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HR Report 2010/2011 - Deutsche Telekom AG

Integrated, efficient and elastic corporate and workforce structures are required if we are to offer our customers an outstanding portfolio of products and services. The basis for this is maximum workforce efficiency and effectiveness.

Competitive workforceHR Big 4 and Group strategy Service culture Talent agenda HR@2012 18 Rollout for a standardized health and safety system. We support the Group-wide concept of occupational safety and health with a standardized international health and safety management system. Rollout has already started in eleven international subsidiaries, namely at the T-Systems com- panies in Brazil, the U.K., Malaysia, Mexico, Austria, the Netherlands, South Africa, Hungary, the U.S. and Slovakia as well as at Slovak Telekom. With this step, we have laid the foundation for defining consistent global stand- ards for occupational safety and health in future. The system is based on the international OHSAS 18001, ISO 14001 and ISO 9001 standards for occupational safety and health, environmental protection and quality. Plans include minimum standards for hygiene, first aid and medical activities in a crisis. We are also defining standard KPIs, such as the number of days absent from work. The use of minimum standards and KPIs will enable us to create not only greater transparency and better comparability but also addi- tional optimization potential at international level. Consistent standards and KPIs are also part and parcel of our long-term pandemic prevention plans. We expect them to provide specific, optimal protection for our staff and, on the other hand, to put our company in a position in which it can maintain the global telecommunications infrastructure in a crisis. On the basis of the experiences already made, we are set to implement the health and safety management system in ten more Group units in 2011 and 2012. Platforms for employer/employee relationships in Germany and at international level. Intensive and close dialog. We engage in an extremely active partnership with the Group Works Council, our point of contact for all topics relating to codetermination issues at Group level in Germany. The Group Works Coun- cil usually meets every six to eight weeks. One fixed aspect of these meet- ings is the discussion with the employer, with the Chief Human Resources Officer and other decision-makers regularly taking part. Besides this, we join in holding various negotiations meetings, committee meetings and other joint coordination bodies, which played a vital role in enabling us to reach our corporate goals again in 2010. Collective negotiations for 2011: dispute resolved. At the end of March 2011 the negotiating partners reached agreement on this year’s round of collective bargaining. Salaries for employees covered by collective agree- ments at Deutsche Telekom AG, Telekom Deutschland GmbH and the ser- vice companies will rise effectively by 2.25 percent in 2011, which is in line with the industry. This figure is based on three months without a rise and an increase of 3.15 percent as of April 1, 2011. The collective agreement will remain in force until the end of January 2012. Employees in the service companies, who had an annual decrease of 2.17 percent negotiated for them in 2007, will get a two percent pay increase, backdated to January 1, 2011. In addition, redundancy protection is being extended by two years up to the end of 2012 for Telekom Deutschland GmbH and Deutsche Telekom AG. As far as the service companies are concerned, the current redundancy protection pact, which is valid until the end of 2013, will remain in place. The monthly pay for around 10,000 apprentices and students on cooperative degree courses will rise by EUR 40 a month. The negotiators also approved a future-oriented training and development pact, which pro- vides for a minimum of three individual training days for all employees in the service companies. European Works Council: Employee platform for information and con- sultation in the EU. Through Deutsche Telekom’s European Works Coun- cil (EWC), we maintain an active relationship with the employee representa- tives of the subsidiaries and affiliated companies in the Member States of the European Union. Two regular EWC meetings and four EWC Board Meetings are held each year; members of the Group Board of Management attend the EWC meetings regularly to join in discussions and provide expla- nations.