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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, and Spain, 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 2017, 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.

During the year, several meetings with trade unions were held at the headquarters in Trebaseleghe (Padua, Italy), heart of all Group operations. The main discussions focused on the progress of mandatory occupational health and safety training programmes and on the Company’s calendar of closing days. In addition, in December 2017, a second-level company agreement was signed with trade union representatives in Italy,

granting all employees of the Group’s Italian companies, who become fathers as from 1 January 2018, a total of five days of paternity leave, i.e., one day more than that which is established by law or the national collective labour agreement. A second-level agreement was also signed to raise the Company’s contribution to supplementary pension plans for all employees in Italy as from 1 January 2018, bringing it to 2.5% for all employees who pay a contribution of no less than 2.5% to the negotiated supplementary pension funds.

Although the Group did not resort to any collective redundancies in 2017, 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 Group is committed to activating the disclosure and consultation procedures provided for by law.

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