"Perspectives 2011" - Sustainability and Annual Report (pdf)

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$Luftfracht (pdf) - Flughafen MÃ¼nchen$

Introduction Company profile and strategyService portfolio Communication and social responsibilityRemuneration and codeterminationPersonnel costs and social benefitsOur employees are remunerated according to theirqualifications and their performance. In 2011, the averagesalary of a Flughafen München GmbH employeewas €41,868 – significantly more than the nationwideaverage in the transport and logistics industry. Thisfigure includes all pay-scale and managerial employees,as well as part-time and marginally employedstaff.The FMG Group’s overall HR expense in 2011 totaled€308.1 million, of which Flughafen München GmbHaccounted for €212.9 million. The latter figure comprises€168.5 million in wages, salaries, and travel andmeal subsidies, plus €44.4 million in social securitylevies and retirement and support provisions.In addition to their monthly wages and salaries, allFlug hafen München GmbH employees – full and parttime– receive pay-scale and non-pay-scale supplementarybenefits, such as annual bonuses, a profitshare, a company pension, and subsidies for mealsand travel.A culture of codeterminationUnder the provisions of the Works Constitution Act, aGerman law governing industrial relations in corporations,Flughafen München GmbH’s workforce enjoysa variety of codetermination rights.The works council currently comprises 27 membersand is re-elected every four years. Its task is to representthe interests of FMG employees and to overseethe fulfillment of collective pay-scale agreements,statutory regulations and requirements, and internalcompany agreements. The latter include agreementscovering corporate health management, addiction pre -vention, the integration of people with disabilities (orequivalent status), corporate integration management,and a variety of working time models. The companyis required to notify the works council in detail and ingood time about any intended structural changes soas to enable optimum solutions to be found, both forthe company and for employees.A voice for traineesThe company has a youth and trainee council whoserole is to represent the interests of young people andvocational trainees. Executive management is requiredto involve the council in connection with anyissues pertaining to young employees and trainees.The council is represented on the works council,where it has a veto right on youth issues to allow de -cisions to be deferred pending further discussion. Itis re-elected once every two years and currently comprisesseven members. Employees aged 25 years andunder can stand for election, and anyone currently invocational training is entitled to vote.Opportunities for involvementAt FMG, we encourage our people not just to take ona role in statutory and company bodies like the workscouncil, the supervisory board, the youth and traineecouncil, the council for employees with disabilities,and the industrial health and safety council, but alsoto actively support other bodies and initiatives.There is plenty of scope for involvement – in everythingfrom our careers and family project, the women’sworking group at FMG and the company sportsclub to the company health management workinggroup, the company’s ideas management workinggroup and volunteering initiatives like FlughafenvereinMünchen e.V.90
Workforce and work environmentP Human resources strategyP Training and HR developmentP DiversityP Work-life balance and health protectionq Remuneration and codeterminationEnvironmental and climate protectionFinancial reviewSustainable developmentProtecting jobsTo comply with a 1996 EU directive requiring that thirdpartyground services providers be allowed to operateat airports in the European Union, we had to admit acompeting operator to Munich Airport. Because thisoperator paid its employees lower wages and wasthus able to charge lower rates than Flughafen MünchenGmbH for ground handling services, we facedthe risk of having to shed jobs in this sector at sometime in the future.Our first step to counter this risk was to form a newFMG subsidiary, MUC Ground Services (MGS). However,to secure the renewal of ground handling contractswith carriers – including Lufthansa, our biggestcustomer – management had to ask the workforce tomake sacrifices on more than one occasion in recentyears, both in terms of pay and the way their work wasorganized. In July 2011, AeroGround, a wholly ownedFMG subsidiary, began providing ground handlingser vices at Munich Airport. This company employsformer FMG workers (under the same contracts) andformer MGS workers.Working closely with the labor unions and the workscouncil, we have managed to find solutions that willenable us to secure jobs in this segment at least until2016. These solutions include collective labor agreements,special working time arrangements aimed ateasing the burden on employees, and greater use ofpart-time workers to support the core workforce atpeak times. All this has enabled the FMG Group toprotect jobs in ground handling while continuing tooffer airlines and their passengers a reliable service.Now, though, parts of the European Commission anda small number of airlines are calling for the marketto be opened up still further. This is something thatFMG, its works council, and policymakers in Berlinand Brussels all firmly reject. An additional groundhandling operator at Munich Airport would make itimpossible for AeroGround to break even, a situationthat would clearly have negative consequences forthe workforce and for job security.91
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EconomyCargo volumeup 5.9%to more t
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Environment60%65%of aircraft deicer
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Social equityPeople fromaround 50na
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AO2 / Aircraft movements 1 2011Intr
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LA7 / Sick leave 1 2011 2010Introdu
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PublisherFlughafen München GmbHP.O
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