Moncler Group | Annual Report 2024 Board of Directors’ Report 244 | ’
In addition, with regard to the short-term variable component,
retail employees are provided with incentive systems based not only
o
n individual and but also store performance that reward
excellence and service quality, along with the contribution
to business development.
As a medium/long-term incentive system, the Moncler Group
currently uses Performance Share Plans for key positions within
the management population. This approach allows the incentive
process for managers and key resources of the Group to be
linked to actual company’s results, steer people towards strategies
aimed at pursuing sustainable medium/long-term results, align
the interests of benef iciaries with those of shareholders and
investors and develop policies aimed at attracting and retaining
talented professionals.
Since 2020, an ESG (Environmental, Social and Governance)
indicator has been included in the Performance Share Plans, that
entails the achievement of specif ic sustainability targets (see also
pages 104; 154).
Benef its
The remuneration package of fered to employees includes a wide
range of benef its. Specif ically, it includes pension plans and
supplementary healthcare plans, life insurance and f inancial
support in case of disability. In addition, services such as the
company canteen or replacement meal vouchers are available,
along with additional corporate welfare initiatives to support
employee well-being.
The benef its provided by the Group to its employees are
linked to their professional category, regardless of the type
of contract (f ixed-term/permanent; full-time/part-time) and
follow internationally applied guidelines, with possible changes
depending on the local policy of each country.
To develop remuneration policies that not only reward work
performance, but also respond in a timely manner to the
non-f inancial needs of its people, Moncler has developed corporate
welfare plans, currently in Italy, the United Kingdom and
South Korea to ensure greater care and attention to the wellbeing
of people In particular for all Italian employees these plans
apply to categories up to the managers of the corporate sites
employed under permanent or apprenticeship contracts in
force at 31 December of each year and provide a wide range of
benef its and services also of fered in part to the employees
family from reimbursement of school expenses to vouchers from
leisure solutions to wellness packages In Italy there is also
the option of transferring a portion of ones welfare credit
to supplementary pension funds
As part of corporate welfare during the year the corporate
employees of the Trebaseleghe of f ice who used nursery
and kindergarten services received full f inancial support from
the Company supporting their family needs and allowing
for a better work-life balance. In addition, in 2023, a kindergarten
was opened for the children of the employees of the production
site in Romania. The facility accommodates over 60 children, who
are of fered an innovative educational experience based on one
of the most internationally renowned teaching approaches
developed by the Reggio Children organisation. This innovative
approach fosters an environment that nurtures children’s
potential and promotes experiential learning through interactions,
autonomy, exploration and communication. The kindergarten
has obtained “gold” certif ication from WELL, the world’s leading
building certif ication programme, with the highest standards
of health and well-being.
At the production centre in Romania, additional f inancial
support was provided to employees in case of personal emergencies.
Lastly, Moncler and Stone Island adhere to Sanimoda,
the supplementary health care fund for workers in the Italian
fashion industry, which provides health care services
supplementary to those of Italian’s National Health System.
During the year 1,552 Italian employees signed up with the Fund.
Support for people
Moncler’s initiatives in support of its employees ref lect its ongoing
commitment to their well-being, by of fering concrete tools
to help manage dif f icult situations, such as serious illnesses,
specialist medical visits and bereavement. Among these
measures, the Company provides additional paid leave for medical
appointments, extended protected period in case of serious
illnesses (up to a maximum of 24 months), leave for family
bereavement and serious illnesses, as well as two paid days
a year for voluntary activities.
In this context, in 2023, Moncler introduced CAREPLACE,
a portal dedicated to employee well-being, of fering support
for the work-life balance. Accessible to all corporate employees
in Italy and their families, CAREPLACE is divided into three
main areas: Family Care, Lifestyle and Pet Care. Within each
area, employees have access to a variety of services, including
ondemand services online group meetings and experts
The ondemand services section includes a wide range of services
such as babysitting study support domestic services caregiving
and petsitting with the ability to view the prof iles of the selected
professionals and contact them directly
The group meetings section of fers a wide range of free online
meetings with professionals in the Family Care Lifestyle and Pet
Care
areas ranging from f itness and meditation sessions to
familyrelated meetings with psychologists and psychotherapists
All meetings are free and take place in group mode
The Experts section is dedicated to highly qualif ied
professionals in various areas ready to meet employees
needs In September group online meetings on CAREPLACE
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