Bper, 800 senior bankers leave and 650 young people enter

The Bper group leads the way on a new balance in generational turnover, with a replacement rate of over 83%, and on the economic recognition of new professional profiles, thanks to the trade union agreement with Fabi, First, Fisac, Uilca and Unisin. For the first time, the Banca Popolare di Sondrio, which is being integrated, was also involved. The agreement will lead to 650 hires of young people on permanent contracts and 800 voluntary departures of senior bankers who are eligible to retire or enter the solidarity fund. In addition to the agreement regulating the employment issue, career paths have also been defined, with new roles more consistent with real work in the bank. With relative economic recognition. As Bper's CEO, Gianni Franco Papa, explains, "the agreements reached, thanks to the constant constructive dialogue with the trade unions, represent a further step in the group's evolutionary path and are consistent with the strategic lines of development and transformation envisaged. The agreements make it possible to accompany the generational change, enhance internal professionalism and support the entry of new resources, while strengthening the focus on people, territories and social issues".

Outgoing and incoming employees will be made by 2028 and will concern those who will accrue pension requirements between now and 2032, i.e. over the next seven years. The new hirings will be made with stable contracts and a part will be destined for the stabilisation of workers who have already worked in the group with fixed-term or temporary contracts. In addition, there will be a greater concentration of hirings in the most disadvantaged areas of the country and the provision of an additional 2% of hirings reserved for women victims of feminicide or children of victims of feminicide. On the incentive redundancy, which concerns 800 workers, for the first time, the procedure involves employees of Banca Popolare di Sondrio, which Bper is integrating.

The long-awaited and complex agreement on career paths and grading goes beyond and significantly improves the previous 'footprint agreement', taking a snapshot of the current company organisation. According to Antonella Sboro of Fabi, 'the definition of grading and/or economic recognition that takes a snapshot of the bank was long overdue, in every sector including that of the online branches, with extremely short timescales compared to the past'. On the part relating to the revision of professional paths and related grading, Alberto Broggi of First Cisl says that 'it represents an excellent result for the valorisation of the commitment of colleagues in the group. This result, which was also achieved thanks to the commendable efforts of the negotiating delegation, finally does justice to very valuable professionalism that had remained inadequately recognised following the numerous reorganisations that have taken place in recent years'. The national secretary of Fisac CGIL, Giacomo Sturniolo, emphasises "the centrality of the employment issue and also the attention paid to relevant social issues, as the quota reserved for women victims of gender violence, or family members of victims of feminicide, demonstrates". 'Once again, it is confirmed that in the Group, fruitful trade union relations always represent an added value,' commented Uilca national secretary Giuseppe Bilanzuoli, 'and a fundamental tool for protecting employment, enhancing the value of people, and accompanying corporate reorganisation processes. Valerio Fabi, UNISIN/CONFSAL national secretary with delegated responsibility for the BPER Group, is in the same vein, speaking of an agreement that shows 'the quality of the level of trade union relations in the BPER Group'.