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S o c i a l A c c o u n t a b i l i t y
16
CARIMALI SPA
Social Accountability
Carimali and Social Responsibility
Not only ful!lling applicable legal obligations but also going beyond, investing more and more in human capital, in the
environment and in relations with stakeholders.
For Carimali this gives more meaning and substance to being a socially responsible company.
In 2013 Carimali decided to take the ambitious step of certifying its own Social Responsibility System following the
reference standard SA 8000 and since then has adopted a socially responsible behaviour, by monitoring and responding to
the economic, environmental and social expectations of all its stakeholders.
By obtaining the certi!cate issued by Bureau Veritas, Carimali is able to satisfy its customers in many respects.
In recent years the target in which the company interacts each day has matured, you do not stop at the !rst o"er, you want
to know the product and the manufacturer in depth, and you ask for guarantees. It is a target that attaches great importance
to projects of a social and environmental nature carried out by the Group.
This cultural growth pushed Carimali to consider the market and consumer culture di"erently and more carefully,
increasingly more environmentally friendly; this “intelligent” consumption is aware of the environmental and social risks
and has projected the company towards a more e#cient and conscious use of resources, in order to safeguard the nature
and environment which surround it in its work.
It is clear that Carimali’s ethical commitment has entered directly into the so-called “value chain”, thus indicating the use of
new routes and competitive levers consistent with a “sustainable development” for the community.
Carimali’s entire supplier base has been certi!ed according to ISO 9001: 2008 for a number of years now. Also in this context,
an audit plan was de!ned in 2014 which provides for their certi!cation as well as for environmental regulation ISO 14001:
2004 and the ethical and social SA 8000: 2014.
This is an ambitious project, which will allow the company to ensure full compliance with the requirements of these
standards by all those who contribute to the creation and marketing of Carimali machinery.
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Social Accountability
Compliance with working
conditions
Preference for long-lasting
artisan products
Absence of pollution
Low energy
consumption
Positive social and
environmental impact
No child labour
Use of recyclable
materials
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Human Resources
Human capital is considered a precious and indispensable resource within Carimali.
Respect, openness to dialogue and transparency in interpersonal relationships are
values that the company has always believed in.
The care and protection of safety and health at work are important issues within
the company. Carimali is committed to ensuring a happy working environment, in
which the respect of every single person and employee is guaranteed.
The people are what drive the company’s growth: since 2011 there has been an
increase in staff, in line with the significant increase in sales achieved over the last
few years.
At the end of 2014, there were 87 employees, of which 38 are women and 49 are
men.
2011 2012 2013 2014
N. Employees 73 79 79 87
Men 40 43 43 49
Women 33 36 36 38
Company employees
CARIMALI SPA
Social Accountability
19
Composition of sta! by gender
The age bracket that has the largest concentration of employees is the one between
30 and 40 years, representing 47% of the total workforce, followed by the 40-50
year bracket, which has 28 employees.
In full compliance with the legislation which protects underage workers, the
company employs no worker under 18 years of age.
One of the fundamental principles within the company is ensuring equal rights and
opportunities for men and women in the workplace. The percentage of women in
Carimali in 2014 was 44%.
The department that has the largest female presence is the machine assembly
department, which employs 10 workers, followed by the warehouse area with 7
employees.
The company rejects any form of discrimination that relates to race, gender, sexual
orientation, physical condition and health, disability, age, nationality and religion.
In 2014 there were 4 disabled workers in the company.
Composition of sta! by age
CARIMALI SPA
Social Accountability
45%
55%55
Men
Women
55%55%
46% 44%
54% 56%
Men
Women
54%
Men
Women
56%
2011 20142012 and 2013
Year 18<20 20<30 30<40 40<50 50<60 >60
2014 0 9 40 28 9 1
47%
32%
10%
10%1%
47%
30<40
20<30
10%
1%1%1%
40<50
50<60
>60
20
CARIMALI SPA
Social Accountability
21
Composition of sta! by areas
In 2014, production employed 38 people whereas the offices employed 49 people.
The average age in the company is 39,6 years old, whereas the average seniority
recorded exceeded 9 years.
A low turnover shows a very strong sense of company belonging among employees.
The various stages of staff recruitment are followed with particular attention within
the company.
In Carimali there is an awareness that the quality of the people makes the difference
and is crucial for achieving the objectives and successes of the company.
2014
Offices 38
Production 49
Areas
2014 Resignation Employments
Workers 4 5
Office clerks 1 7
Managers 1 1
Executives 0 1
Sta! turnover
2014
Average age 39,6 anni
Average seniority 9,94 anni
Average age and seniority
CARIMALI SPA
Social Accountability
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Employment policies
The employment policies of Carimali provide for the recruitment of employees with
a fixed-term contract which generally has a one year duration. Subsequently, the
company can choose whether to continue the employment relationship with a
permanent contract or to terminate the collaboration.
In 2014, 83% of employees were employed in the company with a permanent
contract.
Part-time contracts concerned 12 employees and full-time contracts amounted to 66.
Fixed-term contracts
Permanent contracts
Part-time
CARIMALI SPA
Social Accountability
2014
83%83%
17%
14%
86%86%Full-time
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Contractual levels
The contractual level offered to prospective employees at the time of recruitment
is in proportion to their experience and their qualifications. 24% of workers belong
to the level 6 of the metalworking contract.
The category which is most present in the company is that of workers (52%),
followed by 39% which is represented by office clerks.
Livello 2014
Level 2 2
Level 3 20
Level 4 15
Level 5 11
Level 5 sup. 6
Level 6 21
Level 7 3
Managers 6
Executives 3
Contractual levels
Staff categories 2014
Men Women
Executives 2 1
Managers 6 0
Office clerks 21 18
Workers 20 19
Composition of sta! by category
Workers
Managers
Executives
O�ce clerks
CARIMALI SPA
Level 3
Level 4
Level 5 sup.
Executives
Managers
Level 6
Level 5
Social Accountability
7%
45%
45%
45%
3% 7%
23%
17%
14%7%
3%7%
24%
17%
2%
Level 2
3%3%3%3%7%
3%3%
2%2%2%2%2%2%2%Level 7
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Middle school
Middle school
Degree
Degree
Degree
Degree
Sta quali"cations
67% of employees hold a degree or a high
school diploma.
The remaining 33% has completed middle
school.
Quali"cations of executives Quali"cations of managers
Middle school
Quali"cations of managers Quali"cations of workers
CARIMALI SPA
Social Accountability
12%
55%
33%
55%Diploma
%
67%
33%
67%
Diploma33%
50%
50%
Diploma
13%8%
79%
Diploma
8%
33%
Diploma
33%
67%
25
Social Accountability
Employee bene!ts
For several years now the company has been giving all its employees a prepaid card
which is redeemable in any Esselunga supermarket.
Carimali provides a sta" canteen and subsidises the daily cost of an external catering
service.
In the event of reaching the targets set during the year, all employees are given a
company bonus proposed by Management and then approved by the RSU (Trade
Unions) at the start of the year.
Finally there are also other personal fringe bene!ts such as the use of company cars
and phones.
Internal and external communication
Message boards are positioned in various communal points within the company,
tools through which the personnel department disseminates general information so
employees can always stay up to date on o#cial communications.
Another tool used for communication is obviously internal email; all employees in the
o#ces have a personal mailbox; also there is a workstation with a reference email for
each production department. Wi-Fi is available throughout the area which is accessible
to sta" during lunch hours and breaks.
Externally, the company communicates with its stakeholders by means of a newsletter
that is generally sent to share information on all activities, new projects or information
on new products. Carimali is online and can also be followed in the world of social
networks through its company pages.
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Working hours
The company opening hours are from 8 am to 5 pm. The production department
does not have any shifts or work that has to be done at night. From 2012 to 2014
there was a significant increase in regular and overtime hours, a direct consequence
of the increase in orders taken during the year.
Disciplinary procedures
In 2014, 2 disciplinary actions were issued. They are usually only issued for extreme
situations and always with the intent of raising awareness among staff to comply
with the rules laid down by the national labour agreement.
Accidents
2012 2013 2014
Regular hours 113.242,25 114.001,10 133.929,50
Overtime hours 1.835,00 1.912,00 2.132,00
2012 2013 2014
N° of accidents 0 1 1
N° of working days lost
0 7 6
2012 2013 2014
N° of reprimands 2 2 2
Motivation
Work is not performed in accordance with the instructions received
- Work is not performed in accordance with the instructions received.
- Infringement of contract provisions or misconduct that undermines company discipline.
Infringement of contract provisions or misconduct that undermines company discipline.
CARIMALI SPA
Social Accountability
Attention to safety
The accident rate in the company is almost nil and is the result of a safety policy
implemented throughout the warehouse through the aid of pallet stops, fall
protection nets, blast resistant crossbeams and corner joints. For the future the
company is considering new safety devices, such as the installation of ground
projected lights on the forklifts, the installation of sound and light alerts together
with the installation of software that allows you control the access to forklifts in
certain areas with the option of reducing their speed for the prevention of possible
accidents.
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