This is why we support our member farmers in their everyday work and activities; we support our employees and help their professional and personal growth, and we support our local area and community.
Not only do we support our member farmers in their work and in the administrative procedures, but we also keep on training them, sharing information and taking part in a common strategy for the definition of production and commercialization standards, as well as for the protection of the environment.
Thanks to this, we have established long-term solid relationships with our member farmers: these relationships are based on long-lasting mutual trust and respect. Despite the generational turnover, 42% of our member farmers have been working with us for more than 10 years.
Creating an environment where people can passionately work together and feel involved is paramount, and creating fruitful and mutually advantageous relationships is at its basis, in order to guarantee the wellbeing of employees, both inside and outside the company.
Mutual trust is at the core of our internal organization and culture, together with a strong sense of belonging to the company itself. This deeply-rooted and long-lasting connection has been proved not only by our mutual commitment, but also by the long duration of work relationships, as our employees generally stay in the company for very long.
This is why we support our member farmers in their everyday work and activities; we support our employees and help their professional and personal growth, and we support our local area and community.
Not only do we support our member farmers in their work and in the administrative procedures, but we also keep on training them, sharing information and taking part in a common strategy for the definition of production and commercialization standards, as well as for the protection of the environment.
Thanks to this, we have established long-term solid relationships with our member farmers: these relationships are based on long-lasting mutual trust and respect. Despite the generational turnover, 42% of our member farmers have been working with us for more than 10 years.
Creating an environment where people can passionately work together and feel involved is paramount, and creating fruitful and mutually advantageous relationships is at its basis, in order to guarantee the wellbeing of employees, both inside and outside the company.
Mutual trust is at the core of our internal organization and culture, together with a strong sense of belonging to the company itself. This deeply-rooted and long-lasting connection has been proved not only by our mutual commitment, but also by the long duration of work relationships, as our employees generally stay in the company for very long.
Over the years we have offered several training courses on
the topics of health, safety and hygiene, with a special focus on prevention,
work organization, and on the enhancement of the roles
and responsibilities of everyone.
Our commitment to reduce and prevent work-related injuries is also seamless,
and the same goes for our constant search of methods that communicate
and show more efficiently the right behaviours that our employees should have.
Internal welfare includes several types of initiatives
aimed at our employees, member farmers and collaborators,
which involve both their professional and private lives.
Every year we pay out a productivity bonus to our employees. It depends on the results achieved by the company in terms of quantity and quality, and it changes accordingly.
With a view to guaranteeing mutual assistance and support to employees, we decided to earmark interest-free loans, for 12 months, to whomever requests them.
We act as intermediaries with lending institutions: when specific conditions are requested, we provide subsidiary guaranties to the employees and member farmers who need to take out a mortgage for the purchase of their first house.
The employees going back to work after maternity leave can benefit from part-time positions, without limitations, during the first years of the child in order to help them balance more easily family and work.
Employees with school-age children receive some extra money in their October's pay to help them pay for the children's text books. The bonus was used by 136 employees in 2019.
C'Entro, the after-school activities intended for the employees' children, were launched in 2018. Both educational and recreational activities are provided. Our next goal is to make it accessible also to the children of other people working in other local companies.
Our employees' children can also take part in a Summer Camp, which is organized and run by the staff of the C'Entro after-school activities. Children have the chance to build on the activities carried out during winter time with no worries for their parents.
Our member farmers, employees and collaborators receive retail vouchers every year: they can be spent in any store that agreed to sign a convention.
In order to promote healthy lifestyles and wellness among our employees, we built an internal gym with state-of-the-art gym equipment.
A Social Housing project was also launched, with houses where those who need accommodation can live by paying just a little amount of money as rent.
There are currently 6 flats where the families of some employees live, and another 9 are still being built.
Internal welfare includes several types of initiatives
aimed at our employees, member farmers and collaborators,
which involve both their professional and private lives.
Every year we pay out a productivity bonus to our employees. It depends on the results achieved by the company in terms of quantity and quality, and it changes accordingly.
With a view to guaranteeing mutual assistance and support to employees, we decided to earmark interest-free loans, for 12 months, to whomever requests them.
We act as intermediaries with lending institutions: when specific conditions are requested, we provide subsidiary guaranties to the employees and member farmers who need to take out a mortgage for the purchase of their first house.
The employees going back to work after maternity leave can benefit from part-time positions, without limitations, during the first years of the child in order to help them balance more easily family and work.
Employees with school-age children receive some extra money in their October's pay to help them pay for the children's text books. The bonus was used by 136 employees in 2019.
C'Entro, the after-school activities intended for the employees' children, were launched in 2018. Both educational and recreational activities are provided. Our next goal is to make it accessible also to the children of other people working in other local companies.
Our employees' children can also take part in a Summer Camp, which is organized and run by the staff of the C'Entro after-school activities. Children have the chance to build on the activities carried out during winter time with no worries for their parents.
Our member farmers, employees and collaborators receive retail vouchers every year: they can be spent in any store that agreed to sign a convention.
In order to promote healthy lifestyles and wellness among our employees, we built an internal gym with state-of-the-art gym equipment.
A Social Housing project was also launched, with houses where those who need accommodation can live by paying just a little amount of money as rent.
There are currently 6 flats where the families of some employees live, and another 9 are still being built.
On the occasion of our 50th anniversary celebrations in 2017,
we founded F.OR., a foundation working for social responsibility
and support, solidarity and culture, to which 5%
of the Group's profits are allotted.
Orogel was among the promoters and first members of Romagna Iniziative, a consortium including some of the most important companies operating in the area of Cesena and in Romagna and working for the promotion of sports activities, as well as artistic or cultural projects with special focus on young people.
We have recently developed a special project for the employees who want to convert their annual productivity bonus,
specially increased for that purpose, into vouchers that can be spent
for welfare services, such as healthcare, public transport or supplementary pension plans.
Orogel is one of the founders of Fondazione Romagna Solidale: this foundation is made up of 70 local companies that earmark funds to support the most vulnerable groups and situations at a local level, basically in the surroundings of Cesena. They contribute to improving their quality of life by funding local not-for-profit organizations involved in the sectors of healthcare, assistance to disabled people or to the elderly, and training for young people.
On the occasion of our 50th anniversary celebrations in 2017,
we founded F.OR., a foundation working for social responsibility
and support, solidarity and culture, to which 5%
of the Group's profits are allotted.
Orogel was among the promoters and first members of Romagna Iniziative, a consortium including some of the most important companies operating in the area of Cesena and in Romagna and working for the promotion of sports activities, as well as artistic or cultural projects with special focus on young people.
We have recently developed a special project for the employees who want to convert their annual productivity bonus,
specially increased for that purpose, into vouchers that can be spent
for welfare services, such as healthcare, public transport or supplementary pension plans.
Orogel is one of the founders of Fondazione Romagna Solidale: this foundation is made up of 70 local companies that earmark funds to support the most vulnerable groups and situations at a local level, basically in the surroundings of Cesena. They contribute to improving their quality of life by funding local not-for-profit organizations involved in the sectors of healthcare, assistance to disabled people or to the elderly, and training for young people.
The quality of our products stems from the work we do in our land every day, and from the respect we have for the entire supply chain.
The quality of our products stems from the work we do in our land every day, and from the respect we have for the entire supply chain.
