Sustainability report 2007 - Il Gruppo Hera

The tests indicated in the table refer to the employee health monitoring pursuant to law,
performed by a qualified doctor. The sight and eye tests for the most part regard
employees who work with video terminals; the rest of the tests involve the operating
personnel.
The content of employee health monitoring is defined based on the results of the
valuation of specific risks of the work activities, regarding single positions/duties. The
management of occupational medicine is carried out through the application of the
Health Protocol, drafted by the qualified doctor based on the risks indicated in the risk
evaluation document (art. 4, Legislative Decree 626/1994), which sets forth the checks
to be carried out and their frequency. The check-ups are performed with variable
frequency, also once every few years, depending on the legal requirements associated
with the risks. During 2008, the monitoring and visitation schedule will be
computerised.
In 2007, 49 workers were declared to be unsuited following monitoring visits.
Work-site safety: Hera Imola-Faenza and the Tavolo 494 Association
The purpose of the Association, which was founded in 1999, is to handle the problems
ensuing from safety in construction sites so as to achieve full compliance with
regulations, uniform conduct and fewer accidents. Business, labour and professional
associations of the Imola Circondario are involved, while the Imola AUSL (Local
Health Authorities) and INAIL (National Insittute for Insurance against Accidents at
Work) are permanent guests at meetings The association provides consulting on safety
to companies by organising training activities that are gradually involving technical and
professional schools more and more.
Industrial relations
The trade union activity continued in 2007 along the lines set forth in the collective
labour agreement of 22 March 2006, which mainly centred on organisational alignment
and social responsibility.
The trade union negotiation was concluded with the signing of a specific agreement, on
the rationalisation of the Group’s analytical laboratories for water and waste
management. The main objective of the project was to reorganise the Group's twelve
laboratories that are presently decentralised, and create a structure based on three
laboratories. The goal is to achieve increased qualification of the processes with the
consequent evolution and specialisation of the staff.
Another trade union agreement was concluded on setting uniform working hours in the
Waste Management Division, for white and blue collar workers. The different working
hour slots for employees dropped from 13 to 2 and just one working hour slot for bluecollar
staff. In order to achieve an optimal life-work balance , the agreements concluded
on this subject (including for the Large Plant Engineering and Electricity Grid
Coordination divisions and that of Hera Ravenna) provide for specific measures in
terms of flexibility in working hours both in terms of the clocking in time and lunch
breaks. The Ravenna agreement also regulated the terms of use for leaves granted for
78