Committed employees are the basis of the Company’s long-term success. Vossloh therefore attaches great importance to fair labor conditions. Key issues in this regard are equal opportunity, fair remuneration, additional company benefits (above and beyond the statutory and/or tariff-based arrangements), and a safe work environment. Adherence to local laws and standards (for example, minimum wage or fundamental labor law conditions) is an integral part of Vossloh’s compliance obligations. The European Works Council and the Group Works Council regularly invite the Executive Board and Corporate Human Resources to their meetings in order to guarantee the flow of information, discuss scope for improvements, address new issues together and tackle these in projects. In 2019, the Works Council and Corporate HR conducted a joint workshop to improve management quality at Vossloh.
One of these subjects is the life-phase-oriented HR policy. An important milestone was reached here with the successful “Work and Family” audit in spring 2019. An interdisciplinary working group comprising senior executives, employees, and works council members is turning the defined goals for the next three years into measures that will further improve the work–life balance of employees at all Vossloh companies in Germany. The instruments range from flexible working hours, flextime, part-time and parental leave models to mobile working, personal sabbaticals, childcare and care support services as well as the conversion of bonus payments into free time for the family. Arrangements are in place at Vossloh’s companies in France to ensure the (un)availability of employees for work during their leisure time. The Customized Modules division is also involved in the French “All on track” initiative.
Vossloh’s incentive system also includes aspects that further strengthen the Company’s sustainability focus. For example, at Vossloh Fastening Systems, employees throughout the Group take part in the INSPIRO idea management program as well as a continuous improvement process (CIP) that also involves them financially in the savings that result from their ideas for improving product, process and service quality. A portion of the proposals concerned the subject areas of environmental protection (emphasis: energy conservation) as well as occupational health and safety. In 2019, for example, two employees put forward a technical solution that now ensures that nobody can reach into a press while the flywheel is running. Another employee suggested reducing the use of plastic trash cans and bags in the offices: Instead of having ten trash cans in two rooms that have to be emptied daily, there is now only one centrally located trash can. Sustainability management is now regularly on the agenda of departmental meetings at Vossloh Fastening Systems. Managers and employees work together to develop proposals on ways to conserve resources.
The general rules for working at Vossloh are summarized in a Code of Conduct that each and every employee is required to sign upon joining the Company. The Code of Conduct stipulates and precisely defines the values of integrity and upstanding business conduct. The principles of conduct that this code prescribes are a binding yardstick and benchmark for the day-to-day activities of all the employees.
Vossloh expects all of its business partners, be they companies or individuals, “to apply similar standards to the ones we have established for ourselves,” as the Company’s Code of Conduct stipulates. Suppliers, service providers and subcontractors who are new to working with Vossloh are required to provide comprehensive information on themselves by means of checklists. Increasingly, the issues of safety, health and the environment are likewise being considered in these evaluations as Vossloh itself is required to present its own customers with evidence in these areas. You can find more information here.