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PUMAVision
COMPENSATiON & BENEFiTS
Our objective is to provide a global set of
compensation and benefit programs that
attract and retain talented employees. The
programs are reviewed regularly to ensure
they remain competitive and aligned with
our corporate goals.
PUMA believes that compensation should
be linked to performance. PUMA thus seeks
to create compensation programs where
pay components such as base salary adjustments
and short and long-term incentives
are aligned with individual or business performance
or both. Short-term incentive, or
bonus plans are offered to some employees.
Short-term incentive plan payouts are
linked to business performance and sustainability
targets such as the reduction of
waste generation as well as energy, paper
and water consumption.
Long-term awards involve stock options.
Like our short-term incentive (STI) plan,
long-term award payouts are based on our
corporate performance. At most subsidiaries
we have collective bargaining agreements
that allow pay beyond industry aver-
PUMA BUsiness And sUstAinABility RePoRt 2012
age, extended annual leave and so forth.
PUMA also offers a variety of benefit plans
such as defined contribution and deferred
compensation retirement plans.
OCCUPATiONAL
HEALTH AND SAFETY
As a Sportlifestyle brand, PUMA places
great emphasis on the health and wellbeing
of its staff. We therefore adhere to an
occupational health and safety policy that
applies not only to PUMA employees but
also to the employees of our supplier factories.
For our own sites, we are operating a Health
and Safety Committee at our German Head
offices. The OHS committee includes members
of the PUMA Works Council, the HR
and In-house Service departments, our
company physician and a health and safety
commissioner.
Periodical fire evacuation exercises as
well as first aid, health and safety training
is organized at country level. Accident
and sickness data is collected and analyzed
globally and with an injury rate of 0.67 and a
sick rate of 1.87 remains well below industry
average.
EMPLOYEE PRivACY
AND CORPORATE gOvERNANCE
PUMA respects employee privacy and dignity.
That is why we only collect and retain
personal employee information that is
required for the effective operation of the
company or as required by law. We ensure
to keep such information confidential and
to disclose it only to those with a legitimate
need to know.
PUMA strives to ensure that its companies
comply with our Code of Ethics
›http://about.puma.com/sustainability/.
If employees feel that any of our ethical
standards in business may have been
compromised, they can raise their voice via
a toll-free whistleblower hotline available
worldwide.
gOvERNANCE BODiES
ADMiNiSTRATivE BOARD/
MANAgiNg DiRECTORS
In 2012, the administrative board had nine
members including three employee representatives.
In December 2012, Jean-Francois
Palus replaced the resigning chairman
of the administrative board, Jochen Zeitz.
As of the end of 2012, three members of
the administrative board were French, two
were German, one was Swedish, one was
British and one was US American. Three of
our five managing directors were Germans,
one was Italian and one was American.
wORKS COUNCiL AND
EMPLOYEE REPRESENTATivES
The PUMA SE works council (the European
employee representative body) in 2012 consisted
of 20 members, representing employees
in 16 European countries. Six members
of the SE works council were women. While
the chair of the SE works council was German,
the other two members were French
and Dutch. The local German works council
of PUMA SE had 13 members, the chair
being a man and the vice chair being a
woman. One member of the works council
is tasked with dealing with the needs of
handicapped employees.