REWE Group Sustainability Report 2017

Labor/
Management Relations

GRI 402: Labor/Management RelationsManagement Approach

Statutory, collective-bargaining and company rules are implemented in a trusting relationship with employee representatives. Employee co-determination is a high priority at REWE Group. Nearly all employees in the chain stores, logistics operation and administration are represented by works councils – an optimal structure for chain-store retailing. The Works Council and management maintain a trusting working relationship.

In addition, the company-wide Guidelines for Sustainable Business Practices are applied. These guidelines are based on the UN Universal Declaration of Human Rights and the conventions of the International Labour Association (ILO). The guidelines say: “We respect the right of employees to form free, independent employee organisations and to conduct free negotiations regarding wages and employee rights.”

GRI 402-1: Minimum notice periods regarding operational changes

Minimum notice periods regarding operational changes

In its role as elected employee representatives or through representatives on the Supervisory Board, the Works Council plays a role in nearly all decisions taken by REWE Group. In observance of co-determination and other participation rights, employee committees are provided with information in a timely manner, their views on issues are heard and agreements are reached with them. REWE Group maintains a dynamic, close and trusting relationship with the Works Councils. Their representatives are members of a large number of company bodies, including the IT and logistics committees. Company-related changes are jointly discussed at an early stage.

More topics:

GRI 401

Employment

GRI 403

Occupational Health and Safety

GRI 404

Education and Training Programmes

GRI 405

Diversity and Equal Opportunity

GRI 406

Non-discrimination