Chrysler 2010 Annual Report Download - page 58

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development of training solutions that meet specific training needs, in addition to the correct application of
Group guidelines. Fiat Sepin continued to work with all sectors and provide support for cross-sector activities,
such as management of training budgets, language services, online corporate training and targeted programs
for the various professional families.
Grants and Scholarships
In 2010, Fiat continued the Grant and Scholarship Program for children of Group employees in Italy and
abroad.
A total of 600 grants and scholarships were awarded (168 in Italy) totaling approximately €1.1 million.
Recipients were located in Italy, as well as France, Spain, Poland, Belgium, England, Brazil, China and North
America: all countries where the Group has a significant presence.
INDUSTRIAL RELATIONS
During the year, a dialog was maintained with trade unions and employee representatives at company level
to achieve consensus-based solutions for managing the impact on workers of measures taken to respond to
market conditions which, while generally improving over the prior year, remain critical in Europe. Production
stoppages – implemented using temporary layoff benefit schemes, where available, or other measures based
on collective agreements or company policy – were lower overall than in 2009, as was the level of restructuring
and reorganization. The need to increase production volumes to respond to improved conditions in some
markets was primarily satisfied through the use of overtime and hiring of new employees, principally in Latin
America.
There was also intensive collective bargaining at various levels, resulting in major agreements being reached
with trade unions on pay and employment conditions in most countries where Group companies operate.
Social dialog
At the European level, the Fiat Group European Works Council (EWC), a representative body for employees
of Group companies located in the European Union, took part in information and consultation on the Group’s
activities, as provided under EU Directive 2009/38/EC, with particular reference to issues having a transnational
impact. Established in 1997, the EWC is composed of 30 representatives and its membership reflects the
geographic distribution of Group employees in Europe. On April 22nd, the day after Fiat Group presented its
2010-2014 Business Plan to the financial community, there was an extraordinary meeting of the EWC during
which management provided a detailed plan for each sector, together with an explanation of the rationale
behind the demerger announced the previous day. The Plan also highlighted Fiat’s strategy to prepare for
the recovery. Concrete and detailed information was also provided on the Group’s overall strategy and there
was an opportunity for a mutually beneficial exchange of views. The annual plenary session (held in Turin
on December 10th) was primarily dedicated to providing additional information and a status update on the
demerger of the capital goods activities, in addition to the October 28th agreement on amendments to the
existing EWC agreement made necessary by the demerger. That agreement – signed by FIM, FIOM, UILM,
including in the name and on behalf of the European Metalworkers Federation (EMF) and affiliated trade
unions, and FISMIC, and adhered to by ANQUI, in the name and on behalf of the Fédération Européenne
de l’Encadrement de la Métallurgie (FEDEM), and SNI Fiat France – provides for the establishment, once
the demerger takes effect, of separate European Works Councils for Fiat and Fiat Industrial consisting of
20 and 18 members, respectively, and each governed by a specific agreement based on the Fiat Group
agreement established in 1996. During the course of the meeting, however, the representative from EMF
took the position (speaking also on behalf of the members of the EWC) that the agreement was not valid, in