Our People and the Land

6.1/ Employee protection and well-being

The protection of health and safety is considered a priority and is fundamental to the planning and performance of every working activity at Fabbri 1905. For over 10 years Fabbri, in line with the commitments set out in the Code of Ethics, has formulated the “Personnel” policy, with the aim of contributing to the creation of a positive, safe, and inclusive working environment, based on the respect and involvement of its people, to whom it offers a quality experience and a path of growth and continuous development. As at 31 December 2022 Fabbri 1905's workforce numbers 150 employees, stable compared to the pre-covid period, of whom more than 41% are women. As job stability is a Fabbri prerogative, over 93% of employees have permanent contracts

To guarantee the safety of workers in the pandemic period and at the same time ensure the continuation of activities, Fabbri has strengthened the digital transformation process, managing to leverage remote working as a great opportunity, involving more than 53% of people during the years 2020 and 2021. For all workers during the Covid period, the company chose, in agreement with the RSU, to adhere to the Regional testing plans, first with antigenic analyses, then with swab campaigns, by adhering to the company vaccination programme also offered to employees' family members, and also by offering employees without a Green Pass reimbursement for mandatory swabs. These measures were in addition to the normal practice of offering flu shots and doctor’s visits in addition to the normal health observation for workers who request them. Lastly, during the pandemic period, while complying with legal provisions and safety protocols concerning access to catering services, the company agreed on a catering service with individual lunches to be consumed by each person in separate locations.

Starting in June 2021, as a concrete tool to facilitate work-life balance, remote working became official on Fridays, with the possibility of requests for different personal arrangements, in order to facilitate the matching of supply and demand for flexibility by the company and the people. In this sense, the main initiatives for satisfying the needs of employees for flexible work, defined through union and collective agreements (see Supplementary Company Contract and CCNL), are:

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5 part-time contract; flexibility in working hours; care leave other than parental leave; paid leave for study, medical examinations, therapeutic treatment, trade union meetings, deaths of family members; initiatives to support parenting and caregivers through paid and unpaid leave, time bank, company benefits.

Over the years, a system of opportunities has also been developed, comprising:

Insurance coverage against occupational and non-occupational accidents in addition to compulsory coverage for certain categories of workers;

For middle managers and some whitecollar employees, there is additional supplementary health care guaranteeing reimbursement of expenses incurred for health and hospital services at public and private facilities;

Supplementary pension funds for employees, largely funded through company contributions.

With regards to benefits defined at the company level, these are granted to all employees. The bonuses included in the 2nd level bargaining are also granted, when the target is reached, to agency workers provided they have not terminated their employment prematurely. Life insurance (VITA of the national collective bargaining agreement), on the other hand, is only provided for permanent employees, while health insurance (FASA of the national collective bargaining agreement) is intended for all permanent or fixed-term employees with an initial contract of more than 9 months, full-time or part-time.

With regard to employee safety, Fabbri 1905's policy on this matter sets out the key principles to be observed in terms of Workers' Health and Safety, and aims to ensure, among other things, compliance with applicable health and safety legislation in force, as well as non-statutory but voluntarily signed requirements, a commitment to continuous improvement of its performance and the creation of a “safety culture” around the people who work at and on behalf of Fabbri. Among the levers identified for the pursuit of these principles are constant monitoring of risks, the assessment of environmental aspects and hazard factors when designing new activities, processes, products and facilities, training and empowerment of personnel, raising awareness of suppliers and employees and researching the best available technologies for prevention and protection. Fabbri has a safety management system in place that ensures the assessment of workplace risks through a systematic process of analysis of activities and tasks (weekly EHS audits). The staff of the EHS office (employees and external consultants) have specific skills both in terms of many years of experience in the field and in terms of training qualifications (RSPP qualifications with regular and comprehensive training updates).

Employees are trained in occupational health and safety on the basis of the State-Regions Agreement, and education and training is provided on specific topics such as: use of PPE, handling hazardous substances, fire emergency plan, and training and education for new employees. In addition, staff may report any hazardous situations to the Workers' Safety Representative or directly to the EHS function. There is also a box for anonymous reports, as well as the possibility to communicate via e-mail directly to ODV. No cases of occupational diseases have been recorded in 2022.

GRI 403-9: ACCIDENTS AT WORK

Accidents at work* Total hours worked

6 272,800

* excluding deaths and serious injuries, which also amounted to 0 in 2022.

The occupational accident rate is 0.08% for an IF index of 21.9 calculated as the ratio of the total number of accidents to the total number of hours worked, using a multiplication factor of 1,000,000.

Finally, Fabbri 1905 guarantees all workers the right to freely express their thoughts, to join associations and to carry out trade union activities. The Italian national collective bargaining agreements (Food Industry and Industrial Executives) apply to all workers. The exercise of trade union activities can count on meeting spaces and workers can use dedicated leave in accordance with the applicable regulations and the applicable employment contract. All workers can refer, regarding issues of interest to them, to the Unitary Trade Union Representatives (RSU) which are periodically renewed through elections.

GRI 2-30: COLLECTIVE AGREEMENTS

Percentage of employees covered by collective agreements

100%