Healthy employees are the basis for being successful. It strengthens our ability to compete in the global market and our performance for the benefit of our customers. Therefore, we continuously strive to improve occupational health and safety conditions for all our workers and employees.
For us it is obvious to offer our employees the highest standards in terms of health and safety for their work environment. Therefore, our employees are of course employed in accordance with the legal employment standards applicable in the countries in which we operate. Our general health and safety conditions and further legal and ethical commitments are incorporated in our Corporate Social Responsibility Policy.
In each plant a Safety Officer is responsible for occupational health and safety. Jungbunzlauer’s Management Committee has issued a Health, Safety and Environment Policy, which aims at reducing health and safety risks for our employees to the minimum. The policy is reviewed and updated every five years and the compliance with policy guidelines is monitored continuously. Risk analyses are performed and plants, processes and projects are regularly assessed. The risk analyses are generally conducted based on our ISO certifications. Certification systems e.g. as represented by the SMETA (Sedex Members Ethical Trade Audits) are in place to ensure adherence to our high standards.
All Jungbunzlauer production sites and offices adhere to a high standard of social responsibility and take effective steps to prevent accidents and injuries to employees by setting clear and binding standards which are controlled by regular internal and external inspections. SMETAs are conducted every three years. Furthermore, internal safety audits are performed on a regular basis and results as well as corrective actions are published in a quarterly report on our intranet. We have implemented various initiatives to continuously improve working conditions, e. g. the Kaizen approach.
Whether health and safety topics are covered in agreements with trade unions depends on the country. For example, this is not the case in our production sites in Austria, France and Germany, since health and safety topics are already covered by national legislation. However, for our production site in Canada, health and safety is covered by two different trade union agreements, which accounted for 60% of employees in 2020.