ΜΕΤΚΑ | SUSTAINABILITY REPORT 2015 - page 42-43

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MYTILINEOS HOLDINGS SUSTAINABILITY REPORT
2015
efits are free from all discrimination and are governed by the prin-
ciples of equal treatment and transparency, laying down clearly
defined policies for each category of personnel.
G4-LA2
9.3 Management – Employee relations
As a major corporate citizen, MYTILINEOS Group aims, among
other things, to truly realise its social role. The Group seeks to
ensure the prosperity of its employees, as it considers them to
be an important factor of its growth. Therefore, employees are
considered to be “integrated” into the Group, beyond the mere
employment-compensation relationship that formally connects
them with it, in the sense of the constant improvement of their
capabilities and of the outcome of their work.
This interdependence and the creative coexistence of the eco-
nomic and social character of the Group serves as the guide for
the formulation of the general principles governing the Group’s
relationship with its people. These general principles, character-
ised by features such as clarity, dynamism, innovation and flex-
ibility, are communicated to all Group personnel and adherence
to them is one of the key objectives of the Group’s social policy.
The Group’s Management has set the safety and protection of the
interests and rights of its employees as a priority in the frame-
work of sound corporate management, given that one of the key
success factors is their full dedication to their duties and their
commitment to the achievement of the corporate objectives.
Therefore, employees are able to communicate with authorised
members of the Management about all matters of concern to
them, and are provided with timely answers and solutions.
A key aspect characteristic of the Group’s consistency towards its
personnel is the setting of specific notice periods for informing
employees prior to the implementation of major changes in Com-
pany operations which might affect them significantly. The length
of the notice period varies, depending on the importance of the
change as well as on the specific activity sector. The following ex-
amples are indicative:
G4-LA4
• In the Metallurgy and Mining Sector, the Plant Steering Com-
mittee of ALUMINIUM OF GREECE holds weekly meetings to
discuss matters concerning Safety, Environment, Production
and Finance, as well as organisational / operational changes
(if any), with the participation of all Company Managers. The
results of these meetings are immediately communicated to
all other employees by the Company’s Executives. As regards
mining activities, an advance notice of at least six to eight
months is given for particularly important changes, a two-
month notice is given for isolated but important changes and a
one-month notice is given for routine changes.
G4-LA4
• In the EPC Projects Sector, a reasonable notice period applies,
depending on the circumstances and in consultation with the
employees’ elected representatives, to ensure that employees
are notified in the best possible way. The Management of METKA
meets regularly with the Board of the Employees’ Union to inform
them of any issues that may concern them. In extraordinary cas-
es, the meeting and the provision of information by the Company
to the Bard of the Employees’ Union precedes the implementa-
tion of any positive or negative change that affects employees,
with provisions made for the time necessary to disseminate the
information and hold consultations.
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4
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17
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27
29
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21
10
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22
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16
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Newly-hired personnel
by activity sector
Total personnel turnover rate:
Group and activity sectors
10%
0%
20%
30%
GROUP
13.7%
13.8%
2014 2015
9.0%
4.5%
16.6%
14.3%
24.9%
9.2%
1.4%
9.7%
Metallurgy &
Mining Sector
EPC Projects
Sector
Energy Sector
Corporate Center
50.1%
10.3%
37.9%
1.6%
Personnel recruitment
2011 2012
2013
2014
2015
Total
364
374
323
370
377
Breakdown by gender
Men
323
312
286
308
327
Women
41
62
37
62
50
Breakdown by age group
<30 y.o.
177
199
163
160
136
30–50 y.o.
177
160
143
198
209
>50 y.o.
10
15
17
12
32
Breakdown by geographical region
Sterea
289
294
234
215
187
Thessaly
-
-
9
30
28
Peloponnese
20
44
4
25
71
Macedonia
15
1
1
2
9
Other regions
14
9
8
43
55
Jordan
-
-
29
23
1
Algeria
-
-
2
31
2
Ghana
5
Syria
-
4
12
-
-
Turkey
26
20
2
1
-
Iraq
-
2
3
-
-
Personnel departures
2011 2012
2013
2014
2015
Total
265
321
276
237
304
Breakdown by gender
Men
226
271
241
209
260
Women
39
50
35
28
44
Breakdown by age group
<30 y.o.
67
70
103
91
109
30–50 y.o.
91
130
118
108
159
>50 y.o.
107
121
55
38
36
Breakdown by geographical region
Sterea
167
247
190
188
146
Thessaly
13
7
8
9
54
Peloponnese
2
29
6
4
22
Macedonia
2
16
1
4
7
Other regions
49
-
10
11
5
Jordan
-
-
1
12
32
Algeria
-
-
1
5
27
Ghana
-
-
-
-
2
Syria
-
3
9
-
-
Turkey
9
9
43
4
6
Iraq
-
-
7
-
1
G4-LA1
G4-LA1
Corporate
Center
Energy
Sector
EPC
Projects
Sector
Metallurgy
& Mining
Sector
The increase observed in the total number of departures com-
pared to 2014 (237 departures) and to the average of the past four
years, i.e. the period 2011-2014 (274 departures) comes primarily
from the EPC Projects Sector where, due to the nature of the ac-
tivities of METKA, which undertakes construction projects under
specific time frames, a good number of employees work under
fixed-term contracts. The company also employs external asso-
ciates under work contracts or contracts for the provision of in-
dependent services. These people undertake to perform specific
work and their contract expires upon its completion and delivery.
9.2 Work Conditions
In all regions where MYTILINEOS Group operates, the compensa-
tion and benefit plans offered to its employees are as a minimum
in full compliance with the labour legislation and with the collective
bargaining agreements, where applicable. Any compensations
over and above the statutory ones are based on the employees’
individual performance, which is reviewed and assessed annually.
The objective in adopting this approach is to ensure meritocracy
in earning levels, guarantee competitive earnings as a function of
the conditions in the business environment that affect the compet-
itiveness of the Group’s companies, and lay the foundations for the
Group’s long-term cooperation with its people.
Additionally, depending on the particular activity sector of each
subsidiary and on local needs and priorities, MYTILINEOS Group
has in place a number of short- and long-term benefit plans for
full-time employees. These benefits vary between subsidiaries
and indicatively include the following: Health and medical care, life
insurance, coverage against disability/incapacitation, retirement
provisions, maternity/paternity leave, medical care plan for em-
ployees working in high-risk regions, additional leave for parents
of large families (with more than 3 children), the provision of gift
vouchers for Christmas and Easter (with additional amounts for
the parents of large families), personnel transport etc. These ben-
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