We apply the principles of equal treatment and diversity management in the workplace, starting with the recruitment process - we are a member of the Coalition for Friendly Recruitment, through universal access to training and promotion, transparent remuneration system, flexible working hours allowing for reconciling work duties with private and family life, and protection against mobbing or discrimination.
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In LOTOS Group companies the issues related to the HR policy have been regulated in the internal sources of labor law (Company Collective Bargaining Agreements, Labor Regulations, Remuneration Regulations) and in procedures and instructions.
Each company implements its own procedures for HR management, which are reviewed by Grupa LOTOS S.A. The most common documents concern: recruitment and employment execution, adaptation program, training and development, organization of internships and apprenticeships, and termination of employment contracts. The common documents are: Code of Ethics, Policy for Prevention of Mobbing, Harassment and Discrimination in the LOTOS Group, Standards for Conducting Recruitment and Selection Process in the LOTOS Group, Principles of the Internal Labor Market in the LOTOS Group.
We assume the organization will develop through continuous improvement and leveraging employee potential.
The basic assumption of the human resources management strategy is to treat employees as the most important capital of the company, hence the care for continuous development of their competencies and building commitment. The HR policy is pursued in a comprehensive and strategic manner. In its implementation we are guided by the principles of accessibility for employees, consistency of all systems and solutions, flexibility in relation to business needs and, above all, responsibility for the results of the work.
The Group monitors: staff fluctuation, departures, absenteeism, overtime, training costs and time, and effectiveness of recruitment processes.
HR processes are reviewed and evaluated during internal audits conducted by the Process Management Department and the Internal Audit Department, as well as by external units.
The Company implements the principles of diversity management and equal treatment policy, with respect for a diverse, multicultural society and places special emphasis on equal treatment based on gender, age, disability, health status, race, nationality, ethnic origin, religion, creed, irreligiousness, political belief, trade union membership, gender identity, family status, lifestyle, etc. Putting these principles into practice contributes to a fuller use of the employees’ potential, their diverse skills, experiences and talents in an atmosphere of respect and cooperation.
Example – the so-called 50+ employees support new employees in adaptation processes, this relationship benefits both parties. 50+ employees bring experience, expertise, experience-based ideas, responsibility and commitment to the team. On the other hand, younger generations have a strong toolkit and a new, often out-of-the-box, approach. Hence, the opportunity for mentoring relationships and mutual benefits.
Presence on the economic market
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The compensation system is periodically reviewed on the basis of payroll reports of leading consulting companies and data of the Central Statistical Office (GUS). A new employee pay grade system has been implemented in 2019. As of 11 December 2019, Grupa LOTOS Group has an updated Collective Bargaining Agreement for Grupa LOTOS employees, which covers 100% of employees.
Relations between employees and management
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Employees, in accordance with the provisions of the terms and conditions of their employment contracts, have specific notice periods. These periods are also specified in the Labor Regulations and depend on seniority – in accordance with the Labor Code. They may be more favorable through negotiations with the Employer.
Employers are in constant dialogue with company trade unions and Employee Councils. Also, they regularly inform employees about planned operational changes.
In most companies, internal sources of law specify the rules for determining the increment of the average monthly salary in consultation with company trade unions.
