work at work’\n\nProper use of corporate devices:\n\n-in principle respecting official working hours, according to the different\nlevel of managerial responsibility and seniority;\n\n-preserving employees' daily, weekly and holiday rest times;\n\n-avoiding any misuse and abuse of digital channels (i.e. SMS, video-calls,\nWhatsApp, chat, calls).\n\n‘Create your free-tech zone’\n\n-use of personal devices for business needs is allowed only in case of real\nurgency;\n\n-to be avoided: texting, calling and emailing to personal devices for\nbusiness reasons.\n\n‘There is a work-life balance out of your inbox'\n\nResponsible use of e-mails:\n\n-in principle respecting official working hours and preserving employees’\ndaily, weekly and holiday rest times, according to the different level of\nmanagerial responsibility and seniority;\n\n-sending only to the strictly interested addressees (copied people by\nexception);\n\n-assuring that content is synthetic, clear and always respectful;\n\n-avoiding an excessive use of emails, preferring verbal dialogue when\npossible\n\n2.SPACE AND TIME FLEXIBILITY\n\nEncouraging a work-organisation approach based on flexible time and no fixed\nspaces.\n\n‘Flexible solutions for smart organization'\n\nImplementation of solutions and initiatives for work-organisation without\nbeing necessarily present in the workplace - respecting working hours - such\nas:\n\n-flexible working solutions, also taking into account the local\nsecurity\u002Flegal requirements - in particular the local client service model;\n\n-mobility initiatives.\n\n‘Flex your time, improve your life’\n\nPromotion of time flexibilities to meet personal needs and interests, such\nas:\n\n-voluntary and social activities leave;\n\n-leave for fathers’ involvement in the family care;\n\n-specific leave to take care of family members not self-sufficient;\n\n-periodic sabbatical leave (only for interchangeable roles);\n\n-unpaid time off for key life events;\n\n-tailor made part-time and flexi time solutions.",{"bindId":71,"name":68,"text":69},"flexible_work_options","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>UniCredit Joint declaration on “work-life balance”, 2017 - 2017\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Data di inizio validità: → 2017-11-28\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">Data di fine validità: → Non specificato\u003C\u002Fdiv>\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 finanziarie, attività della banca, assicurazioni\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Settore: → Attività finanziarie, attività della banca, assicurazioni, Settore bancario\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            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Azienda: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-casignemployees\">\n                Altri firmatari dalla parte dei lavoratori: → UniCredit European Works Council\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n        \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: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n\n        \n\n        \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: → Sì\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Pari opportunità di promozione per le donne: → Sì\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Pari opportunità di formazione e riqualificazione per le donne: → Sì\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        \n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ORARI DI LAVORO E FERIE\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Almeno un giorno di riposo settimanale: → No\u003C\u002Fdiv>\n\n            \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: → No\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            \n\n            \n\n            \n\n            \n\n            \n\n\n            \n\n            \n\n            \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",[77],{"title":37,"slug":33},[79],{"type":80,"data":81},"call_to_action_body_block",{"title":82,"description":83,"variant":84,"link":85},"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":82,"url":86,"description":82,"rel":87,"type":88},"\u002Fit-it\u002Flavoro-in-italia\u002Fcontratti-collettivi-nazionali\u002Fconfronta-contratti-collettivi","follow","internal",[90],{"type":80,"data":91},{"title":82,"description":83,"variant":84,"link":92},{"title":82,"url":86,"description":82,"rel":87,"type":88},[]]