Annual Report - EDP

: performance :of organizational changes is first made by the tradeunions, followed by EDP communicating changesrelating to each stage of the negotiations andestablishing a time period for the clarification ofdoubts. The minimum period in other geographicalareas is that established in national laws.Employee exit managementEMPLOYEES ELIGIBLE FOR RETIREMENT (No.)8849Semi-Qualific.Prof.3,9721,953 1,0515819334123Qualific.Prof.IntermediateTechnicians10 YEARS 5 YEARSMiddleTechnicians72518 311198Specialists SeniorManagementA total of 620 employees with an average ageof 46 and average service duration of 20 yearsleft EDP in 2012. EDP expects about 2,800workers to exit the company due to retirementwithin 5 years and around 5,600 workersto do so within 10 years, confirming the needfor EDP to provide dignified and responsible exitmanagement.For a number of years now the company hasbeen offering support in an outplacement schemeto employees who leave due to early retirementor early pre-retirement. For a year, support isprovided to workers who voluntarily sign up tothis programme to help them reflect on, analyseand define new and interesting life proposals.WorkersatisfactionEDP conducts studies every two years to gather,register and analyse the opinions and motivationsof the workforce and, on the basis of theconclusions reached, to propose actions aimedat improving areas with the greatest potentialfor improvement and development.The last study was carried out in 2011 andcovered all employees. The results obtained –be it in terms of the participation rate (87.9%) orthe overall satisfaction rate (81.1%) – show a highlevel of motivation and liking to work at EDP.In Portugal this was the year with the best everresults. From data analysis derive improvementaction plans for companies with defined goalsto achieve in the short, medium and/or long term.Monitoring of actions is centrally established bycorporate Human Resources Department.3.5.5. occupationalhealth and safetyEDP maintains its “Zero accidents, no personalinjury” policy as a strategic objective. In orderto strengthen the support for management of thiscommitment, EDP has an Occupational Health andSafety Management System based on the OSHAS18001 standard, thus following the guidelines ofthe International Labour Organisation expressedin internal regulations. More information on thecommitments assumed by the company andthe management system adopted in the areaof occupational health and safety is availableat www.edp.pt> sustainability> occupationalhealth and safety.Management systemThe EDP Corporate Safety Management System(SGSC) reflects the company’s safety policyand reinforces the principle that occupationalhealth and safety matters are managed on thebasis of common, collective criteria in the Groupcompanies that are also expanded to include theemployees of its service providers.At the local level, each business unit directlyadopts the corporate management system or usesit as a reference framework for developing itsown specific safety management system or onethat also integrates environmental and/or qualityaspects, depending on the business unit’s specificactivities.The areas of accident prevention, safety andthe health and well-being of the workforce arecovered in the agreements established with thetrade unions.EDP employees participate in the occupationalhealth and safety management system throughtheir representation on the Safety Committeesand Sub-committees. There were 649 meetingsheld in 2012 with 90.8% of the workforce beingrepresented at them.Workers’ healthand well-beingIn line with its commitment to safety and thehealth and well-being of its employees, EDPtakes responsibility for the provision of medicalcare in the context of occupational medicine andhealth. The benefit “medical care” is provided inall businesses/geographies and exist, for reasonsconnected with labour ties, conventions, andother applicable law, including fiscal and parafiscal,forms and different levels to provide thisbenefit. By rule, it is extended to household, withlower reimbursement than the workers.As particular aspects of the policies for reducingoccupational risks, one can highlight, in 2012,the continuation of the programme of informationand awareness raising sessions as part of thePrevention and Control of Alcohol Policy.Twenty training sessions involving some 400EDP employees were carried out during theyear in Portugal.In order to ensure preventive action in theefforts to reduce health risks and with the aimof launching an occupational stress managementprogramme at EDP, 2012 saw the beginningof a study on determinant factors in psychosocialrisks, which is being conducted in partnershipwith the Preventive Medicine Institute at theUniversity of Lisbon’s Faculty of Medicine. Theprogramme includes a diagnostic samplingphase, awareness sessions and a programmeof monitoring through occupational medicine.The diagnostics phase took place during 2012 andincluded the sampling of some 5,000 employees.In 2012 there were seven recognised cases ofoccupational disease in Portugal, of which only5 leading to incapacity to work, and one casein Brazil.Given the number of cases resulting in incapacity,the rate of occupational diseases with incapacityper million working hours is 0.42 in Portugal, 0.21in Brazil and 0.29 for the EDP Group.Accidents and near-missesIn 2012 there were 38 occupational accidentsinvolving EDP employees resulting in an absenceof one or more working days. This is a reductionof 17% in relation to 2011. A total of 308 nearaccidentswere also reported. With the strategicgoal “Zero Accidents, no personal injury,” EDPdefined, for 2013, a reduction target of 5% of theindicator frequency of accidents for both EDP andservice provider employees.A World Full Of Energy