GRI Index
The information in the "Sustainability" section mainly refers to the 2006 reporting year. It thus may not always reflect the company's current situation.
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7. Labor Practice and Decent Work |
|
GRI ref. |
Indicator |
Global Compact |
Print (pages) |
Web |
Further information / if not reported or reported differently |
|
LA DMA |
Management approach |
Principle 3,6 |
44 |
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|
LA01 |
Total number and rate of employee turnover by age group, gender, and region. |
|
44-46 |
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LA02 |
Total workforce by employment type, employment contract, and region |
Principle 6 |
45 |
||
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LA03 |
Benefits provided to full-time employees that are not provided to temporary or part-time employees, by major operations |
Basically, all benefits provided to full-time employees are also available to part-time staff. One exception here is the provision of a company car. If a manager at DaimlerChrysler AG in Germany works less than 20 hours of the normal working time (full time), he or she is not eligible for a company car. There are several special rules for temporary employees. | |||
|
LA04 |
Percentage of employees covered by collective bargaining agreements |
Principle 3 |
47 |
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LA05 |
Minimum notice period(s) regarding significant operational changes, including whether it is specified in collective agreements |
Principle 3 |
The workers council has to be informed by the company in every case of significant operational changes. In dependence to specificial, threshold values defined by law, the company has to negotiate a bargaining agreement about the operational changes and its consequences with the workers council. Incidentially all DaimlerChrysler emplyoees receive timely information (e.g. through internal communication media) while taking into account e.g. disclose duties towards the financial markets. | ||
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LA06 |
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 |
48 |
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LA07 |
Rates of injury, occupational diseases, lost days, absenteeism and total number of work-related fatalities, by region |
48 |
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LA08 |
Education, training, counseling, prevention and risk-control programs in place to assist workforce members, their families, or community members regarding serious diseases |
48 |
|||
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LA09 |
Health and safety topics covered in formal agreements with trade unions. |
48 |
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LA10 |
Average hours of training per year per employee by employee category |
47, 48 |
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LA11 |
Programs for skills management and lifelong learning that support the continued employability of employees and assist them in managing career endings |
47, 48 |
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LA12 |
Percentage of employees receiving regular performance and career development reviews |
47, 48 |
|||
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LA13 |
Composition of governance bodies and breakdown of employees per category according to gender, age group, minority group membership, and other indicators of diversity |
Principle 6 |
49, 50 |
Disclosure of the composition of governance bodies according to gender, age group and minority group membership can be found on the Web, in the Annual Report 2006 (pp. 10f & 133) and in Form 20F (pp. 81-87). | |
|
LA14 |
Ratio of basic salary of men to women by employee category |
Principle 6 |
49, 50 |
