EQUALITY PLAN FOR MEN AND WOMEN - 2020 | 2021 - CMVM
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EQUALITY PLAN
FOR MEN AND WOMEN
2020 | 2021EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
1. OUR COMMITMENT
GENDER At the Jerónimo Martins Group, our commitment to gender
equality, in every respect, is demonstrated every day in the
EQUALITY IS IN way we work within our organisation, going beyond every
plan or goal.
OUR DNA AND
IN ALL STAGES OF
It is present in every stage of the employee's life cycle and
particularly in our talent selection and recruitment,
AN EMPLOYEE’S compensation and benefit, training, performance appraisal,
internal social responsibility and other practices, where
LIFE CYCLE people management is based on the principles of
meritocracy.
In addition to the gender equality measures included in our
plan, we have a number of programmes and initiatives
aimed at supporting our employees and their families in the
areas that matter most in their lives, such as health and
education, thereby helping them reconcile their work, private
and family lives, and ensuring their well-being and quality of
life. As a benchmark employer, we thus believe that we are
helping to shape a fairer society, both encouraging equal
opportunity and developing our people.
1EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
2. OUR FIGURES
THIS 3
6.4%
COUNTRIES EMPLOYEES 29.2%
IS US
BY COUNTRY
COLOMBIA PORTUGAL POLAND
64.4%
115,428
Portugal Poland Colombia
4%
EMPLOYEES EMPLOYEES 15%
14%
BY AGE
35%
32%
76% 24% 18-24 25-34 35-44 45-54 >55
2
Group Data as of 31 December 2019.EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
2. OUR FIGURES
THIS Gender GENDER PAY GAP *
(100% means full equality in pay)
IS US equality
67% is in 95%
AS AT 30 JUNE 2020
MANAGEMENT POSITIONS
HELD BY WOMEN our nature
MOTHERS AND FATHERS
WITH MINOR CHILDREN
Increased
4pp since 31 December
2019
More information available
in the 2019 Annual Report
60,500
EUROPEAN 85.2%
AVERAGE
CHILDREN UNDER SOURCE: EUROSTAT 2018
THE AGE OF 12 *This indicator gauges the salary difference between women and men within the universe
68,209
of Jerónimo Martins employees, based on comparable realities. It is expressed taking
into account the women’s average salary as a percentage of the men’s average salary,
where 100% is the pay ratio that represents full equality in pay.
3
Group Data as of 31 December 2019.EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
3. PRIORITY ACTION AREAS
3. Education
GENDER EQUALITY 2. Global HR
and Awareness
IS PART OF OUR
Policies and Gender
Indicators
MISSION 1. Culture
and Values
4. Internal Social
Responsibility
OUR PRIORITY ACTION AREAS 5. Support for
our people
These are the main areas in which we have implemented measures to ensure and promote gender equality. (that are particularly
vulnerable)
6. Response
to COVID-19
(which indirectly ensured
gender equality)
4EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
3. PRIORITY ACTION AREAS
for example, our
participation in the UN
Global Compact Target
OUR 1. Culture Sharing content on
Gender Equality
and Values
diversity and gender
PATHWAY!
equality through our
various channels of
communication Participating in
international forums
Policies for to promote gender
the prevention equality
of domestic
violence and
harassment
Partnerships with
organisations that such as FLAD*
Code of encourage female and Girl Move
Conduct in place leadership
since 2003
Fostering a
culture of Ensuring a safe
fairness and and healthy work
meritocracy environment
Helping to find a
balance between
a personal and
professional life
*FLAD – Luso-American Development Foundation
5EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
3. PRIORITY ACTION AREAS
2. Global Human
Resources Policies
and Gender
Indicators Global Human Calculation
Resources Policies
implemented in each methodologies for
In line with the principle of equality
of our Companies and non-discrimination. providing gender
throughout the performance indicator
Compulsory guidelines
employee’s life cycle.
on the fundamental
rights of workers
Which stress the promotion of diversity,
the prevention of child and/or forced
labour, and the right to fair
remuneration, to a safe and healthy
environment, to privacy,
to a personal/family life and the right
to rest, among others. We hope to develop a more detailed analysis
in this regard in the medium term.
6EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
3. PRIORITY ACTION AREAS
Training on
Fundamental Learn
Rights, including and Grow
Programme Allows our people to complete
gender equality
compulsory education during
3. Education working hours
and Awareness More than 6,600 applications
in 8 editions
2,700 graduates
16,000
Training hours
37,000 Code of Scholarship 617
People covered Conduct programme for
Scholarships
Training our people and
their children awarded
7
Group Data as of 31 December 2019.EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
3. PRIORITY ACTION AREAS
Reconciling work,
4. Internal Social private
Responsibility Back-to-School
School kit offered to all our employees’
and family life
children who are attending primary school
Our Internal Social Responsibility for the first time; other discounts and offers
focuses mainly on improving the
lives of our people and covers
the areas of Health, Education Holiday camps for our
and Family Well-being. Baby Kit children and adolescents
Offered to all our people
In 2019 there were over
who are expecting
1,700 participants
(Portugal)
Measures
to support Child and Adolescent Psychology Study
or encourage Psychology consultations and support in the
skills development of our employees’ children
Centre
Parenthood 3 day care
centres for
at the
head office
For our children and
160 children,
adolescents to have
in 2019
fun and learn
(Portugal)
(Portugal)
Special Families
Supporting families with children
and adolescents with special needs
8EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
3. PRIORITY ACTION AREAS
3,700
Employees and their families
5. Support for were provided support
our people 7M €
Invested
since it was established in 2011 Preventing
that are particularly and until 31 December 2019 and Fighting
vulnerable Harassment and
Employee Discrimination
Assistance
Service Address discrimination
Dedicated Social and/or harassment in
the workplace (e.g.:
The Employee Assistance Emergency Fund Policy for
channel of Service gives all our people Intervention in moral and sexual).
communication access to a channel of
communication that A specialised team with Cases of Domestic
for our people guarantees confidentiality, 7 social workers who help Violence
independence and those of our people who
impartiality in the daily are particularly vulnerable, Support in cases of
handling of social in the following areas: domestic violence and
and work-related prevention measures.
- food;
issues.
- health;
- education;
- legal advice;
- financial guidance.
9EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
3. PRIORITY ACTION AREAS
Voluntary inclusion
6. COVID-19
Employees in high risk of other people in Psychological Increase of the
groups and whose jobs the list of risk support Social Emergency
cannot be performed groups, namely consultations Fund
remotely were excused pregnant
A particularly challenging time from work, without any
reduction in pay
women
that compelled us to provide
additional support to our
people: With activities during A dedicated COVID-19
Holiday centres the summer holiday Additional hotline was opened in
for our children period to entertain resources for line with guidelines
between 6 and them while their the Employee issued by the DGS* and
12 years old Assistance
parents were working. internal health services.
Service
We distributed
671 tablets and Computer and
243 computers, tablet distribution
under a co-payment of 50€ campaign for our Online fitness Online study centre
per employee. children and classes for for our children Remote work and
adolescents to have employees and and adolescents training during
INVESTMENT access to distance their families attending distance confinement
219,000€ learning classes learning classes
*Portuguese Directorate-General for Health
10EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
4. 2020-21 MEASURES
EQUALITY BETWEEN
MEN AND WOMEN
IS IN OUR NATURE
Legislation raised the level of the work we
were already carrying out, as demonstrated
by the measures contained in the equality
plan adopted in accordance with the CITE *
and CIG guidelines.
**
* The Commission for Equality in Labour and Employment (CITE). ** Commission for Citizenship and Gender Equality (CIG). 11EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
4. 2020-21 MEASURES
MEASURES Participation in national
and international forums
Creation of a Diversity &
Inclusion Department with a
2020-21
according to the CITE guidelines and structure
- Internal and external promotion
of this commitment.
dedicated team and budget
- Development of documents, events
and partnerships to promote
gender equality.
Strategy,
Mission and Values
External reporting and disclosure Gender Equality Management
of good gender equality and Reporting
management practices - Breakdown of data by gender in
- Impact on specific gender equality the various stages of the employee
indices; life cycle;
- Participation in working meetings and - Data processing and analysis to
the sharing of good practices with develop the capacity for gender
national and international equality evaluation and reporting.
organisations.
12EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
4. 2020-21 MEASURES
MEASURES Equality Annual disclosure of information on pay
in access
2020-21
to employees and the respective
representative bodies
according to the CITE guidelines and structure to jobs Assessment and action plan with possible
corrective measures.
Initial and
continuous
training Reconciling
Priority given to employees of
an under-represented gender work, Flexible working time
arrangements
Further development of data
processing tools for identification private and Implementation of remote work schemes
and other arrangements that promote a
family life
and assessment.
more balanced life.
13EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
4. 2020-21 MEASURES
2020-21 EQUALITY MEASURES
GOALS
OBJETIVOS MEASURES
MEDIDAS OBSERVATIONS
1. STRATEGY, MISSION AND VALUES
Internal and external promotion of the commitment to gender
Disseminate the commitment to gender equality. equality, notably by participating in Target Gender Equality.
Impact on specific gender equality indices;
External reporting and disclosure of good gender equality management
practices. Participation in working meetings and the sharing of good
Make a public (internally and externally) commitment to practices with national and international organisations.
promote gender equality.
Measure implemented:
- Global HR policies strengthening the Code of Conduct
Explicit inclusion of the commitment to promoting gender equality in all documents which provides for the principle of equality and
issued by the Human Resources Department. non-discrimination, particularly in relation to gender;
- Participation in Target Gender Equality;
- Creation of a corporate Diversity and Inclusion Department.
Measure implemented:
Ensure the principle of gender equality and non-discrimination - Participation in Target Gender Equality;
in all external relations.
- Strengthening of the partnership with Girl Move, by
Cooperation with organisations that promote gender equality. mentoring more young women;
Foster and strengthen external relations when promoting
gender equality. - Participation in working meetings and forums focused
on promoting gender equality.
Continued development of data processing and analysis
Breakdown of data by gender in the employee life cycle. tools to develop the capacity for gender equality evaluation
and reporting.
Measure implemented:
Ensure implementation, monitoring, follow-up and
Creation of a Diversity & Inclusion Department with a dedicated team and budget. - Corporate team dedicated to promoting gender equality
sustainability of the Gender Equality Plan.
within.
Measure implemented:
Creation of an internal body - Equality Committee - to take decisions and monitor equality
- At present, this is carried out by multidisciplinary teams,
measures and formalise the respective competences.
but a Committee will be created;
- Creation of a corporate Diversity and Inclusion Department.
14EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
4. 2020-21 MEASURES
2020-21 EQUALITY MEASURES
GOALS MEASURES OBSERVATIONS
Disseminate the Gender Equality Plan and its strategic
importance to the company.
Measure implemented in the respective communication
Dissemination of the Gender Equality Plan and its respective measures and goals.
channels.
Engage all employees in the implementation of the Gender
Equality Plan.
Ensure access to information on rights and obligations Ensure access to information on the rights and obligations of employees as regards
as regards equality and non-discrimination. equality and non-discrimination based on gender. Measure implemented and continuously monitored.
2. EQUAL ACCESS TO JOBS
2.1 ADVERTISING, SELECTION AND RECRUITMENT
Contribute to a fair and unbiased selection and
recruitment process for women and men. Training for selection and recruitment teams on procedures that prevent gender bias. Measure implemented.
Check all employment ads and other publicity related to pre-selection to ensure they do
not directly or indirectly contain any gender-based restrictions, specifications or Although internal procedures ensure this measure is
preferences. upheld, it is also continuously monitored.
Check all employment ads to ensure they include a gender neutral job title Although internal procedures ensure this measure is
and the M/F identifier. upheld, it is also continuously monitored.
Ensure the principle of gender equality and
non-discrimination in access to jobs.
Ensure that recruitment records are kept on file for five years, broken down by gender,
Measure implemented and continuously monitored.
in accordance with the stipulations of the Labour Code.
Ensure that information on the occupation category, a brief description of the
corresponding functions and the amount and frequency of pay is provided during the Measure implemented and continuously monitored.
selection and recruitment process.
15EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
4. 2020-21 MEASURES
2020-21 EQUALITY MEASURES
GOALS MEASURES OBSERVATIONS
2. EQUAL ACCESS TO JOBS
2.2 TRIAL PERIOD
Ensure the principle of gender equality and
non-discrimination in access to jobs. Ensure that, during the trial period, the company observes the contract start date
Measure implemented and continuously monitored.
to determine the interest in maintaining it.
Ensure the health and safety of employees who are pregnant,
have recently given birth or who are breastfeeding.
2.3 NON-RENEWAL OF FIXED-TERM CONTRACTS
Ensure the temporary replacement of employees who are pregnant, have recently
Ensure the principle of gender equality and given birth or who are breastfeeding that are under a fixed term contract and are Measure implemented and continuously monitored.
non-discrimination in access to jobs. enjoying their related parenthood rights, ensuring their return to work once they
have enjoyed said rights.
3. INITIAL AND CONTINUOUS TRAINING
Promote internal gender disaggregation and a greater Further development of data processing tools for
Priority given to employees of an under-represented gender.
balance between women and men in the company. identification and assessment.
Ensure that the trainee profile description for training courses includes a reference to The training programme does not contain any
both genders and does not directly or indirectly contain any gender-biased restriction, gender-based distinction and as such the measure is
specification or preference. considered implemented.
Ensure equal opportunity in access to training.
Ensure that women and men are given equal opportunity in access to the number of
certified training hours stipulated by law. Measure implemented and continuously monitored.
16EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
4. 2020-21 MEASURES
2020-21 EQUALITY MEASURES
GOALS MEASURES OBSERVATIONS
4. EQUAL WORKING CONDITIONS
4.1 PERFORMANCE APPRAISAL
Training for performance appraisal teams on gender equality and
Measure implemented.
non-discrimination.
Ensure a fair and unbiased appraisal of women and men.
Ensure that leave, absences and dispensation from work enjoyed under Article 65(1)
and (2) of the Labour Code are considered time worked when assessing Measure implemented and continuously monitored.
performance for the awarding of productivity and attendance bonuses.
4.2 PROMOTION/CAREER ADVANCEMENT
Measure implemented:
- Only the shareholders may appoint the members of the
Ensure a minimum representation of each gender on the Board of Directors. Board, in accordance with applicable law;
- For the current term (2019-2021) the required ratio has
been achieved and even exceeded, with 30% women
and 70% men on the Board of Directors.
Encourage a balance between women and men for
strategic roles in the company.
Measure implemented:
- Only the shareholders may appoint the members of the
Ensure a minimum representation of each gender on the supervisory boards. supervisory boards, in accordance with applicable law;
- For the current term (2019-2021) the required ratio has
been achieved and even exceeded, with 66.6% women
and 33.3% men on the supervisory board.
17EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
4. 2020-21 MEASURES
2020-21 EQUALITY MEASURES
GOALS MEASURES OBSERVATIONS
4. EQUAL WORKING CONDITIONS
4.3 PAY
Ensure the principle of equal pay for equal work or work of Training for personnel who analyse job functions and/or assess jobs and determine
equal value. pay to prevent gender bias. Measure implemented.
Evaluation of the job analysis system to ensure that clear, objective and transparent
assessment criteria are followed, thus observing the principle of “equal pay for equal
work or work of equal value”. Measures implemented:
- Corporate Job Management Policy that guides the job
creation process and strengthens the values and
Confirm that pay is determined equally for men and women and is based on the amount,
principles of the Code of Conduct;
type and quality of work, following the principle of “equal pay for equal work or work of
Ensure the principle of equal pay for equal work or work equal value”. - Job functions are created based on a description
of equal value. focusing only on functional characteristics and
requirements and following internationally certified
Ensure employees are informed of their rights and methodology;
Check the descriptions of jobs and job functions to ensure they are written using the
obligations as regards equality and non-discrimination. - Jobs with similar functions are managed within the
same parameters for both female-dominated and male-dominated jobs, as regards
same remuneration band.
qualifications, assigned responsibility, experience required, mental and physical effort
Promote transparency of the pay policy. - Training to ensure compliance with the Job
and working conditions.
Management Policy;
- Job mapping to ensure compliance with good equality
Check the descriptions of existing job functions/tasks in the company to ensure they are practices.
written clearly, carefully and objectively, and include the same criteria for both women
and men such that they are free from gender-based discrimination.
18EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
4. 2020-21 MEASURES
2020-21 EQUALITY MEASURES
GOALS MEASURES OBSERVATIONS
4. EQUAL WORKING CONDITIONS
4.3 PAY (cont.)
Measure implemented:
- Corporate Performance Management Policy that strictly
complies with applicable law and the principles and values
Ensure that leave, absences and dispensation from work under Article 65(1) and (2) of of our Code of Conduct;
the Labour Code are considered time worked when assessing performance for the - This policy includes mechanisms that can determine the
awarding of productivity and attendance bonuses. absences of an employee in a given year, establishing the
Ensure the principle of equal pay for equal work or work of
equal value. definition of ‘actual time worked’ and awarding variable
bonuses based on this criterion.
Ensure employees are informed of their rights and
obligations as regards equality and non-discrimination.
Promote transparency of the pay policy.
Perform an internal assessment, and review (if necessary), to ensure that goals that Measure implemented:
qualify for variable pay are achievable by both female-dominated and - Corporate Performance Management Policy that strictly
male-dominated functions. complies with applicable law and the principles and
values of our Code of Conduct.
Annual disclosure of information on pay to employees and the respective Assessment and action plan with possible corrective
representative bodies. measures.
Ensure employees are informed of their rights and
obligations as regards equality and non-discrimination.
Promote transparency of the pay policy.
Ensure the disclosure of information on pay to employee representative bodies in a
single report, when requested. Measure implemented and continuously monitored.
19EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
4. 2020-21 MEASURES
2020-21 EQUALITY MEASURES
GOALS MEASURES OBSERVATIONS
5. PARENTHOOD PROTECTION
5.1 LEAVE/SHARED LEAVE
Ensure disclosure of all information about legislation on parenthood rights or, if an
internal regulation has been drawn up, that all relevant legislation has been
included therein.
Ensure employees equal enjoyment of their parenthood rights.
Ensure that if a pregnant employee, or her unborn child, is at clinical risk and unable
to do her job, such employees enjoy leave due to clinical risk during their pregnancy.
Ensure employees of their right to enjoy parental leave.
Ensure that if their pregnancy is terminated, employees enjoy leave due to termination
Encourage the shared use of initial parental leave by of pregnancy. Measures implemented and continuously monitored.
male employees.
Ensure that mother employees and parent employees enjoy initial parental leave upon
the birth of their child.
Ensure that male employees who become fathers enjoy paternity leave.
Ensure that female employees who become mothers enjoy maternity leave.
Ensure that male employees who become fathers, in situations to which the measure
can be applied, enjoy the initial parental leave that is to be enjoyed by one parent if
the other cannot.
20EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
4. 2020-21 MEASURES
2020-21 EQUALITY MEASURES
GOALS MEASURES OBSERVATIONS
5. PARENTHOOD PROTECTION
5.1 LEAVE/SHARED LEAVE(cont.)
Ensure that female employees who become mothers, in situations to which the
measure can be applied, enjoy the initial parental leave that is to be enjoyed by one
parent if the other cannot.
Ensure that if they adopt a child under the age of 15, the adoption candidate enjoys
adoption leave.
Ensure employees of their right to enjoy parental leave.
Encourage the shared use of initial parental leave by Ensure observance of an employee’s right to additional parental leave, following Measures implemented and continuously monitored.
male employees. notification thereof made by the employee, pursuant to applicable law.
Ensure observance of an employee’s right to childcare leave.
Ensure observance of an employee’s right to childcare leave to care for a child with a
disability or chronic illness.
5.2 DISPENSATION; ABSENCES
Ensure the company respects an employee’s right to be excused from work for an
Ensure the parenthood right of employees to be excused adoption evaluation.
or absent from work.
Measures implemented and continuously monitored.
Encourage the shared used of dispensation and absences Ensure the company respects an employee’s right to be excused from work for a prenatal
by male employees. care appointment or equivalent dispensation.
21EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
4. 2020-21 MEASURES
2020-21 EQUALITY MEASURES
GOALS MEASURES OBSERVATIONS
5. PARENTHOOD PROTECTION
5.2 DISPENSATION; ABSENCES (cont.)
Ensure the company respects a parent employee’s right to be excused from work to
accompany the mother employee to prenatal care appointments.
Ensure the company respects a parent employee's right to be excused from work to feed their
Ensure the parenthood right of employees to be excused child and the mother employee’s right to be excused from work to nurse or feed her child.
or absent from work.
Measures implemented and continuously monitored.
Encourage the shared used of dispensation and absences
by male employees. Ensure observance of an employee’s right to miss work to care for their child.
Ensure observance of an employee’s right to miss work to care for a grandchild.
5.3 REDUCED WORKING HOURS
Ensure parent employees of their right to reduced Ensure observance of an employee’s right to reduced working hours to care for a Measure implemented and continuously monitored.
working hours. minor child with a disability or chronic illness.
5.4 TRAINING FOR REINTEGRATION IN THE WORKPLACE
Ensure the right to training for reintegration in the Ensure observance of the right to training for reintegration in the workplace of employees
following leave to care for a child or person with a disability of chronic illness. Measure implemented and continuously monitored.
workplace of parent employees.
22EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
4. 2020-21 MEASURES
2020-21 EQUALITY MEASURES
GOALS MEASURES OBSERVATIONS
5. PARENTHOOD PROTECTION
5.5 ENSURING THE HEALTH AND SAFETY OF EMPLOYEES WHO ARE PREGNANT, HAVE RECENTLY GIVEN BIRTH OR WHO ARE BREASTFEEDING
Ensure observance of the right of an employee who is pregnant, has recently given
birth or who is breastfeeding to be excused from work on a schedule arranged
according to the adaptability, hours bank or compressed hours scheme (a right that
applies to either of the parents for feeding their child).
Ensure observance of the right of an employee who is pregnant, who has a child younger
Ensure the health and safety of employees who are than 12 months old or throughout the time she is breastfeeding to be excused from
pregnant, have recently given birth or who are working overtime. Measures implemented and continuously monitored.
breastfeeding.
Ensure observance of the right of an employee who is pregnant, has recently given birth
or who is breastfeeding to be excused from night work.
Ensure observance of the right of an employee who is pregnant, has recently given birth or
who is breastfeeding to special health and safety conditions in the workplace to prevent
exposure to health and safety risks.
5.5 PROTECTION IN THE DISMISSAL OF AN EMPLOYEE WHO IS PREGNANT, HAS RECENTLY GIVEN BIRTH OR WHO IS BREASTFEEDING OR OF AN EMPLOYEE WHO IS ON PARENTAL LEAVE
Ensure protection in the dismissal of an employee who is Ensure that the provisions of Article 63 of the Labour Code are complied with, requesting
pregnant, has recently given birth or who is the prior opinion of the Commission for Equality in Labour and Employment (CITE) for the Measure implemented and continuously monitored.
breastfeeding or of an employee on parental leave. dismissal of an employee who is pregnant, has recently given birth or who is breastfeeding
or of an employee who is on parental leave.
23EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
4. 2020-21 MEASURES
2020-21 EQUALITY MEASURES
GOALS MEASURES OBSERVATIONS
5. PARENTHOOD PROTECTION
5.7 NOTIFICATION OF NON-RENEWAL OF THE FIXED-TERM CONTRACT OF AN EMPLOYEE WHO IS PREGNANT, HAS RECENTLY GIVEN BIRTH OR WHO IS BREASTFEEDING OR OF AN EMPLOYEE ON PARENTAL LEAVE
Ensure notification of the non-renewal of the fixed-term contract Ensure that the provisions of Article 144(3) of the Labour Code are complied with, notifying
of an employee who is pregnant, has recently given birth or who the CITE of the non-renewal of the fixed-term contract of an employee who is pregnant, Measure implemented and continuously monitored.
is breastfeeding or of an employee on parental leave. has recently given birth or who is breastfeeding or of an employee who is on parental
6. RECONCILING WORK, PRIVATE AND FAMILY LIFE
6.1 ORGANISING WORKING HOURS: FLEXIBLE HOURS OR WORKING PART-TIME
Ensure observance of the right of an employee with family responsibilities to flexible
working hours.
Ensure observance of the right of an employee with family responsibilities to work part-time.
Ensure that the opinion of the CITE is requested beforehand in the event a request for
flexible hours or part-time work is to be denied.
Measures implemented and continuously monitored.
Ensure that the organisation of working hours includes
the need for a balance between the professional, family Ensure that in the event of an unfavourable opinion from the CITE on denial of a request
and personal lives of employees, particularly those with for flexible hours or part-time work, the company respects the opinion and allows the
family responsibilities. respective employee to follow the requested work schedule.
Ensure that the company complies with Article 57(8) of the Labour Code if a request for flexible
working hours or part-time work is approved, under the exact terms the request was made.
Ensure that when shift work is arranged, the company takes into account the need for a
Not applicable.
balance between the professional, family and personal lives of employees.
24EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
4. 2020-21 MEASURES
2020-21 EQUALITY MEASURES
GOALS MEASURES OBSERVATIONS
6. RECONCILING WORK, PRIVATE AND FAMILY LIFE
6.2 ABSENCES
Ensure that the following are considered justified absences:
i) absences to provide immediate and necessary care to a child or grandchild or
a member of the employee's household;
Ensure that the absence scheme includes the need for
ii) absences by a guardian to go to an education establishment for reasons
a balance between the professional, family and
related to a minor's education, for the time strictly necessary, up to four hours
personal lives of employees, particularly those with Measures implemented.
per quarter, per child.
family responsibilities.
Ensure observance of an employee’s right to miss work to care for a member of their
household, pursuant to law.
6.3 DISPENSATION FROM SOME FORMS OF WORK ORGANISATION AND OVERTIME
Create and implement an internal procedure that ensures that the company excludes
Ensure that the arrangement for dispensation from some employees with children under the age of 3 who have not expressed their agreement in Not applicable.
forms of work organisation and overtime includes the Not applicable. writing from the application of the group adaptability scheme.
need for a balance between the professional, family and
personal lives of employees, particularly those with
family responsibilities.
Create and implement an internal procedure that ensures that the company excludes
employees with children under the age of 3 who have not expressed their agreement in writing Observed, where applicable.
from the application of the group hours bank.
25EQUALITY PLAN FOR MEN AND WOMEN | 2020-21
4. 2020-21 MEASURES
2020-21 EQUALITY MEASURES
GOALS MEASURES OBSERVATIONS
6. RECONCILING WORK, PRIVATE AND FAMILY LIFE
6.4 REMOTE WORK
Application of the remote work scheme. Measure implemented and in development.
Ensure that the remote work scheme includes the need
for a balance between the professional, family and
personal lives of employees, particularly those with Ensure the observance of the right of an employee with a child up to the age of 3 to work
family responsibilities. under the remote work scheme, when such is compatible with the work carried out and the Under assessment, in applicable situations.
company has the resources needed for such purpose.
7. PREVENTING HARASSMENT AT WORK
Ensure victims of harassment of the right to compensation.
Ensure that the person who reports harassment and the witnesses they indicate are not
punished with disciplinary action, unless they purposefully make false allegations.
Ensure that the company assumes liability for damages resulting from work-related
illnesses due to harassment.
Ensure the prevention and combating of
workplace harassment. Measures implemented and continuously monitored.
Ensure that the company considers offences against the physical or moral integrity,
freedom, honour or dignity of an employee committed by the employer and/or their
representative, punishable by law, including harassment reported to a supervisory
authority of jurisdiction, just cause for termination of the contract by the employee.
Ensure compliance with the code of good conduct for the prevention and combating
of workplace harassment.
Ensure that the company takes disciplinary action when it is aware of the alleged
workplace harassment.
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