DESCRIPTION OF THE POLICIES AND PROCEDURES OF DUE DILIGENCE

GRI 103-2
 

The regulations adopted under the Policy:

• Introduce Group-wide rules on defining a Workplace Kit to which an employee is entitled depending on their position;
• Rationalise and optimise expenditure on equipment and services employees need to perform their duties.

Remuneration-related matters are also governed by the Collective Bargaining Agreement executed with the trade unions pursuant to Art. 241 of the Polish Labour Code on July 15th 2009. The agreement specifies the key principles governing the provision of work under an employment contract, including working time and shifts, holiday leave, social benefits and the protection of working conditions. The rules adopted in the Collective Bargaining Agreement: 

• Define the employment relationship between the employer and the employee, the contract execution rules, as well as the mandatory and optional components of a contract; Indicate the components which form an integral part of the contract, such as the job qualification sheet, job description, scope of duties or job instruction;
• Specify the conditions for terminating the contract and applicable notice periods, as well as the form of termination;
• Define the working time and which hours it covers, as well as the conditions prohibiting overtime work. At the same time, the document specifies the scope of application of an equivalent working time system and the breaks to which an employee is entitled within their working time. Furthermore, the agreement defines the circumstances in which overtime work is allowed;
• Streamlines the terms of using holiday leave and defines the number of holiday leave days for employees with both below and over 10 years of service. The document further defines the deadline by which the leave must be used. The agreement also defines the conditions under which the employer grants employees prevention and therapeutic holidays in a sanatorium.
• Further specify the terms of remuneration by laying down the rules for job classification into specific qualification levels.
• Define the terms and conditions for granting cash benefits in the form of length-of-service awards, severance payments upon the termination of employment, and other cash awards, such as the ‘St Barbara Day award’.
• Streamline the rules of establishing the Company Social Benefits Fund and organising group holidays for employees’ children, as well as of equipping workplaces taking into account the occupational health and safety regulations.

Acquiring new staff is also a vital element of the human resources policy. This area is governed by the Standard of Employee Selection and Recruitment at the PGNiG Group. The Standard aims to ensure hiring appropriately qualified staff, strengthen the internal labour market and consolidate the PGNiG Group’s image as a responsible and sought-after employer. The Standard sets out:

• Conditions for starting a recruitment process to find employees for existing or newly created job positions;
• Candidate selection rules envisaging internal and external sources of acquiring candidates;
• The tools to be used when selecting candidates, subject to the condition that the same terms must be used during a single recruitment process to maintain uniform verification;
• Rules for protection, processing and archiving of personal data.

It should be noted that the Organisational Units manage their key HR issues for pursuant to their internal regulations. The key regulations at a unit level include:

• Work Rules
• Employment monitoring procedure
• Remote work procedure
• Recruitment procedure
• Rules of promotion and change of employment terms and conditions
• Rules of the Company Social Benefits Fund
• Rules of the Performance Assessment System
• Rules of organisation of internships and work placements.