Social Responsibility Realisation Agreement in CHP Krak

1
Social Responsibility Realisation Agreement in
CHP Kraków

• Prague, 23-03-2007

2
Context

• Signing of the Social Responsibility Agreement
  of EDF Group 24th January 2005
• Three aspects of the agreement
• constant improvement of Group results
• consolidation of Groups reputation and image
• broadening topics of social dialogue

3
Context

• Mission statement
• EC Kraków provides local residents with heat and
  electricity while caring for its surroundings and
  helping to preserve the natural environment

4
Context

• Technical data
• 2 power units BC 90 and 2 power units BC 100
• 4 peak heat only boilers WP-120
• The total installed capacity includes
• 1236,4 MWth thermal capacity
• 460 MW electric capacity

• Staff number 613 empoyees
• 4 Trade Unions

5
Context

• Privatisation
• As a result of privatization, in 1998 the
  company gained a strategic investor a
  consortium of Electricité de France International
  (EDF)
• Companys ownership as on 31 December 2006
• 66.26 EDF International
• 28.05 The State Treasury
• 5.69 natural persons
• Yearly turnover about 100 million EURO

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Actions on the level of CHP Kraków

• Nominating a workgroup May 2005
• Members of the group were nominated, schedule and
  way of operation was outlined
• Current reporting of social responsibility
  agreements realization and planning actions for
  the following years

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Signing the Social Responsibility Agreement in
CHP Kraków

• On 18th January 2007 the Board and Trade Unions
  have signed Social Responsibility Realisation
  Agreement

8
Aims of Social Responsibility Agreement

• To ensure further improvement of work conditions
  of CHP Kraków employees
• To guarantee that rules are obeyed in relation to
  clients, contractors and local community
• Further actions to protect the environment have
  been declared

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Work and pay

• Accepting a new job index. This will be an
  opportunity to analyse equal
  rights of men and women and their pay in the
  same positions
• Greatest difficulty!!!
• Fear and distrust of one Trade Union
  organisation, which
  thinks that lower-level production employees
  and part of the
  administration employees will lose
  when new job index is implemented

10
Occupational Health and Safety

• Increasing the quality of medical care for
  employees, retired employees and pensioners
• Continual improvement of work safety, with
  special regard to preventive actions, which
  should protect from the effects of professional
  risk.

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Individual development of employees

• Implement employment and competences management
  system and provide each employee with an outlook
  of a career development path
• Improve the quality of individual interviews
  management
• The greatest difficulty!!!
• Fear that employment and competences management
  system will be directed against the employees and
  that it will be a basis to fire employees

12
Fighting discrimination

• In order to protect employees from any form of
  discrimination the company will implement career
  path monitoring of its employees.

13
Organisational changes

• Trade Union organisations will be informed by
  employers about planned changes systematically
  and early. When making strategic decisions,
  social consequences of the planned changes will
  be considered.

14
Rules of cooperation with contractors

• Continuation of actions aimed at providing social
  facilities (cloakrooms, bathrooms and toilets)
  for contractors employees.
• Any contractor working for CHP Kraków will have
  to observe legal regulations and professional
  ethics.
• Continuation of present contractor training
  policy in respect of OHS, fire protection and
  environmental requirements which are valid at the
  power plant, before the start of work.

15
Help for poor clients

• Charities, orphanages and the like institutions
  supporting needy people, may count on the
  companys help and solidarity, in accordance with
  its possibilities.

16
Environmental protection

• In order to decrease the amount of gases emitted
  into the environment we are
  going to use renewable sources of energy as soon
  as 2007. Green energy produced from biomass could
  in the future, provide even up to 10 of CHP
  Kraków production.
• We would like to obtain a decision permitting for
  emission trading for period 2008-2012
• We would like to obtain an integrated
  environmental permit for stocking at the
  installation combustion waste product stockpile
  in CHP Kraków.

17
Integration of disabled people

• We are creating positions and we have accepted a
  policy of employing disabled people in CHP
  Kraków.
• We also intend to enter into separate agreements
  with Trade Unions, which will delineate next
  steps for integration of this professional group.
  
• We will continue to support sport activity of
  disabled people.

18
Social dialogue

• The Employer will continue the process of
  respecting independence and self-governance of
  trade unions in light of current legal
  regulations. Details of mutual duties are
  regulated by agreements on cooperation with trade
  unions.
• The Employer will transfer up-to-date, reliable,
  valid information using for this end the existing
  means of internal communication.
• The Employer will provide continuation of
  constant and up-to-date dialogue with social
  partners.

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Continuation of good practices

• All employees will participate in the yearly
  profit bonus according to regulations in
  Companys Collective Work Agreement.
• Preparing current asset management result
  analysis of Employees Retirement Programme and
  ensuring a clear and complete communication on
  this topic.

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Respecting the agreement

• Realising Social Responsibility Agreement in CHP
  Kraków will be inspected twice a year by the
  Board and Trade Unions. Balance will be made at
  the end of the review and all the sides of the
  agreement will receive it. Results of the
  inspection will be currently communicated to all
  employees.

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Thanks for your attention