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Human Resources

In 2009, the main focus was on the adoption of staff policies in keeping with the aims defined by the 2008/2010 Industrial Plan.
With a view to rationalisation and marked attention to the need to save money, initiatives to keep down accessory remuneration and variables were strengthened.
At the same time, particular importance was attributed to negotiations and the definition of the renewals of the various labour contracts used by the company: extension to Rai of the National Labour Contract for Journalism, renewal of the company's supplementary agreement for executives, renewal of the Collective Labour Contract for middle management, white collar and blue collar workers and of that for Orchestra Professors.
In general terms, a mention must go to the coordination of the Rai Group's management policies, the gradual transferral to the Company of guidelines, standards and monitoring systems already in use or undergoing application within Rai. Theories for implementing the decision taken by the Board of Directors to internalise RaiSat were also launched, along with the extension of the insourcing process to other Group Companies.

In detail, activities were focused on operations to rationalise resources, with provisions of internal mobility and conversion of professional profiles, but also be careful use of staff, as indicated in the trade union agreement dated 4 June 2008 (entered into to implement law 247/2007) which established the issue of permanent contracts to employees who have been used under temporary contracts for a total of 36 months on 1 April 2009 and who have, after such date, been given further temporary contracts by the same employer). As regards temporary contracts, operation was inspired by caution and severity, implemented by containing those of first use and those to replace absent staff, prioritising the use of staff in the compulsory employment areas and lists. Leaving incentives continued, tending also to offset � at least partly � numeric growth and the growth of staff costs linked to the aforementioned law 247/2007, 147 new incentive-related retirements were agreed to, 107 of which have already taken place. From the numeric viewpoint, the number of company employees in December 2009 was 9,953 as compared to 9,874 at the beginning of the year, as a result of 272 terminations (107 of which were incentive-related) and 351 new hires: 282 in application of trade union agreement, 12 transfers within the group; 30 (including entries following the arrival of the new Board of Directors) regard entries for the reformation of the workforce and to cover the new requirements of the structures (Orchestra Professors and webmasters for RaiNews 24); 27 following legal action for reintegration.

Rai SpA's payment policies for 2009 included the application of specific actions to optimise the use of available resources, taking into consideration the well known initiatives to contain costs taken at company level. The plan concentrated on particularly selective and targeted operations, mainly influencing variable payment, limiting the use of fixed provisions to strategic cases or new posts. The combined action of the above-mentioned initiatives (incentives, operations targeting payment and control of payment variables) enabled the complete achievement of the aim to control labour costs, providing results which were even better than expected, both in the three-year plan and in the draft of the budget. Costs were lower than the previous year both in terms of overall value and average value per capita.

As regards trade union activities, on 27 March 2009, following complex negotiations last over 4 years, the Italian National Press Federation and the Italian Federation of Newspaper Publishers signed a draft for an agreement for the renewal of the National Labour Contract for Journalism, approved by the Presidency of the Council of Ministers on 5 May 2009 and then extended by written agreement dated 23 June 2009, also to Rai. In short, it was confirmed that the top figures of the Director, Co-director and Deputy Director are permanent functional posts � allowing for placement within the qualification of origin � and not qualifications as envisaged by the new CNLG (National Labour Contract for Journalism). The agreement on the re-positioning of Directors and Deputy Directors during changeovers in the top positions of the Network was reviewed, with the extension of the alternative duties that can be proposed to those concerned. The decision was also made not to go ahead with the introduction of the new qualifications of 'expert editor' and 'senior editor' envisaged by the agreement for the renewal of the CNGL.
With reference to executives, the renewal of the additional company agreement was signed by Rai and Adrai on 6 August 2009. On 28 October 2009 the agreement for the renewal of the CCL for middle management, white collar and blue collar workers was reviewed, with which the economic part, in particular, was defined, deferring the debate regarding the legislative part until 2010.

With reference to the path undertaken with the trade union agreement dated 4 June 2008, professional catchment basins were established also for the Regional Offices (agreement dated 14 January) and for the Rai Group companies Rai Cinema, RaiNet, RaiSat and Rai Trade (agreement dated 20 February). Lastly, on 3 December 2009, the agreement for the renewal of the economic part of the CCL for Orchestra Professors was signed.

As regards legislation, work was carried out, partly using complex IT procedures, to prepare the consolidated book on employment, on the complete computerised management of sickness indemnities payable to blue collars with permanent employment contracts, the application of the new laws related to the detaxation of production bonuses and adaptations to be made, by request of the social security institutions, to the computerised declarations.

Within the sphere of Recruitment and Training activities, the complex project for the modernisation of the website dedicated to the recruitment activity carried out in communication with RaiNet should be remembered. In the portal www.rai.it the new website 'Work with us' is destined to accept applications for jobs and announce job offers.

There is also the training project destined by Rai to a target taken from the latest recruitment of new university graduates for the processing of projectwork on themes of interest to the company, with the formation of work teams made up of participants from Rai, Microsoft and Vodafone.

The Company's Health Service, besides carrying out its usual activity (5,000 inspections, 410 preventive interventions to defend the health of staff on foreign missions and health assistance for 29 important production events), worked on the preparation of preventive measures to reduce the risk of exposure to influenza A (H1N1) in the workplace. There are defibrillators and EGC diagnostic supports for cardiology emergencies in the Production Centres of Turin, Milan, Naples and Rome, preceded by training certified in compliance with European standards for medical and nursing staff.

As regards safety in the workplace, the progressive implementation of initiatives to strengthen awareness and use of instruments dedicated to preventing accidents and professional illness enabled Rai to continue benefiting for the reduction of the INAIL contributions for the second year running. Activities continued to confirm and gradually extend the Health and Safety Management System certified in compliance with OHSAS 18001 to Rai offices, extended in 2009 to the offices of Cosenza and Potenza. The documents that make up the Security System (Regulations, Form 231, Policy, etc.) were adapted to the latest legislative interventions.

Rai supplied a service to launch a coordinated activity aimed at the Subsidiaries (Rai Cinema, Rai Trade, 01 Distribution, NewCo Rai International, RaiSat and RaiNet), the objective of which is to ensure standardised assessment and behaviours in terms of prevention and the protection of employees within the Rai Group. As far as Security is concerned, a first update was made to the Data Security Programme (DSP) to align it to the new instructions issued by the Privacy Authority, also extended under the form of collaboration to all the Rai Group subsidiaries.

Finally, internal communication activities � as well as interventions by the Rai Place intranet site � included the organisation of the third edition of Bimbo Day, the day on which the company opens its doors to the children of its staff, creating an effective moment of contact between the professional and personal lives of the company's employees.