Positive feedback from bilateral employee talks in Barcelona.
We value cooperative and long-term relationships with employees, trade unions and employee representatives.
As a responsible employer we consider it important to maintain trusting relationships with our employees, trade unions and employee representatives. We give our employees the opportunity to realize their potential and to contribute their individual strengths and ideas. In a market characterized by change, we provide our employees with pioneering methods and tools that enable them to respond flexibly to changing requirements and adjust to new technological advancements.
We also place importance on fair pay that is based on standard wages on the relevant national job market. At our company, men and women receive equal pay for equal work and we do not discriminate. Our managers are remunerated based on our Global Compensation Guideline, which applies throughout the Group. We also offer our employees additional benefits such as our company pension scheme.
Working models geared to the needs of our employees are supported at our company as well. Being able to structure their work flexibly makes it easier for our employees to balance their professional and private lives. Our employees can use lifetime work accounts to save up credit for taking time off, early retirement, a sabbatical or to save up for switching to part-time.
We are committed to socially responsible staff restructuring with extensive support for our employees. These activities are based on our integrated planning and management process. The Group Board of Management meets every year to review and approve implementation. We document the progress of our socially responsible staff restructuring activities in our monthly Group reports.
Engaging in open dialog with our employees is very important to us. The Telekom Social Network (TSN) helps us do this. All of our employees can post topics of their choice there and open them for discussion. Our managers also regularly use TSN as a platform for direct dialog.
What is the current general sentiment at the Group? To find out, we initiated an employee survey and regular pulse surveys, which we conduct twice a year.
Deutsche Telekom maintains a close, intensive dialogue with employee representatives throughout the Group and close cooperation with committees of employee representatives.
The implementation of various measures and projects is not possible without the active cooperation of the employees' elected representatives.
Freedom of association and co-determination
In the Group Policy on Employee Relations, Deutsche Telekom commits itself to "mutual respect and collaboration based on trust." We respect and acknowledge the right to freedom of association and to collective action within the framework of national legislation, agreements and customs. A self-commitment to respect freedom of association and the right to collective bargaining is also part of our Social Charter.
European Works Council
Deutsche Telekom maintains an intensive exchange with employee representatives at subsidiaries and associated companies in EU Member States within the framework of the European Works Council (EWC). The EWC currently consists of 32 members. It has established itself as an important dialog partner of Deutsche Telekom for many years and it represents the interests of employees of Deutsche Telekom Group within the EU countries. Due to an increased amount of transnational measures within the last years, Deutsche Telekom and the EWC agreed in 2015 upon a trial period in which a new and more efficient information and consultation process for EWC involvement is currently been tested. As part of the trial period working groups have been established in order to prepare complex topics for EWC Board and Plenary meetings. It is also new to convene in Telepresence meetings on a monthly basis and to be able to start the information process of the EWC in a written form at any given time. The trial period has been evaluated several times in 2015. Since it was judged as positive, it has been extended until mid 2016. Goal is to reach a final agreement for the cooperation between Deutsche Telekom and EWC until mid 2016. Findings and results from the trial period shall be incorporated in this agreement.
Sectoral Social Dialogue
At European level, Deutsche Telekom has been an active member of the Sectoral Social Dialogue Committee for Telecommunications for several years, which was a product of the joint Telecommunications Committee established in 1990 and is supported by the European Commission. The committee hosts regular dialogues between employers' representatives from ETNO (European Telecommunications Network Operators’ Association) and employees' representatives from the umbrella union UNI Europe on economic and social developments in the ICT sector.
Deutsche Telekom established a Group-wide framework in 2011 to structure the relationships between employees and companies that was implemented in all Group units worldwide - taking into consideration the respective local law in the countries.
The Group Policy on Employee Relations sets out eleven core elements describing what Deutsche Telekom stands for worldwide as an employer.
The core aspects of the Employee Relations Policy
Deutsche Telekom's five Guiding Principles lay the foundation for interaction within the company and are therefore also the first core element of the policy. The Employee Relations Policy formulates own demands Deutsche Telekom has set up in the areas of employee development, responsible handling of changes, health and sustainability, fair pay, work-life balance, leadership, diversity, the prohibition of discrimination, communication and dealings with employees' representatives.
Filling the Employee Relations Policy with life
To ensure the policy is filled with life in the long term, Deutsche Telekom introduced an annual monitoring process. Here, specific parameters are evaluated in all Group Units worldwide on a regular basis. If results of the monitoring process fall outside the pre-defined range, developments and challenges with regard to the above mentioned key elements will be analyzed together with the local company, followed by a dedicated on-site review. Furthermore, the course of action as well as options for follow-up activities will be discussed and agreed upon to support the relationships between employees and the company with additional measures.
Positive feedback from bilateral employee talks in Barcelona.
Challenging market and business conditions.
Employee standards above market.
Reviewing employee relations at Hrvatski Telekom in Croatia.
Employee Relations Policy successfully implemented.
Positive results for T-Systems
Successful review of the Employee Relations Policy in Russia.
ER-Policy incorporated at Makedonski Telekom and T-Mobile Macedonia.
How T-Systems Mexico fills ER-Policy with life.
Romanian entities rebranded under Deutsche Telekom’s "T".
International knowledge transfer at T-Systems UK.