Labor Management Relations
LABOR MANAGEMENT RELATIONS FREEDOM OF ASSOCIATION AND
COLLECTIVE BARGAINING
GRI 103-1,2,3; GRI 402-1, GRI 102-41; GRI 407-1
Oerlikon has operations in 38 countries and respects the legal rights of its employees to form, join or to refrain from joining worker organizations, including labor organizations or trade unions. Oerlikon complies with applicable local laws worldwide regarding employee and third-party involvement, and will not discriminate based on an employee’s decision to join or not join a labor organization.
Oerlikon respects the rights of employees to organize and makes managers at all levels aware of those rights. The company’s long-standing belief is that the interests of Oerlikon and its employees are best served through a favorable, collaborative work environment with direct communication between employees and management. Oerlikon endeavors to establish these kinds of favorable employment conditions, to promote positive relationships between employees and managers, to facilitate employee communications, and to support employee development.
Oerlikon also respects its employees’ rights to take part in collective bargaining. We abide by legally binding collective agreements. We also take care that employee representatives do not suffer discrimination and that they have open access to members in the workplace.
An estimated 45% of our employees were covered by collective bargaining agreements (CBAs) in 2021 (2020: 43%1).
Pertaining to minimum notice periods regarding operational changes, we are not providing more detailed information as each local agreement is subjected to local laws and regulations. Overall, we satisfy the minimum legal requirements in each respective country, and in some countries, we even exceed the minimum requirements set by local laws.
1 GRI 102-48 The collective bargaining agreement figure in 2020 was restated due to an error in double counting of a few sites.
