“The importance of reconciliation”

ARTICLE 1 – Premises
This annex to the Internal Regulation, with which the members of Diciannove s.c.r.l. regulate the mutual exchange i.e. the methods of providing work services aimed at the associated management of the company, highlights the importance of work-life balance.

ARTICLE 2 – Legislative references
In Italy the pivotal legislation on the subject is represented by Law no. 53 of 8 March 2000. In addition to introducing parental leave, thus favouring the participation of fathers in the care of their children, it has drawn the attention of the regions and local authorities on the importance of reorganising city times and has promoted, through art. 9, positive actions aimed at the family-work reconciliation in the workplace, thus raising awareness of companies and social partners.
The regulation, of an experimental nature, has gone through subsequent amendments aimed at better adapting it to the evolution of the new family-work reconciliation needs that emerged during its implementation.
The latest amendment, contained in art. 38 of Law no. 69 of June 18, 2009, broadened the range of potential beneficiaries and updated the number of interventions eligible for funding, making it necessary to draw up a new implementing regulation, published in the Official Journal no. 101 of May 3, 2011 (general series) and that came into force on May 18, 2011.
The family-work reconciliation measures envisaged are divided into two categories, according to the type of beneficiary:
In favour of employees or equivalent (art.9, clause 1)
In favour of self-employed workers (art. 9, clause 3)
Family-work reconciliation for employees (art. 9, clause 1)
According to the new regulation, 90% of the economic resources available each year must be allocated to funding private employers, provided they are entered in a public register, and any remaining funds must be allocated to local healthcare companies and hospitals, including university hospitals, that intend to implement one of the following family-work reconciliation measures in favour of their employees:
a) new systems of flexible working hours and work organisation, such as reversible part-time work, teleworking, working hours spread over 4 days, flextime, shift flexibility, working time account, etc. (point A)
b) programmes and actions for the reintegration of men and women returning back to work from periods of leave of at least 60 days (point B)
c) innovative services tailored to the specific needs of working men and women (point C)
This last type of action can also be taken by a number of consortium employers to promote the development of territorial networks that on the one hand allow to enlarge the catchment area of the service, reducing its costs, and on the other hand allow integration with other policies, with repercussions on life times, implemented at local level.
The recipients of the planned interventions can be employees with minor children or who care for a disabled dependent, an elderly person who is not self-sufficient or a person suffering from a serious documented infirmity.

ARTICLE 3 – Family-work reconciliation experience
The Cooperative, with the intention of deepening the family-work reconciliation theme, participated as a partner in the period 2009-2011 in the Eurobalance project (2009-1-GB2-LEO05-01365), that was co-financed by the LLP Programme of the European Commission, Leonardo Da Vinci sub-programme – Transfer of Innovation.
After this experience, the awareness of work-life balance issues significantly increased among the partners and so did their skills on the matter.
The planning of projects to submit to calls for projects financed by Law no. 53 of 8 March 2000, both for the benefit of third party companies and professionals and for the benefit of the Cooperative itself began in 2007. The effort put in the planning of the project called “I papà delle vacanze” (The Holiday Dads), which ended in May 2014 and involved in various ways all the members and collaborators of the Cooperative, resulted in its funding.
The project itself provided an opportunity to deepen also the communication of family-work reconciliation practices in the company, leading to joining the national experiment for the Family Audit certification.

ARTICLE 4 –The Family Audit certification experience
The experience gained with the Family Audit certification has helped the Cooperative adopt organisational tools that are useful for the promotion of a cultural and organisational change aimed at promoting the well-being of its workers and their families.
Our organisation aims to promote stable managerial tools that trigger a virtuous cycle of continuous improvement.

ARTICLE 5 – The commitment of the Cooperative
In addition to the continuous commitment required by the three-year Family Audit certification, the Cooperative aims to maintain a constant focus on the theme of work-life balance and to provide, whenever possible, concrete answers to the needs of its members.