Saturday 1 October 2022

Employment

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For TITAN, people are the most valuable and critical asset and employment is caracterized by long-term relations based on mutual trust.

A reduction of 4.5% in total direct employment measured at the end of 2010 is the result of the continuing economic recession in the countries where TITAN operates, apart from Egypt and Turkey. However, the total employment figure at Group level (6,161 direct employees) presents an overall increase of 4,3 % due to the acquisition of a cement plant in Kosovo and the start up of the new plant in Albania.

A variety of activities related to TITAN operations are assigned to contractors. Indirect employees provide their services for activities such as maintenance and cleaning, transportation, quarrying and new construction projects (e.g. Antea in Albania). The number of indirect employees, in 2010, it was approximately 3.000 (measured as full-time equivalent).

TITAN Group employment and procurement policies support local employment. Thus in the new plant in Albania the majority of employees come from neighboring communities.

 

 

 

 
 
 

Employee turnover and absenteeism

In 2010 the Group employee turnover posted limited changes compared to 2009. In Serbia the decrease in employment over the last two years is due to relevant changes in the local company’s portfolio which in the past included activities other than cement and building materials.

A total of 1,383 days were lost due to accidents. Rates of absenteeism vary from maximum 3.1% to minimum 0.49% of scheduled working hours from country to country. No strikes or stoppages have been recorded at company level in 2010.

 

Responsible employment restructuring

In 2010 the economic crisis continued to influence most of TITAN operations. As reported in 2009, TITAN has engaged in a specific process of restructuring, so as to safeguard long-term viability and sustainability of the majority of jobs in the Group. TITAN’s commitment to corporate social responsibility is reflected in the decisions made under the pressure of restructuring. Accordingly, all TITAN operations have implemented necessary reductions aligned with the following guidelines: 

  • No planned overtime work
  • No new hiring’s and no replacements of retiring employees 
  • Voluntary early-leave plans for those close to retirement 
  • Programs to support self-employment and cooperation on a contract basis in cases that this is feasible 
  • Additional social support and compensation schemes beyond legal obligations

Employee compensation and welfare programs

TITAN’s social welfare employee policies take the provisions of labor law and collective agreements as the minimum covering all employees including those with temporary and part-time contracts* or internships.

No differences between wages in different contract types exist. Compensation linked to performance is defined according to the role, responsibilities and performance of each individual irrespective of gender or other divesrity aspects. Moreover equal opportunities are provided to all for life-long learning and career development.

All types of benefits are defined by law and by collective agreements following local and industry practices.

In addition, TITAN has adopted a variety of programs to contribute to the well-being of its employees linked to local needs and priorities. Indicative additional short- and long-term benefits include: 

  • Health and medical care
  • Pension family care and aid programs supporting children’s education and free-of-interest loans 
  • Productivity bonus 
  • Free transportation and subsidized meals 
  • Recreational activities and social support by experts

Performance appraisals are conducted for all managers, supervisors and professionals on an annual basis, aiming to link compensation with performance, and provide the basis for career development programs.

* The total number of employees with part-time contracts at Group level was 14 in 2010 and the total number of employees with temporary contracts was 31

 

TITAN’s standards cover the following main principles:

Non-discrimination
Prohibit discrimination in all employment-related practices.

Working hours
Respect the right to leisure and avoid excessive overtime.

Wages and benefits
Guarantee a wage that -at a minimum- meets national legal standards and additional benefits responding to the needs of the majority and local priorities.

Apply appropriate disciplinary measures.

Prohibit harassment or abuse by co-workers or managers.

Child labor
Prohibit employment of under 18-year old

Forced labor
Prohibit any type of forced or bonded labor.

Freedom of association
Respect of the right of employees to form and join associations and to bargain collectively.