Corporate Social Responsibility Report 2012/2013

Labour practices

LA3 Benefits provided to full-time employees that are not provided to temporary or part-time employees
Legally provided benefits (such as contributions to health care, disability, maternity, education, holidays and retirement) vary from country to country as do local laws and regulations. We adhere to at least the minimum requirements of local laws for associates.

Some benefits for employees may depend on position and number of years served. For associates, we offer talent development services, including training, coaching and counselling, to enable all our associates to reach their professional goals and potential.

LA4 Percentage of employees covered by collective bargaining agreements
In the Temporary Agency Work (TAW) industry, a multitude of Collective Bargaining Agreements (CLAs) stipulate the framework relationship and functioning of workers and companies rights and responsibilities. There are great differences in the coverage of employees by CLAs per country, depending on national legislation. The countries with the highest percentage of employees covered by CLAs are countries with mature labour legislation, mostly in Europe. However, significant differences are also to be found within Europe. We can identify three different types of CLAs: Company CLAs (signed between user companies and their employees), TAW Industry CLAs (signed between the HR Services’ National Association and Industry Trade Unions) and Employer Association CLAs signed on behalf of the HR Services Industry with National Sectoral Trade Unions. Due to the number of countries (and national labour legislation frameworks), Adecco operates in, and the variety of CLAs (according to Country, Industry, Sector and Customer) it has engaged in, the Adecco Group has only approximate records of the percentage of employees covered by CLAs. For the percentages, please refer to chart “Freedom of Association & Collective Bargaining” on page 35.

In November 2008, UNI Global Union and Ciett Corporate Members, including the Adecco Group, signed a Memorandum of Understanding (MoU) which set the foundation of the sectoral social dialogue for agency workers to achieve fair conditions for the TAW industry and the 12.4 million temporary agency workers on assignment daily around the world. The agreement is global in scope with mutual commitments to – amongst others – respect the freedom of association and the right to collective bargaining as guaranteed by the International Labour Organization ILO.

Furthermore, the following documents were signed between Eurociett and UNI-Europa (the European level), since the MoU:

  • Eurociett/UNI-Europa: joint Declaration on the Sectoral Social Dialogue on Agency Work, signed in 2000
  • Eurociett/Uni-Europa: joint Declaration within the framework of the Flexicurity debate as launched and defined by the EU Commission, signed in 2007
  • Eurociett/UNI-Europa: joint Declaration on the Directive on working conditions for temporary agency workers, signed in 2008
  • Eurociett/UNI-Europa: joint Declaration on Training for Temporary Agency Workers: joint actions developed by sectoral social partners play a key role in facilitating skills upgrading, signed in 2009
  • Eurociett/UNI-Europa: joint Recommendation on ‘Temporary Agency Work facilitating transitions in the labour market’, highlighting our efforts and role in the various phases of transitions our workers go through, signed in December 2012.

LA5 Minimum notice period(s) regarding operational changes
We meet all applicable laws, regulations, and standards where we do business. The Adecco Group employees receive information on operational changes through their representatives on the national works councils or enterprise committees, with notice periods varying according to the agreement at national level. In line with EU regulations, the Adecco Group has been following the minimum notice period regarding operational changes stipulated in the PACE Agreement (until 2011) for Countries of the European Economic Area and Switzerland. As of 2012, Adecco engaged in the process of setting up the Adecco European Works Council, in line with the recast Directive of the European Works Councils, which will regulate the minimum notice period regarding operational changes once the new Agreement is signed.

LA6 Percentage of total workforce represented in formal joint management-worker health and safety committees
Adecco Group does not run any formal joint management-worker health and safety committees. At corporate and national level, issues of health and safety are a key focus for Adecco and measures are in place, adhering to the highest standards (see strategic focus areas ‘Health & Safety’, pages 41–42). Due to the number of countries, Adecco operates in and the variety of regulations regarding health and safety issues, the Adecco Group has no record to date of the percentage of total workforce represented in formal joint management-worker health and safety committees.

LA8 Programmes in place regarding serious diseases
There are appropriate measures in place to meet work-related needs for training and prevention – e.g. for associates in the health care industry – depending on local conditions and requirements. Education, training, counselling, prevention, and risk-control programmes to assist employees regarding serious diseases are addressed as needed to protect our employees and associates.

LA9 Health and safety topics covered in formal agreements with trade unions
Adecco Group has not signed a formal agreement covering health and safety topics with any trade union. At corporate and national level, issues on health and safety are addressed by Adecco and necessary measures are taken to guarantee that the highest standards are adhered to. Due to the number of coutnries, Adecco operates in, the variety of law and regulations and the wide range of agreements with trade unions regarding the handling of health and safety issues, in many countries the Adecco Group has to date no consolidated overveiw of the health and safety topics covered in formal agreements with trade unions.

LA10 Average hours of training per year per employee, by employee category
Training for employees and associates is a top priority for the Adecco Group. We have introduced KPIs for measuring training investments with employees and associates. An overview on training investments for employees and associates is provided on pages 32–34 (strategic focus area ‘Team, training & development’).

LA13 Composition of governance bodies
Details on the composition of the Board of Directors and the Executive Committee are provided in the Annual Report 2012, pages 142–154.

Governance bodies 2012

Male

Female

No. of
nationalities

 

 

 

 

Board of Directors (total 8 members)

7

1

6

Executive Committee (total 12 members)

12

0

7

More details on gender distribution: see chart on page 37 and in the Adecco Group Annual Report 2012, pages 142–145 and 151–154.

LA14 Ratio of basic salary of men to women by employee category
Adecco Group provides equal employment opportunities to all employees and candidates, regardless of race, gender, religion or any other discriminatory category. This also applies to compensating any employees and associates fairly for their work.

LA15 Return to work and retention rates after parental leave, by gender
For the time being, we can report against this indicator for the Adecco Group Headquarter and Adecco Switzerland 2012:
100% return to work after parental leave of female employees. No male employees took parental leave in 2012.