Corporate social partnership at EVN
“Convince rather than coerce” is the principle underlying the corporate social partnership at EVN. Employee representatives are therefore informed of major business decisions on a regular basis and integrated in the transparent decision-making processes that are based on the managerial mission statement and legal regulations. This approach applies to strategic decisions as well as to changes and adjustments involving employees. Similar to EVN AG, the larger companies in the EVN Group have also designated special employee representatives.
Employees’ interests are represented in the form of works councils or trade unions. Over 90% of all EVN employees (above all in Austria, Bulgaria and Macedonia) are represented by such bodies and their remuneration is protected by collective bargaining agreements, tariffs or legal minimum wage regulations. The employee representatives in Austria, Bulgaria and Macedonia regularly play an important role in collective negotiations. In addition, employee-related issues are handled in workplace, health and safety committees that include representatives of the works councils or unions. Members of the works council also serve on the Supervisory Board and the Advisory Committee for Environmental and Social Responsibility. Apprentices have a voice in the works council through elected youth representatives, whereby the last election took place in June 2016. The South Eastern European subsidiaries are also members of the European works council, which holds regular meetings and serves as a platform for communication and exchange for the EVN employees in Austria, Bulgaria and Macedonia.
- GRI indicators: Minimum notice periods regarding operational change (G4-LA4); Percentage of employees in occupational safety committees (G4-LA5); Percentage of employees under collective agreements (G4-11)
In 2015/16 the ratio between the highest salary and the average salary at EVN equalled 7:1. The remuneration scheme for over 90% of EVN’s employees is based on the collective bargaining agreements that apply to the main business locations. These collective bargaining agreements are available for review by the general public and include salary levels as well as the definition of time-dependent salary increases. The annual collective bargaining negotiations for utility companies in Austria led to salary adjustments of between 1.34% and 2.10% in 2015/16.
- For information on the remuneration of the Executive Board, see Corporate bodies
- GRI indicators: Ratio of the annual total compensation for the organisation’s highest-paid individual to the median annual total compensation for all employees (G4-54); Percentage increase in annual total compensation for the organisation’s highest-paid individual to the median percentage increase in annual total compensation for all employees (G4-55); Ratios of standard entry level wage by gender compared to local minimum wage at significant locations of operation (G4-EC5); Differences in remuneration due to gender (G4-LA13)