International Mobility Plan
Following the development of a Global Mobility Policy in 2008, we have seen an increase in employee exchanges between companies across the group, particularly between the UK, Spain and Energy East in the US. The Policy provides a framework for the identification and placement of professional development opportunities across the wider IBERDROLA group.
Discrimination
We are committed to equal opportunities for all, irrespective of age, colour, disability, ethnic or national origin, marital status, nationality, race, religion, belief, sex, sexual orientation, or other considerations not justified in law, which are irrelevant to the performance of the job.
We operate an Equal Opportunities policy, which covers all employees and the treatment of agency staff, contractors, consultants, or any other person working for, or on behalf of, ScottishPower.
We view discrimination as serious misconduct, which is subject to action under the Disciplinary Procedure. Employment Tribunal proceedings for discrimination can be taken against both employers and employees and in some cases, an individual employee may be found personally liable to compensate the person bringing the claim of unlawful discrimination.
The number of Employment Tribunal cases relating to alleged discrimination during 2010 was six.
Employee engagement and communication
We continued our commitment to employee communication through a number of channels including senior management site visits and presentations, an employee intranet – in which each business director has an e-zine channel – email updates, webcasts, team briefings and the Group magazine, Connection.
We also continued to publish our Wellbeing magazine during the year, which covers occupational and personal health issues and is available in both hard copy and e-zine formats.
Employee satisfaction
During the last quarter of 2010, we reviewed our approach to employee engagement. In line with our newly implemented ScottishPower Big Goals, and specifically the “Engaged Motivated People” Goal, our recommendation is to implement an engagement programme that will allow us to measure levels of employee engagement within ScottishPower. We aim to implement the programme by the end of 2011 and envisage this really taking effect from 2012 onwards, when we will have improvement action plans in place.
Freedom of Association and employee consultation
We continue to recognise four Trade Unions (Unison, Unite, GMB, and Prospect). 57% of employees are Trade Union members.
We have a company consultation and negotiation framework and agreement, which acts as a vehicle for discussion, consultation, and negotiation on a range of topics including business performance, strategy, proposals for organisational change and matters of concern or interest to the company, the Trade Unions and employees.
The framework was revised in 2008 to include representation for employees on personal contracts, who previously had not been represented in formal consultation arrangements.
The structure of the revised framework is detailed below.
The Company Consultative & Negotiating Council (CCNC) is the main formal consultation body in ScottishPower. Its membership includes:
- Senior management representatives from each business
- Trade Union full time officers and lay representatives
- Non collective employee representatives
Meeting twice a year, subjects discussed by the CCNC include:
- Company and business performance
- Company strategy
- Challenges and opportunities facing the company
- Proposals for, and implementation of, organisational change
- Health and safety, pensions or any other relevant company policies and practices and the process for communicating these policies and practices
- Learning and development including training, employee development frameworks
- Matters where consultation of employee representatives is required by law
Two sub groups of the CCNC have been established specifically to deal with matters relating to pensions and employment policy.
The Company Health & Safety Council (CHSC) has similar membership to the CCNC but includes Health and Safety Managers from each of the businesses. It meets twice yearly in May and November and covers a range of health and safety issues, including:
- Developing safe systems of work and safety procedures
- Analysing accidents and causes of notifiable occupational diseases
- Reviewing risk assessments
- Examining safety audit reports
- Considering reports submitted by safety representatives
- Monitoring the effectiveness of health and safety training
- Considering reports and factual information provided by HSE inspectors and Environmental Health Officers
- Monitoring and reviewing the adequacy of health and safety communication and publicity within the workplace
- Monitoring health and safety arrangements and revising them when necessary
There were no incidents or disputes during 2010 relating to the rights of employees to union representation.