Employees of individual entities of the PKO Bank Polski SA Group are the most valuable asset, while their knowledge and skills contribute to the development of the Group. Basing the organizational culture in the Group on cooperation, commitment and dialogue creates a friendly environment in which employees can improve their knowledge, skills and abilities. The manifestation of such an approach in the Group, including the Bank, is
- care for transparent principles of employment and remuneration;
- assurance of a fair salary, with an incentive system, as well as additional benefits;
- care for improving the quality of support of employees;
- being open to the opinions and motions of the employees (including a job satisfaction survey at the Bank);
- good cooperation with the representatives of the employees.
Trade Union organizations
The Bank has two trade union organizations:
- The National Trade Union of PKO BP SA Employees, with 2,842 members, including 2,805 employees,
- “Solidarity” Independent Self-Governing Trade Union of PKO BP SA Employees, with 1,215 members,
whereby only the former is a representative union. Approx. 16% of the total number of employees as at 31/12/2017, who were employees, were trade union members.
Every person admitted to work at the Bank is informed of the existence of employee representation, including trade union organizations. All information related to it can be found in the Bank’s generally accessible intranet.
The Employee Affairs Department is responsible for relations with the trade unions. Cooperation with the trade union organizations is good; there were no collective disputes either in 2017 or in previous years.
The Bank’s Employee Council also operates at the Bank. Cooperation with these social partners takes place in accordance with the applicable regulations, including holding consultations in the case of planned organizational changes, resulting in significant changes in the organization of work, the level and basis of employment of employees. Meetings with trade unions and the Bank’s Employee Council are organized as necessary – at least several times a year.
The Bank has internal regulations ensuring that employees can report complaints about a breach of employee rights. 47 complaints were filed with the Bank in 2017; all are encompassed by an investigation process.
A trade union organization also exists at KREDOBANK SA, in which almost 16% of employees are members. Trade union organizations do not operate at other companies in the Group. The dialogue with the employees takes place in accordance with the applicable regulations. Its form is adapted to the size of the company and its specificity: the larger entities have Workers’ Councils, while the dialogue with employees at other companies is held, among others through selected employee representatives and forms of communication with employees, either direct or via e-mail and through the intranet, which are accepted at the given entity.
No collective disputes were recorded at the Group entities. The employees have the opportunity to report complaints about a breach of employee rights and other irregularities.
Support for employees
The bank’s employees may obtain any information on employee matters from one place by calling or sending an e-mail to the internal HR Contact Centre. A team of consultants answers questions, among other things, on HR and payroll support, social issues, recruitment and training. The new solution accelerates and simplifies the communication process between employees and the HR services – the units responsible for personnel management.
Employee satisfaction survey
The Bank attaches a great deal of importance to the opinions of employees on matters related to their work, the opportunities for individual development, as well as the company’s organizational culture. A study of the organizational culture, employee satisfaction and commitment is held at the Bank every few years; the results of the last survey will be available in the spring of 2018. The results of the satisfaction surveys are presented to the employees as well as to the Bank’s governing bodies, for which they constitute an additional tool in analysing and shaping appropriate relations with the employees.
