Source: http://slideplayer.com/slide/3462346/
Timestamp: 2017-10-18 04:30:06
Document Index: 580504737

Matched Legal Cases: ['art. 1656', 'art. 85', 'art. 29', 'art. 30', 'art. 30', 'art. 2112', 'art. 47', 'art. 29', 'art. 19']

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The regulation of outsourcing in Italy A focus on the logistics sector Bruxelles, 15 November 2013 Maria
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1 The regulation of outsourcing in Italy A focus on the logistics sector Bruxelles, 15 November 2013 Maria Giovannone maria.giovannone@adapt.it @MariaGiovannone
2 The notion of outsourcing and its historical evolution in Italy: from Law no. 1369/1960 to Legislative Decree no. 276/2003 1.The notion of outsourcing and its historical evolution in Italy: from Law no. 1369/1960 to Legislative Decree no. 276/2003 2.Contracting and sub-contracting 3. Intra moenia outsourcing 4.Temporary employment supply 5.Posting of workers and business groups 6.Transfer of undertakings 7.The role of collective autonomy 8.Business case: the management of the externalization process within the logistics group FISI
3 The notion of outsourcing and its historical evolution in Italy: from Law no. 1369/1960 to Legislative Decree no. 276/2003 Italian legislation, providing some exceptions, states the general principle for which all economic actors are directly responsible for the obligations they have taken on. This axiom, when transferred to employment law, implies the direct responsibility of the employer for his obligations towards the workers he employs. The employer, in fact, benefits from the output of the worker’s activity, and is therefore required to meet a series of obligations undertaken with the worker. However, these premises vanish with the evolution of the economic system, in which enterprises progressively contract out any non-core activity, and therefore benefit from work or services provided by workers employed by other enterprises. Italian legislation stipulates that the aforesaid operation may be set in place through a contract agreement, defined by article 1655 of the Civil Code as “the contract with which a party commits, through the required organization of the necessary means and at his own risk, to perform works or provide services in return for a negotiated monetary value”.
4 The notion of outsourcing and its historical evolution in Italy: from Law no. 1369/1960 to Legislative Decree no. 276/2003 Article 1676 of the Civil Code establishes that “those individuals who, employed by the contractor, have performed their activity to provide work or services, may bring direct action against the principal to obtain payment of their wages, limited to the concurrent amount of debt still due by the principal to the contractor pursuant to the contract at the time workers file their petition”. The aforementioned provision represents a form of primary protection for the workers involved in the production chain pertaining to the contract agreement, where the traditional dualistic protections would risk to be ineffective. In fact, in order to avoid any impairment of workers’ rights by this economic operation, the Italian regulation establishes that all the enterprises which, through the contract agreement, benefit, even indirectly, from the workers’ activity, are jointly liable for the contractor’s obligations towards its workers.
5 The notion of outsourcing and its historical evolution in Italy: from Law no. 1369/1960 to Legislative Decree no. 276/2003 Article 1676 of the Civil Code constitutes the conceptual basis determining “the unavailability of the contractor’s credit towards the principal, with the purpose to safeguard the workers who have performed their working activity for the fulfillment of the contract agreement. The Italian regulation provides for a direct action of the contractor’s - or subcontractor’s - worker, respectively toward the principal or sub-principal “to obtain […] what due” pursuant to the contract. The circumstance arising from the fact that at least part of the activity performed for works or services is carried out through a contract agreement allows for “a direct action exceptionally granted to the contractor's workers towards the principal, and limited to the consideration still due by the principal to the contractor pursuant to the contract at the time workers file their petition against the principal”.
6 The notion of outsourcing and its historical evolution in Italy: from Law no. 1369/1960 to Legislative Decree no. 276/2003 Article 1 of Law no. 1369/1960 established that “the enterprise is not allowed to contract out, or sub-contract out, or assign out in any other form, also to cooperatives, the completion of mere work activities through workforce employed and remunerated by the contractor or by any intermediary, no matter what the nature of work or services they refer to is”. Italian legislation therefore, coherently with the traditional formulation exposed above, opposed contracting -and other comparable contractual schemes- because of the entrepreneurial dissociation it created, seen as apt to be used in a fraudulent way, by entrepreneurs aiming not to contracting out non-strategic activity to a specialized enterprise, yet to use workforce without having to meet employment obligations. The norm referred, in fact, to contracting out of “mere work activities” described as “every form of contracting or subcontracting, although to perform works or services, where the contractor employs assets and equipment provided by the principal, regardless to the fact that for their use a fee is corresponded to the principal”.
7 The notion of outsourcing and its historical evolution in Italy: from Law no. 1369/1960 to Legislative Decree no. 276/2003 Legislative Decree no. 276/2003–given the required ministerial authorization- has allowed for the possibility to have placement services performed by temporary work agencies. Currently, it is therefore possible to utilize temporary work through authorized agencies, and under the proper temporary work agreements. To that end, it is necessary to distinguish between a contract agreement, aimed to obtain works or services, and a temporary work agreement, having the scope to supply temporary workforce. Where the contract agreement doesn't meet the aforesaid requirements, an irregular temporary work situation exists, since carried out in violation of the limits and of the conditions stated by law, and the worker may request, through judicial appeal, the acknowledgment of an employment relationship with the enterprise which has benefited from his work or services, with a retroactive effect since the beginning of the contract agreement.
8 Contracting and sub-contracting In pursuance of the distinction between contract agreement and temporary work agreement, article 29 of Legislative Decree no. 276/2003, states that the contractor’s organization of the necessary means for the fulfillment of the contract may also result, with regard to the work or service outlined in the contract agreement, from the independent use of organizational and managerial powers towards the workers engaged to deliver the result. The emphasis on managerial control aims at taking into consideration the established jurisprudence, which has long allowed to hold the material components of the contract as not essential, being the existence of an organization carried out at the contractor’s own risk enough, substantially and in matter of principle freed by the necessity of an objective and material support, that, instead, represented before the main point of the absolute presumption of irregular interposition pursuant to Law No. 1369/1960.
9 Contracting and sub-contracting As specified in circular no. 5/2011, with which the Ministry of Labor has completed a recognition of the normative framework on the topic of contract agreements, the organization of means, as an essential requirement to a genuine contract agreement, is therefore to be understood in a broad sense, given the possibility to acknowledge it, with regard to the requirements of the work or services outlined in the contract agreement, in the organizational and managerial powers used towards the workers employed to fulfill the contract agreement. On the topic of subcontract agreements, despite the lack of definition within the Civil Code, it is possible to understand their structure pursuant to art. 1656 of the Civil Code, establishing that “the contractor is not allowed to subcontract out the execution of work or services, without previous authorization by the principal”. However, the subcontract agreement has been defined by the jurisprudence as a contract with which “the contractor assigns out to a third party, the subcontractor, the duty to perform fully or partly works or services resting upon the contractor on the basis of the primary contract agreement”.
10 Contracting and sub-contracting The law stipulates a joint and several liability among the subjects intervening in the contract agreement (principal, contractor and subcontractor). To this regard, article 4, paragraph 31, of Law no. 92 of 2012 (the so-called Fornero Reform) has substantially modified paragraph 2 of article 29 of Legislative Decree no. 276 of 2003 on the topic of joint and several liability in contract agreements. Subsequently, article 9, paragraph 1, of Legislative Decree no. 76 of 2013, converted with amendments by Law no. 99 of 2013, has intervened with regard to the scope of application of contract agreements. As with the normative changes of 2012 “national collective agreements signed by employers’ federations and workers’ unions comparatively more representative in the sector” may otherwise instruct in derogation to the general rule stating that “in case of contract agreement for work or services, the principal and the contractor are jointly and severally liable, as well as any subcontractor, for a period of two year after the completion of the contract agreement, in regard to the economic treatment due towards the workers, included severance pay, Social Security contributions, and insurance in relation to the period of execution of the contract agreement, with the exclusion of any obligation derived by civil sanctions, those resting solely upon the party responsible of breach of contract”.
11 Contracting and sub-contracting Nevertheless, the aforementioned derogatory faculty granted to national collective bargaining is subordinate to the identification of “methods and procedures of control and verification in the matter of general regularity of the contract agreement”, and may operate only with reference to the workers’ wage, not being instead allowed, as clarified by Legislative Decree no. 76 of 2013, converted with amendments by Law no. 99 of 2013, to state otherwise with reference to joint and several liability on Social Security obligations. The same legislator of 2013 has also extended joint and several liability to benefit self- employed workers in relation to compensation and Social Security obligations. Furthermore, Legislative Decree of 2013 has excluded the applicability of article 29, paragraph 2, of Legislative Decree no. 276/2003 towards government departments, ending the interpretative conflict arisen between a meaningful part of jurisprudence and the indications coming from administrative practices.
12 Intra moenia outsourcing The so-called intra moenia externalizations are based upon the wish to conjugate the tendency to functional decentralization, with the opposite demand of spatial contiguity. In such context, production is contracted out to a third party, but remains in the same physical place in which it was previously performed, that is inside the business perimeter of the principal’s premises. In this way, the production factors employed remain the same, even though managed by a new subject, and are not subject to relocation. Even though different typologies of intra moenia externalizations exist (contract of merchandising, contract of logistics, etc.), Italian legislation expressly regulates the sole hypothesis of on-site contract agreements (appalti endoaziendali). Originally, as previously mentioned, Law no. 1369/1960 article 3 stated that: “enterprises which contract out work or services (...), to perform activities within the enterprises with the contractor’s organization and management, are jointly and severally liable with the contractor to grant to the workers employed by the contractor at least the mandatory minimum wage, and to assure employment standards, equal to those granted to the workers they directly employ”. A double obligation arise from this provision. On the one hand, the necessary application of the principle of equal treatment among the principal’s and contractor’s workers, on the other hand, a joint and several liability pertaining to the workers’ wages, and extended, pursuant to article 3, paragraph 3, “to the fulfillment of all the obligations stated by social security law”. Article 4 set a temporal limit to the rights granted to the workers, that is the proceedings had to be initiated “against the principal during the execution of the contract, and up until one year after the date of termination of the contract agreement”.
13 Intra moenia outsourcing The aforementioned provisions, shaping the principal’s joint and several liability exclusively with regard to the on- site contract agreements (appalti endoaziendali), has been repealed by art. 85 of Legislative Decree no. 276/2003, and replaced by the second paragraph of art. 29 of the same decree, applicable to all typologies of contract agreement. As has already been pointed out, this legislation has recently been object of amendments, both under the procedural and substantial points of view- with Legislative Decree no. 5 of 2012, with Law no. 92 of 2012, and with Legislative Decrees no. 69 and no. 76 of 2013- in order to limit the principal’s liability. In addition, jurisprudence has specified that to the scope of legitimacy of on-site contract agreements (appalti endoaziendali), the most important aspect is “the identification of the subject empowered with managerial power on the workers employed, who manages the work activities at his own risk, without limiting his own intervention to a mere administrative management of the employment relationship” (see Cass. June 25, 2001, no. 8643, Cass. June 23, 2008, no. 17049 and Cass. February 15, 2008, no. 3861).
14 Temporary employment supply Temporary employment refers to a situation where an enterprise (user enterprise) requests temporary workforce to authorized temporary employment agencies (supplier) listed in a special register of approved agencies. If compared to the contract agreement, the temporary employment supply fulfills a different purpose, that is to allow a subject, the user enterprise, to temporarily utilize workforce employed by a temporary employment agency, the supplier. The Ministry of Labor, through circular no. 05 of February 11, 2011, in relation to the “The legal framework of contract agreements”, has in this connection affirmed that “the distinction between contract agreement and temporary employment supply agreement, already consolidated in prior jurisprudence, consists in the difference of object: an obligation “to do” in the contract agreement, since work or services are provided to the principal by the contractor, to achieve a result through his own organization of means and personnel; the enterprise risk, therefore, rests upon the contractor; an obligation “to give” in regards to temporary employment supply, in which the agency supplies directly employed workforce to a third party, which will benefit from the workers’ activities in relation to its own specific organizational necessities”.
15 Temporary employment supply The temporary employment supply, therefore, involves three parties (user enterprise, agencies, workers), on the grounds of two different contractual forms: 1) the temporary work supply agreement, of commercial nature, stipulated between the user enterprise and the agency, which may be of indefinite duration or for a fixed term; 2) the employment contract stipulated between the agency and the worker, which may be of indefinite duration or for a fixed term. In the temporary employment supply, the agency does not organize the means of production, neither takes on the enterprise risk: - as for the organization of means, the agency does not perform organizational or managerial powers, since the temporary workers perform their work or services under the user enterprise’s direction and control (article 20, paragraph 2, of Legislative Decree no. 276/2003); - as for the enterprise risk, the agency is remunerated by the user enterprise on the basis of having made available to the user enterprise workforce directly employed by the agency.
16 Temporary employment supply Pursuant to article 29, paragraph 1, of Legislative Decree no. 276/2003, proviso that all requirements set forth by article 1655 of the Civil Code are met, the discerning element which allows therefore to distinguish between the contract agreement and the temporary employment supply agreement, is the exercise of the organizational and directive powers of the contractor towards the workers employed, and the professional skills, of the contractor or of his workers, necessary for the completion of the object of the contract agreement. It ensues, therefore, that the absence of the requirements for a genuine contract agreement brings to a situation of unlawful contract agreement, and the worker may ask, through a court action, the acknowledgment of an employment relationship with the subject that has benefited from his work or services. Article 18, paragraph 5-bis of Legislative Decree no. 276/2003 establishes also that “in the event of contract agreements lacking the requirements set forth by article 29, paragraph 1, [.] a sanction amounting to Euro 50.00 is enforced against the user enterprise and the supplier for every worker employed, and for each day of work or service. If the event of exploitation of minors, the punishment is the arrest up to eighteen months and the sanction is increased up to the sextuple”. Moreover, when the unlawful contract agreement has been put in place with the purpose to elude, fully or in part, the workers’ rights in violation of mandatory provisions of law or of collective agreements, the hypothesis of fraudulent interposition ensues. Consequently, the fraudulent interposition in employment supply will be punished by an additional sanction of Euros 20.00 for every worker involved, and for each day of employment, added to the previous one for unlawful contract agreement.
17 Posting of workers and business group A business group is a group of enterprises affiliated among them or in which one of them controls the others. In our legislation, no systematic regulation has been provided for this situation, which is nonetheless of great importance in relation to the identification of the subject holding the legal relationships and, therefore, in particular, the employment relationships. The legislator has intervened on the topic of business groups with the purpose to allow these entities to manage jointly and in a centralized way their obligations in terms of employment and social security. Article 31, paragraph 1, of Legislative Decree no. 276/2003 states in fact that “the business groups identified in compliance with article 2359 of the Civil Code and with the Legislative Decree no. 74/2002 may delegate the obligations set forth in article 1 of Law no. 12 of January 11 1979 to the group leader for all the subsidiaries and affiliated enterprises”. The aforementioned intervention is not directed to identify the group as an autonomous juridical entity yet, simply, to legally include the phenomenon among those situations of remarkable importance in reason of specific objectives pursued by the legislator. In fact, Legislative Decree no. 276/2003, article 31, paragraph 3, states expressly that all contractual and legal obligations rest upon each employer.
18 Posting of workers and business group The hypothesis of posting of workers (also known as ‘secondment’, or more often with the complex expression “secondment and posting”) occurs when the employee is sent to perform his work or services for a different employer, having managerial and control powers over his activity. In this case we have a functional dependence between the worker and the host enterprise, but there is no subordination, since the employment relationship with the seconder enterprise is intact. The posting of workers has been legally regulated for the first time, within the private relationships, by art. 30 of Legislative Decree no. 276/2003. For the legislator, in fact, “the hypothesis of posting of workers occurs when an employer, to satisfy a proper interest, temporarily posts one or more workers at the premises of another enterprise for the execution of a determined working activity”. However, a specific provision has been put in place through paragraph 3 of art. 30, according to which the worker’s consent acquires importance where the posting involves a change of duties. It ensues, accordingly to the consolidated orientation of jurisprudence, that the legitimacy of the posting is not subordinate to the consent of the worker.
19 Posting of workers and business group With reference, then, to the interpretation of the examined provision, the circular no. 3/2004 of the Ministry of Labor n. 3/2004 has specified that the “consent of the worker is necessary to ratify the equivalence of duties if changed, and if eventually implicating a reduction and/or specialization of the work activity inherent to the worker’s professional skills”. When the posting of the worker is to a productive unity located more than fifty kilometers away from that in which the worker is employed, instead, the worker’s consent is not necessary, yet proven technical, organizational, or productive reasons are required. With reference to the requisite of interest, the aforementioned circular no. 3/2004 has specified, also, that “the posting may be legitimated by any productive interest of the posting enterprise not coincident to the mere supply of temporary workforce”. Furthermore, the existence of such interest must continue for the whole period of duration of the worker’s posting. In this perspective, this legislative novelty legitimates posting practices within business groups, according to real entrepreneurship requirements, in order to rationalize and balance the development of all the enterprises belonging to the group”. In case of posting, the economic, normative and social security obligations towards the worker rest upon the employer. Article 30 of Legislative Decree no. 276/2003 does not apply to the public sector.
20 Transfer of undertakings The transfer of undertakings is regulated by art. 2112 of the Civil Code, and by art. 47, Law no. 428/1990, as amended by Legislative Decree no. 18/2001 enacting the Council Directive no. 98/50/CE –which has in turn amended Council Directive 77/187/CEE on transfer of enterprise- and from article 32 of Legislative Decree no. 276/2003 enacting article 1 of Law no. 30/2003. Pursuant to article 2112, paragraph 5, of the Civil Code, transfer of enterprise is defined as any operation that, following legal transfer or merger, involves the change in the ownership of an organized economic activity, profit or non-profit, preexisting to the transfer and preserving through the transfer its own identity regardless of the nature of transfer, including the right of usufruct or lease. The provision also refers to the transfer of ownership rights of a branch, understood as a functionally autonomous articulation of an organized economic activity, and so identified by transferor and transferee, proviso that the transferred activity has a market value. According to the prevailing jurisprudence, the transfer of an enterprise does not occur only where a formal action of transfer or lease has been put in place, yet also when, in presence of serious, specific and consistent elements or indications (ex articles 2727 and 2729 of Civil Code) is legitimate to suppose the existence of an agreement between the transferor and the transferee to achieve the same result the parts would have reached through a formal action of transfer.
21 Transfer of undertakings Innovating from pre-existing legislation, Legislative Decree no. 276/2003 also states the existence of a specific joint and several liability between principal and contractor, in case a contract agreement is connected to the transfer of branch of an enterprise. In fact, the following paragraph is added to article 2112 of the Civil Code by article 32, as amended by article 9 of Legislative Decree no. 251/2004: “In the event the transferor stipulates with the transferee a contract agreement to be performed using the branch of the enterprise object of transfer, principal and contractor are bound by joint and several liability as provided by art. 29, paragraph 2, of Legislative Decree 10 September 2003, no. 276”.
22 Transfer of undertakings Furthermore, article 47, paragraph 1, Law no. 428/1990 (as modified by Legislative Decree no. 18/2001), expressly states that, on the assumption of a transfer of undertakings pursuant to article 2112 of the Civil Code, if more than fifteen workers are employed, the transferor and the transferee are required to give written communication at least twenty-five days before the transfer, or before the transfer binding agreement if prior to the transfer. The subjects recipient of the aforementioned communication are the unitary trade union representative body (RSU) or the business representative body (RSA) constituted in accordance with art. 19 of the Workers’ Statute, as well as the professional associations that have signed the contract agreement in force for the enterprises concerned by the transfer. Lacking RSA or RSU, the communication is to be sent to the professional associations affiliated with the employers confederations which are most representative on a national level. Upon written request to be sent within seven days from the receipt of the communication, the transferor and the transferee are obligated to start, within seven days from the receipt of the aforesaid request, a joined examination with the representative bodies.
23 Transfer of undertakings The consultation ends if, elapsed ten days by its start, no agreement is reached. Failure of the transferor or transferee to comply with the above obligations, is deemed to be anti-union behavior pursuant to article 28 of the Workers’ Statute. Pursuant to article 2112 of the Civil Code, moreover, it is provided that “in case of transfer of an enterprise, the employment relationship between the transferee and the worker maintains all the rights that derive from it” for the credits the worker has earned towards the transferor. The worker is nevertheless allowed to free the transferor from the obligations owed to him, yet he may do so only in accordance with the procedures set forth in articles 410 and 411 of the Code of Civil Procedure. Finally, the provision laid down in paragraph 3 of article 2112 of the Civil Code states that “the transferee is obligated to grant the economic and normative standards set forth in national, territorial, and company collective agreements in force at the date of the transfer, up to when they are due to expire, unless replaced by other collective agreements applicable to the transferee’s enterprise”. With the aforementioned Legislative Decree no. 18/2001, and to the purpose of avoiding the possibility that a company collective agreement could establish a derogation, in the pejorative sense, of the national collective agreement applied by the transferee, the legislator has specified that “the substitution effect operates exclusively among collective contracts of the same level” Cass. 27 September 2007 no. 20221.
24 The role of collective autonomy On the matter of productive decentralization, collective autonomy addresses again a fundamental role in relation to the protection of workers concerned by the process. In fact, the externalization phenomenon imposes a general reorganization of the production process, which could potentially damage the workers of the transferor enterprise. As an example, among the possible consequences for the transferor’s workers is the loss of employment, or of those rights connected to the attainment of a given occupational threshold. In consideration of the approach taken by the representative bodies, different strategies can be pursued for the attainment of such purposes. Firstly, the entrepreneur may be required to accept collective binding provisos forbidding or limiting the possibility of segmentation of the productive process by means of the externalization of work activities, through contract or sub-contract agreements. Collective autonomy emerges, then, subsequently, through the negotiation process put in place in order to afford greater protection to the workers concerned with the decentralization as, for example, the equal treatment of the contractor’s workers, in addition to the existing limitations and employment standards.
25 The role of collective autonomy Besides, following a joined analysis of the representative bodies and of the entrepreneur in relation to the externalization process, the reach of an agreement to remove a decentralization process identified as “not necessary” is possible, in order to find different organizational and productive structures to avoid externalizations and keep the work activity within the enterprise. However, a problem of legitimacy of these clauses arises. This is a matter directly connected to the nature of these clauses, or rather to their classification as normative, mandatory, or both normative and mandatory clauses. According to a doctrinal orientation, originated by the jurisprudence, such contractual clauses may be considered of a hybrid nature, therefore normative and mandatory at the same time. Ensuing that, according to the specific scope of their use, they may be legitimately used both by unions and workers.
26 The role of collective autonomy Consequently, if these entrepreneurial obligations are also normative, the workers are entitled to take legal action against the employer if he fails to comply. Certainly, the non-compliance of the transferor cannot void the contract agreement, since the contractor is a third party with regard to the obligations owed by the transferor towards the representative bodies through the collective agreement. Therefore, the workers can legitimately invoke compensation against their employer. On the other hand, where these clauses provide for procedural obligations, as the consultation or the duty to inform the trade unions before starting a process of externalization, legal action against the violation can be taken by the trade unions on the grounds of anti-union behavior, pursuant to article 28 of the Workers’ Statute.
27 Business case: the management of the externalization process within the logistics group FISI Business profile NUMBER 1 Logistics Group is a leader in providing logistics and transport services to grocery and FMCG sectors in Italy. Acquired in 2012 by the group FISI, NUMBER 1 is the unique brand of a leading provider able to reach over 100 thousand delivery points belonging to large-scale retail chains and specialized grocery channels, with a 400 million Euros turnover. Thanks to a large distribution network, a modern fleet of vehicles, an advanced information system, and highly qualified personnel, NUMBER 1 offer a vast range of services: transports, storage, distribution, management and control of orders and supplies, informative services, quality control, personalized restocking forecast, product shelf- life monitoring, and an online report system on services and orders. Distribution network and fleet of vehicles Number 1 distribution network consists of 7 hubs and 24 transit points. Efficiency, rapidity and safety of transport are guaranteed by 2500 employees in 55 operational structures (included warehouses and plant), and by a modern fleet of 2300 vehicles. These are large numbers which allow to manage every year more than 1,6 million deliveries. Innovation, safety and sustainability Technological innovation, of channels and products, are the distinctive features of NUMBER 1. The company has implemented advanced models of transport, as the “diligence model” for long routes and load optimization devices. Among the innovations promoted by NUMBER 1, Syncro®1, a project aimed at rationalizing the flow of the supply chain (Production, Distribution, Logistics Operator), and its evolution Syncro®2.
28 Business case: the management of the externalization process within the logistics group FISI NUMBER 1 complies with HACCP, the certification of food safety and quality: NUMBER 1 operational structures are designed to preserve the products from any deterioration of quality, and management systems which allow to monitor “on line” the situation of supply and the shelf life of every product, ensuring the traceability of both batches of products and deliveries. Operating exclusively in the FMCG sector, NUMBER 1 have succeeded, with project Green 1, to bring in this market segment advanced innovation strategies apt to reduce the environmental impact of activities associated with logistics, thanks to the renewal of the fleet and to strategic transport optimization policies. Social Responsibility is a central objective for NUMBER 1. Number1 sustains the Onlus Food Bench Foundation, supporting the logistics activity of the Foundation for the transport of food surplus donated to the Foundation network by the food industry, by the large-scale distribution, and by the hospitality sector to the Foundation on the whole national territory. Qualitative-quantitative Mapping of the externalizations HANDLING: The enterprises concerned, to a large extent cooperatives, are about 60, located on the whole national territory. TRANSPORTS: CARRIERS -PRIMARY: The enterprises concerned are about 90 CARRIERS -NET: The enterprises concerned are about 95
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PRESENTATION OF THE PROPOSED SECURITY INDUSTRY REGULATION BILL, 2001 by Francois Slabbert Manager: Legislation and Policy Development 02 May 2001.