Page 85 - GOLDAIR HANDLING APOLOGISMOS 2018

REPORT 2018
5.4

72%
Open communication of employees feel

they can express
and additional benefits Employee suggestions for improvements their opinions freely

22% increase
At Goldair Handling, open, two-way and transparent communication
between employees and the Management of the Company, as well
as the ‘open door’ practice, are the key tools for establishing a 87%
culture of trust and mutual respect. The Company’s communication of employees say
channels are used not only for expressing new ideas and proposals, they are informed
about the Company’s
but also for identifying areas for further improvement. The internal actions
26 27 33
communication channels include:

2016 2017 2018

The Company’s framework of transparent communication also The Company offers the following additional benefits, beyond those
includes the Employee Complaints Policy, which is communicated required by law, to all employees, regardless of their position:
Operational staff meeting Interactive semi-annual Annual events Biennial satisfaction survey
with the Management meeting of middle for our people and submission to all staff members and includes the ways in which employees • Private insurance for permanent staff members
Team, 3 times a year and upper Management and their children of ideas
can express any complaint. • Interest-free financial assistance
• Coverage of costs, as applicable, for acquiring professional
Excerpt from the Employees’ Complaints Policy accreditation
These complaints may relate to behaviours and actions related to: • Additional leave in the event of serious and extended
• Discrimination - defined as the different treatment of people illnesses
arising from prejudice or interest.
• Harassment - defined as behaviour that disrupts or annoys, Furthermore, in the context of assisting employees, the Company
and is characteristically repeated. This behaviour is perceived has prioritised maternity support, in compliance with the applicable
Notification Daily Regular Electronic “Conference”
via Intranet communication communications platform for written as annoying or threatening. legislation. In 2018, the total number of female employees on
(Compass) and Read via e-mail through messages and anonymous • Bullying - defined as an aggressive, purposeful act or behaviour maternity leave amounted to 34. 9 of them (26%) had received
& Sign app (SMS) submission of employee
complaints manifested by an individual or group of individuals repeatedly, maternity leave since 2017 and returned within 2018, while the
which endures over time. It may concern physical or remaining 25 (74%) requested the maternity leave in 2018. Of the
psychological violence. 25 employees who received maternity leave during 2018, 11 (44%)
• Injustice - defined as an act characterised by lack of justice or returned to work within the year, while 14 (56%) are expected to
an act opposing justice, in relation to a specific person. return in 2019. Up to the date of the Report (July 2019), of the 20
Improvement proposals to Management The injustice burdens or favours someone unfairly compared employees who returned to work after maternity leave in 2018,
With a view to improving the ‘open door’ practice, employees can visit, representatives of the HR department visit their colleagues to somebody else, and violates the principles of meritocracy those who continue to work for the Company even 12 months after
submit improvement proposals to the Management. During 2018, during as many shifts and at as many sites as possible, in order to or equality. their return are 6 (30%).
33 proposals were submitted, of which 13 were approved, 5 were speak with as many employees as possible.
rejected and 15 are under evaluation. Furthermore, in the context of its excellent relationship with the Additional benefits
Furthermore, twice a week, a representative of the HR department Management, the trade union of the Company employees is able In the aforementioned context of relationships of trust and
is present at all departments at Athens airport at specific times in to directly and openly communicate with them, whenever deemed harmonious communication and collaboration with its people,
order to be able to speak with everyone in person and to listen to any necessary. During the course of 2018, the Management of Goldair Goldair Handling aims not only to ensure fair and competitive
concerns or questions. In addition to the aforementioned weekly Handling met 5 times with representatives of the trade union. wages, but also to ensure that its people receive additional benefits.

82 83