Health Promotion Programme Osculati is sensitive to the issue of prevention, in particular the prevention of major female cancers, including breast c anc er. F or th is reason, starting in 2022, the company in c ol l ab oration w ith th e L I L T foundation has promoted two targeted initiatives: • During a w eb inar c ond uc ted b y D r. D onatel l a S gh ed oni in 2 0 2 2 , al l O sc u l ati emp l oy ees w ere able to gain much about female cancers, learn about the main risk factors and about the importance of prevention. The specific purpose of the webinar was to highlight how every woman can play an active role in prevention through the adoption of a healthy lifestyle, but also and above all through the planning of regular cancer screenings. • In 2023 a vouc h er w as issu ed f or b reas t s c reening, through which Osculati committed to provide support in prevention for its female employees. In particular, the voucher allowed each employee to book a free breast examination at one of the LILT Milano Monza Brianza offices. 14 Employees carrying out the following activities are excluded from working remotely: 1. Workers working on production machines and/or in production departments; 2. Workers whose work can only be performed on company premises and with instruments and documents that cannot be made available at home; 3. Workers whose tasks can be carried out more efficiently on company premises, for example because of the need to use paper documents, view physical products, or because of a need for direct contact with company staff or third parties. 4. Blue-collar workers performing warehouse, assembly or facility maintenance activities. Work-life balance With the aim of improving the w ork - l if e b al anc e of its emp l oy ees, th e C omp any h as introd u c ed and ext end ed w ork ing f rom h om e until 31st July 2024. This is in addition to the traditional ways of carrying out work, without changing the employee’s legal and contractual position and without the need for a new contractual category. Specifically, the policy provides for the possibility for Osculati employees, who carry out a job that enables smart-working14, to w ork remotel y for two days per month, subject to authorisation from their manager and provided they have the necessary technological equipment to carry out their duties. Another initiative in the area of the work-life balance concerns the recognition, where possible, of p arttim e w ork for female employees who are new mothers returning from maternity leave and request this to be able to better reconcile new family needs with work. Recognition of part-time work takes place after consultation with the area manager and is followed by an individual agreement providing for its duration. T h e w el l - b eing of em p l oy ees 60
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