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Moncler acknowledges and respects the right of workers to be represented by trade unions, and maintains an ongoing relationship with union representatives based on mutual recognition, dialogue, and cooperation. Dealings and negotiations with trade unions are managed according to the highest standards of transparency and integrity and in strict compliance with applicable laws.
All employees in Italy, Romania, France, Belgium, Austria, the Netherlands, Spain and Brazil, accounting for 55% of the global workforce, are covered by collective bargaining agreements. Moncler’s industrial relations policy is built on a commitment to constructive dialogue, aimed at engaging workers’ representatives and maintaining a good working atmosphere. The search for shared solutions results in the total absence of conflict. In 2019, once again, thanks to the climate of cooperation built by the Company over the years, no strikes or union protests were organised against Moncler by workers employed by Group companies. Similarly, there were no reported cases in which freedom of association and the right to collective bargaining were undermined or placed at
risk. In 2019, several meetings with trade union representatives were held in Trebaseleghe, Padua, the heart of the Group’s operating activities, mainly related to illustrating company trends and activities, including the New Ways of Working project, to promote new ways of working in the Company, the Moncler Village project, a meeting point for the local community, in addition to progress reports on mandatory training plans on corporate health and safety, training projects and their performance and management of seasonal workers. In addition, they also included the definition of a trade union agreement to accompany the transfer from the Trebaseleghe, Padua, office to the new Milan office, as well as defining the management process for employees’ departure. The strong culture of innovation and planning that sets Moncler apart, together with the speed and competitiveness that characterise the sector, led the Company to rethink some key processes and redesign some organisational structures in a more functional and integrated way. In particular, in 2019, an important corporate organisational change was made affecting some design, product
development, modelling, prototyping and merchandising function positions and which saw a total of 44 people transferred from the Trebaseleghe office to Milan. With this change, Moncler consolidated the Milan office as the creativity and collection development centre and set in motion a process of daily collaboration between different and complementary professional roles that will generate great creative, design and construction value, as well as speed of action.
The discussion was also launched for the renewal of the second level supplementary contract, which expired in December 2019.
Moncler is aware that certain strategic decisions can have repercussions for employees. Accordingly, in the event of significant organisational changes (such as the reorganisation of processes or other significant interventions), the Company has always implemented disclosure and workers’ consultation procedures provided for by law and will continue to do so in the future.