Re Alloys is a team of experts built by people of diverse competencies, age, education and origin. What they all have in common is the work place. We create it so that it is a friendly place for employees and associates. All activities covered by our Employment policy are based on assumptions that people are our best asset and the most important stakeholders. Currently, we employ over 460 people.
At Re Alloys, we promote diversity with consideration of experience, beliefs and individual traits differentiation. We create labour culture established on mutual understanding and tolerance. By supporting diversity, we benefit from various experiences, recognising our employees as an individual potential.
We strive for equal access to posts at each level of organisation.
Women represent 11% of all employees in our organisation. On management positions it is as many as 32%, on managerial positions it is 29 %, and 11% of all technological employees are women.
In the company, we also aim at ensuring balance between women’s and men’s remuneration.
Average gross pay, broken down by gender is as follows:
MEN
WOMEN
2020
2021
2020
2021
MANAGEMENT (basic)
9 513,71
11 013,05
9 834,17
13 143,81
MANAGEMENT (basic + benefits)
12 130,27
12 169,58
10 678,23
16 165,43
OTHER EMPLOYEES
(basic + benefits)
4 163,80
5 004,42
4 021,11
4 891,98
Average gross pay, broken down by gender is as follows:
MEN
MANAGEMENT (basic)
9 513,71 – 2020
11 013,05 – 2021
MANAGEMENT
(basic + benefits)
12 130,27 – 2020
12 169,58 – 2021
OTHER EMPLOYEES
(basic + benefits)
4 163,80 – 2020
5 004,42 – 2021
WOMEN
MANAGEMENT (basic)
9 834,17 – 2020
13 143,81 – 2021
MANAGEMENT
(basic + benefits)
10 678,23 – 2020
16 165,43 – 2021
OTHER EMPLOYEES
(basic + benefits)
4 021,11 – 2020
4 891,98 – 2021
HUMAN RIGHTS
Employees have the possibility to associate in the following trade unions. There are three trade unions associating respectively:
NSZZ „Solidarność”
70 employees – 2020
58 employees – 2021
NSZZ „Solidarność 80”
12 employees – 2020
13 employees- 2021
KM WZZ „Sierpień 80”
10 employees – 2020
12 employees – 2021
Level of unionisation
20 % – 2020
17 % – 2021
Number of employees
453 employees – 2020
457 employees – 2021
Employees have the possibility to associate in the following trade unions. There are three trade unions associating respectively:
NSZZ „Solidarność”
NSZZ „Solidarność 80″
KM WZZ „Sierpień 80”
Level of unionisation
Number of employees
2020
70 employees
12 employees
10 employees
20 %
453 employees
2021
58 employees
13 employees
12 employees
17 %
457 employees
LABOUR TURNOVER:
Year
Average Employment
Annual Labour Turnover Rate
Year
2017
2018
2019
2020
2021
Average Employment
416,29
447,22
439,58
442,58
458,58
Annual Labour Turnover Rate
30,03 %
26,39 %
27,30 %
24,40 %
22,68 %
We systematically invest in our employees and thus as many as 35 vacancies in 2021 were filled by external recruitment process (in 2020 -14). In 2021, 23 employed 116 people (146 in 2020).
Employment and labour turnover
We support our employees’ development and we grant them awards depending on their contribution and the outcome. We put special emphasis on the principle of constant improvement based on active assessment, but also on background stemming from our achievements and failures. We offer our employees an opportunity to develop and to plan their professional path, also by internal promotions. Sills linked to diverse education and professional experience are highly valued. We provide equal employability for men and women with respect to all types of work, at every professional level. We prevent every sign of discrimination.
In 2019, as much as 39% of vacancies were filled by means of internal promotions. Constant trainings and improving qualifications allow our employees to be promoted within the structures of the organisation.
In 2020, over 60% of employees participated in a training of some sort (271 people), the average of 4 hours of training per employee per year.
However in 2021, over 68% of employees participated in a form of training (312 people) and we doubled the number of hours per employee – to 8.
Thanks to a systematised onboarding process, each employee has an opportunity to have the rules and principles of the organisation’s functioning introduced to them. They have a chance to get familiarised with the values and for a proper job startup.
In 2020, we introduced 2 programmes allowing the employees’ increased involvement and improvement of work quality:
New employee’s mentor programme – Team “0”.
The objective of this programme is to provide Mentor’s help during the job startup and by this to ensure that onboarding employee adapts to new duties quicker. New employee training programme consists of two stages: First Stage is the training I within the “Team 0”, Second Stage means the training II. Fist Stage lasts 10 days, the Second Stage – 8 weeks.
Within the Training I, the “team 0” is established. Its idea is to perform work by new employees only the first shift, Monday to Friday, for 10 consecutive working days. Over this period, a new worker has a chance to learn as many elements of production work as possible.
After assigning a new worker to a proper team also a Mentor is designated in order to assist an employee in onboarding.
ReA Manager’s Academy
Is addressed to the company’s managers. Within the programme, a recurring workshop are carried out to broaden soft and hard skills of our staff. Thanks to participation in this programme, we improve internal communication in the organisation and we increase quality at work.
In response to the needs the employees communicated, we introduced flexible solutions in terms of location and working time. For that reason, during the pandemic, we adopted the Rules of Work as a resolution mitigating negative effects of the situation.
High level of occupational safety is a particularly significant matter for us. We pursue this goal by providing proper work conditions and by raising awareness of OHS questions.
Following the strategy of maximisation of the employees’, subcontractors’, guests’ and customers’ safety, we have introduced a number of internal regulations increasing safety. They aim at eliminating accident at work, occupational diseases and high potential situations.
Accidents in years 2017-2021
2017 year
2018 year
2019 year
2020 year
2021 year
Total number of accidents
11
14
16
10
14
Fatalities
0
0
0
0
0
Number of accidents caused by contractors’ employees
0
0
0
0
0
Individual accidents
11
14
16
10
14
Number of major accidents
0
0
0
0
0
Collective accidents
0
0
0
0
0
Occupational disease cases
0
0
0
0
0
LTIFR* (Lost-Time Injury Frequency Rate)
= number of lost-time injuries / total hours worked in accounting period x 1’000’000
13.31
15.21
19.59
10.95
15.00
TRIFR* (Total Recordable Injury Frequency Rate)
= number of events in the accounting period / total hours worked in accounting period x 1’000’000
13.31
15.21
19.59
10.95
15.00
*the ratios cover Re Alloys’ employees and external companies.
For our contractors’ employees we introduced the guidelines called “General information on occupational health and safety for employees of external companies providing services for Re Alloys”. Information included there pertains to application of the OHS and fire protection rules by external companies. A training upon the guidelines, carried out for contractors’ employees, addresses the matters of threats, factors that are harmful and dangerous for health, threats of explosion zones, rules of moving through the plant, observance of the OHS and fire protection rules and first aid administration. In case of subcontractors, the Contractor is obliged to fulfil duties specified in the guidelines. Provision of such training sessions is confirmed in writing.
High level of occupational safety is a particularly significant matter for us. We pursue this goal by providing proper work conditions and by raising awareness of OHS questions.
Following the strategy of maximisation of the employees’, subcontractors’, guests’ and customers’ safety, we have introduced a number of internal regulations increasing safety. They aim at eliminating accident at work, occupational diseases and high potential situations.
Accidents in years 2017-2020
Total number of accidents
2017 – 11
2018 – 14
2019 – 16
2020 – 10
2021 – 14
Fatalities
2017 – 0
2018 – 0
2019 – 0
2020 – 0
2021 – 0
Number of accidents caused by contractors’ employees
2017 – 0
2019 – 0
2018 – 0
2020 – 0
2021 – 0
Individual accidents
2017 – 11
2018 – 14
2019 – 16
2020 – 10
2021 – 14
Number of major accidents
2017 – 0
2018 – 0
2019 – 0
2020 – 0
2021 – 0
Collective accidents
2017 – 0
2018 – 0
2019 – 0
2020 – 0
2021 – 0
Occupational disease cases
2017 – 0
2018 – 0
2019 – 0
2020 – 0
2021 – 0
LTIFR* (Lost-Time Injury Frequency Rate)
= number of lost-time injuries / total hours worked in accounting period x 1’000’000
2018 – 15.21
2017 – 13.31
2019 – 19.59
2020 – 10.95
2021 – 15.00
TRIFR* (Total Recordable Injury Frequency Rate)
number of events in the accounting period / total hours worked in accounting period x 1’000’000
2017 – 13.31
2018 – 15.21
2019 -19.59
2020 – 10.95
2021 – 15.00
*the ratios cover Re Alloys’ employees and external companies.
For our contractors’ employees we introduced the guidelines called “General information on occupational health and safety for employees of external companies providing services for Re Alloys”. Information included there pertains to application of the OHS and fire protection rules by external companies. A training upon the guidelines, carried out for contractors’ employees, addresses the matters of threats, factors that are harmful and dangerous for health, threats of explosion zones, rules of moving through the plant, observance of the OHS and fire protection rules and first aid administration. In case of subcontractors, the Contractor is obliged to fulfil duties specified in the guidelines. Provision of such training sessions is confirmed in writing.
Good communication inside the company is a base for its efficient functioning and pursuing business objectives. We are committed to ensuring that it is based on dialogue. An example of such measure is introduction of communication boxes by which employees may report submit their ideas and comments or issuing the quarterly “Lumek” co-written by people from various organisational levels of the group.
