Involving employees in decision-making processes is an important factor within companies – it can promote trustful cooperation between employer and employees and thus strengthen the employees’ identification with the company.
A focus on Employees is one of the four central pillars of the REWE Group’s Sustainability Strategy. Within this pillar, the group of companies has defined five areas of action: values and culture, training and development, health and safety, career and stages of life, and diversity and equal opportunities.
GRI 402: Labour/Management relations
The combine-wide Guidelines on Sustainable Business Practices serve as a basis for our actions. They are based on the UN Universal Declaration of Human Rights and the conventions of the International Labour Organization (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.”
Employee co-determination is very important at the REWE Group. Legal, collective bargaining and company regulations are implemented jointly with the employee representatives in a spirit of trust and cooperation. Almost all employees in the stores, in logistics and in administration are represented by works councils – an ideal structure for chain store retailing. The works councils and management work together trustfully.
Minimum notice periods regarding operational changes
Employee representatives are involved in almost all decisions at the REWE Group as elected representatives of the works councils or supervisory boards. 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. The REWE Group maintains a dynamic, intense and trusting relationship with works councils. Their representatives are involved in various bodies such as the IT Committee and the Logistics Committee. Operational changes are jointly discussed at an early stage.
In the event of compulsory redundancies, the REWE Group works out redundancy programmes together with the employee committees if necessary. These often contain schemes to help employees gain qualifications and find other employment.