Gabriel_Annual_Report_2024-25 - Flipbook - Page 66
CONTENTS // SUSTAINABILITY STATEMENT // SOCIAL – OWN WORKFORCE
Working conditions
Good working conditions are the foundation for operating responsibly and creating a positive working environment. Gabriel therefore provides adequate employment
conditions throughout the Group.
Gabriel’s management system contains systems for
addressing material risks and opportunities related to
working conditions. Systems include policies and procedures regarding occupational health and safety, flexibility
and wellbeing. Their objective is to prevent or mitigate
negative impacts and promote wellbeing and dedication in the workforce. All companies report on working
conditions on a monthly basis and actions are assessed
through employee satisfaction surveys, compliance training, internal audits and daily dialogue. Resources for
handling working conditions are anchored in the collaboration between top management, local management, HR, occupational health and safety committees
and others. The physical and psycho-social working environment is handled in local works councils and (occupational health and) safety committees with both employee
and management representatives. These bodies meet
when needed, as a minimum in compliance with local
law, which is typically two to four times a year.
Employment conditions
Employment conditions are primarily agreed directly between the company’s local management and the
employee. Remuneration always complies with local law
as a minimum and with applicable benchmarks for appropriate remuneration.
Gabriel recognises and respects the employees’
freedom of association. The Group respects collective
agreements for employees whose employment is covered
by agreements between social partners. If there is no collective agreement, local (labour) law rules on minimum
wage or salary, rights to days off etc. are followed as a
minimum. The employees’ possible membership of trade
unions is irrelevant in this context. In some locations, employees who are not covered by a collective agreement
are granted terms and conditions which are the same,
in some respects, as employees who are. This applies,
for example, to pension contributions, terms of leave
and seniors schemes.
The social dialogue in Gabriel takes place through collective bargaining and local occupational health and
safety committees, local works councils in the EEA etc.
The right to family-related leave such as maternity, paternity and parental leave follow as a minimum local
law and collective agreements in the countries where
the Group operates. Collective agreements are understood as those entered into between the social partners
and/or by statute.
Working hours are recorded in the Group to ensure
work-life balance for the employee and compliance
with applicable law.
Gabriel has processes in place in the area and therefore
reports no further initiatives or objectives.
COLLECTIVE BARGAINING COVERAGE AND SOCIAL DIALOGUE
Collective bargaining coverage
Social dialogue
Coverage rate
Employees – EEA
(for countries with >50 empl.
representing >10% total empl.
Workplace representation (EEA only)
(for countries with >50 empl.
representing >10% total empl.)
0-19%
Lithuania and Poland
20-39%
40-59%
Lithuania
60-79%
80-100%
Poland
Gabriel’s units FurnMaster Poland and FurnMaster Lithuania are not covered by collective agreements as such
agreements are not widely used in the two countries. General terms of employment determined by the governments are respected. Employee representatives who represent all employees are elected in both companies.
Risk of violation of work-related rights
Gabriel has employees in Europe, Asia and North America
and the risks of violation of work-related rights differ.
Gabriel has therefore introduced a Code of Conduct
that applies to all employees and prohibits child labour,
forced and compulsory labour etc. Compliance is reported on a monthly basis and compliance training is provided annually. Unless lawful and deemed appropriate
by management, no employees under 15 are employed.
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