GRI Disclosure Tables

Annual Report 2012

Labor Practices and Decent Work

467.png Indicates core indicators 464.png Indicates additional indicators 460.png Indicates core indicators that are partially met

GRI G3 Disclosure TITAN Reference
LA1 - Total workforce by employment type, employment contract, and region, broken down by gender.
LA2 - Total number and rate of new employee hires and employee turnover by age group, gender, and region.
LA3 - Benefits provided to full-time employees that are not provided to temporary or part-time employees, by significant locations of operation.
LA15 - Return to work and retention rates after parental leave, by gender.
  • Employment – Profile and structure
  • In respect to the right to parental leave and to the job retention after parental leave, TITAN Group acknowledges this right and guarrantees job retention in all countries, despite existing local legislation
Labor/Management relations
LA4 - Percentage of employees covered by collective bargaining agreements.
LA5 - Minimum notice period(s) regarding operational changes, including whether it is specified in collective agreements. TITAN Group follows E.U. and national legislation in respect to notice period.
Occupational Health and Safety
LA6 - Percentage of total workforce represented in formal joint management–worker health and safety committees that help monitor and advise on occupational health and safety programs.
LA7 - Rates of injury, occupational diseases, lost days, and absenteeism, and total number of work-related fatalities, by region and by gender.
LA8 - Education, training, counseling, prevention, and risk-control programs in place to assist workforce members, their families, or community members regarding serious diseases.
LA9 - Health and safety topics covered in formal agreements with trade unions.
LA10 - Average hours of training per year per employee by gender, and by employee category.

Training and education
LA11 - Programs for skills management and lifelong learning that support the continued employability of employees and assist them in managing career endings.
LA12 - Percentage of employees receiving regular performance and career development reviews, by gender.
  • About 34% of TITAN Group employees were covered by performance appraisals in 2012. Percentage of women in management in TITAN Group for 2012 was 15.80%
Diversity & equal opportunbity
LA13 - Composition of governance bodies and breakdown of employees per employee category according to gender, age group, minority group membership, and other indicators of diversity.
LA14 - Ratio of basic salary and remuneration of women to men by employee category, by significant locations of operation.
  • To retain high qualified personnel TITAN follows as standard practice a policy which defines basic salary in each country along with market conditions and collective agreements when applicable. No difference is possible for the same job.