s o c i a l a c c o u n t a b i l i t y - carimali.com · the various stages of staff recruitment...

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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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


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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


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


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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


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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


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


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


12%

55%

33%

55%Diploma

%

67%

33%

67%

Diploma33%

50%

50%

Diploma

13%8%

79%

Diploma

8%

33%

Diploma

33%

67%

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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


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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