CNH Industrial Italia today signed the agreement for the renewal of the Specific Collective Labor Agreement (CCSL) for 2023-2026 with the trade union organizations Fim-Cisl, Uilm-Uil, Fismic, Uglm and AQCFR. This agreement has been in place since 2012 in Italy. The agreement is based on a combined company effort and union collaboration developed over the past years which continues and is further consolidated with today's signing.
Vincenzo Retus, Head of Industrial Relations for CNH Industrial in Europe, commented: “It was a demanding, heartfelt and authentic negotiation. Beyond the tactical and political considerations, I want to underline that this renewal marks a significant fiscal effort on behalf of CNH Industrial to realign all employee wages: it represents a concrete investment in our workforce, plants and their development. This investment must therefore be managed according to the value it represents and from which returns must be expected for the benefit of all. This renewal also has the objective of strengthening a culture of true commitment and participation to the collective work undertaken."
The central points of the agreement concern wage increases for employees, an enhanced industrial system of participation for industrial relations and trade unions and significant interventions on the regulatory side. These points have a common objective between the Company and the trade union organizations to improve the performance of the Company’s industrial system in Italy.
On the economic front, the wage increases will have a structural and a financial component. Specifically, in the first two years of application of the CCSL 2023-2026, a total company economic intervention of more than 11% is envisaged, to which an increase in the "management function allowance" will be added for Professionals, the disbursement of a 400 euro "one-off" in two tranches in April and July and, for 2023, 200 euro in welfare goods and services which will be available to all employees through a dedicated platform.
For the performance bonus, introduced on an experimental basis in 2022 to replace the previous contractual bonus system, the experimentation is confirmed for a further two years with some changes which include, among others, an increase in the maximum payment foreseen; there is also a change in the multiplier which makes it possible to further improve the bonus.
Among other more relevant aspects, the creation of a National Observatory of Industrial and Organizational Policies should be underlined, also aimed at monitoring the corporate transformation due to the ecological transition, and the improvement of the participation system based on the Commissions.