85 Social Responsibility and Sustainability Report 2016 | PRISA Sustainability at PRISA Within this framework, in 2012 we designed a flexible benefits and remuneration program, which was completed in Spain in 2015 with its extension to all companies and an expansion of the range of products offered. Portugal has also seen the completion of the implementation of a similar system. In the case of Latin America, due to the varying legislations of each country, there are a wide range of different situations throughout each of the Group companies. In general terms, in these cases there are differences in social benefits between those employed full and part-time and those on permanent and temporary contracts. Work / life balance PRISA’s companies have come to understand the very real benefits of offering balanced work days that provide an optimum balance for our staff’s professional and personal lives. Many of our companies offer employees flexible work days, home working, and the possibility of working intensive shifts in summer, at Christmas and Easter. Additionally, in Spain, during 2015 these measures aimed at favoring a balance between work and personal life have been maintained, with the plan consisting of five elements, and likely to be extended in future years: • Special voluntary leave with guaranteed readmission, financial benefits and social security contributions. • Longer annual holiday with financial benefits and social security contributions. • Longer weekend (4-day working weeks) while maintaining social security contributions. • Leave for training, with help to cover costs as well as social security contributions. • Reduced working hours without having to justify childcare or similar extenuating circumstances such as care for elderly or persons with disability. Thanks to the various work / life balance policies and initiatives implemented across the group, 99% of employees have returned to their posts after maternity or paternity leave. Workplace health and safety PRISA remains committed to its objective of promoting a preventive culture throughout its businesses. Noteworthy in this regard is the Group’s commitment to integrate risk prevention and workplace health and safety in the general management systems of companies. As can be seen from the workplace health and safety model in countries such as Spain, Argentina, Chile, Colombia, Mexico, Peru and Venezuela, there is a high level of representation and participation of workers through their corresponding health and safety committees, even if there is great diversity given the heterogeneity of countries in which the Group operates. Specifically, 88% of the Group’s employees in Spain are represented in formal health and safety committees, while 100% are covered by the joint prevention service In 2015, the Joint Prevention Service focused on risk-prevention training for all workers. The regulatory audits on prevention were carried out satisfactorily. Quarterly meetings with all health and safety committees have continued, and evacuation measures in case of emergencies have been implemented. The number of work-related accidents, throughout 2015, was 90 (60 men and 30 women) and there was one fatality in Spain.
Memoria 2016 EN_PRISA_20160315_V4 baja
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