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w3c
 
Labour practices and decent work

  see www.titan.gr (CSR section, Investor relations section)
see TITAN 2008 Annual Report and Financial Results
Indicates core indicators
Indicates additional indicators
Partially met for all indicators whose data currently cover only certain regions (i.e. Greece) or activities (i.e. cement), or related to cases that reliable quantitative data is not available yet (i.e. water)
G.C.: Global Compact

Profile/
Global
Compact
Reference
G3
Disclosure
Description Notes, comments and additional information
LABOUR PRACTICES AND DECENT WORK
  Disclosure on Management Approach Message from the Managing Director

Business Case for CSR

Engaging with our Stakeholders

Distribution of 2008 Group income

Social Footprint – Measuring our footprint  

 

LA1 Total workforce by employment type, employment contract, and region Employment
LA2 Total number and rate of employee turnover by age group, gender, and region Employment 
Principle
3 G.C.
LA3 Benefits provided to full-time employees that are not provided to temporary or part-time employees, by major operations No differences between wages in different contract types. Direct employees have their contracts regulated according to national legal provisions and additional benefits according to their hierarchical level, position and individual performance
Principle
3 G.C.
LA4 Percentage of employees covered by collective bargaining agreements 100% of Group employees are covered by collective bargaining agreements in countries where provided by national legislation
LA5 Minimum notice period(s) regarding significant operational changes, including whether it is specified in collective agreements
In accordance with E.U. standards and/or national legislation
LA6 Percentage of total workforce represented in formal joint management-worker health and safety committees that help monitor and advice on occupational health and safety programs More than 70% of our direct employees working in cement plants and related to them quarries are represented in joint management health and safety committees and forums that help monitor and advice on occupational health and safety programs
LA7 Rates of injury, occupational diseases, lost days, and absenteeism, and number of work-related fatalities by region Safety at work

Employment
LA8 Education, training, counselling, prevention, and risk-control programs in place to assist workforce members, their families, or community members regarding serious diseases TITAN provides counselling and training with the support of social and medical experts on a number of health related issues including smoking, alcohol, heart diseases etc.

Employee feedback and communication

Employee voluntarism and social solidarity
 Principle
6 G.C.
LA10 Average hours of training per year per employee by employee category Training and human resources development
Principle
6 G.C.
LA11 Programs for skills management and lifelong learning that support the continued employability of employees and assist them in managing career endings Employee feedback and communication

LA12 Percentage of employees receiving regular performance and career development reviews More than 65 % of all direct employees receive performance reviews on annual basis
LA13 Composition of governance bodies and breakdown of employees per category according to gender, age group, minority group membership, and other indicators of diversity Employment
LA14 Ratio of basic salary of men to women by employee category Basic salary is established according to the role and responsibilities of the employee and equal opportunities are provided to all employees, irrespective of gender or other diversity aspects