99 Social Responsibility and Sustainability Report 2017 | PRISA The number of work-related accidents, throughout 2016, was 94 (39 men and 55 women) and there were no fatalities. The rate of absenteeism at Gru-po PRISA is 2%. Social benefits It is Group policy to provide companies with ade-quate resources so as to offer employment bene-fits that will be sufficiently attractive to the very best professionals. It is worth noting that PRISA opera-tes in 22 countries. Each market in which it ope-rates has special characteristics to which human resource management policy must be sensitive and thereby be in a position to offer an appropriate response to both the needs and the expectations of the professionals joining these companies. In Spain, social benefits for our employees inclu-de life insurance, sick and disability pay, and ma-ternity/ paternity leave. Generally speaking, Group companies in Spain do not distinguish between full or part time employees, or between employees with permanent and temporary contracts with re-gard to these these benefits. Within this framework, the flexible benefits and remuneration program, first rolled out in 2012, re-mained in place throughout Group companies in Spain in 2016 with a broad range of products offe-red. 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 ran-ge 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 com-panies offer employees flexible work days, home working, and the possibility of working intensive shifts in summer, at Christmas and Easter. Additionally, in Spain, during 2016, these measu-res aimed at favoring a balance between work and personal life have been maintained, with the plan consisting of five elements, and likely to be exten-ded in future years: • Special voluntary leave with guaranteed re-admission, financial benefits and social secu-rity 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 cir-cumstances such as care for elderly or per-sons 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. Rate of return to work1 1 Number of employees who return to work after the end of their maternity/paternity leave. Men Women Total 100% 98% 99%
Informe_Anual_PRISA_EN
To see the actual publication please follow the link above