Service-oriented - Die Schweizerische Post

62 Annual Geschäftsbericht Report | Exemplary 2006
Exemplary
The leader should
set an example.
Being a role model calls for a firm and
unshakeable determination to give
everyone their due. Being a role model
means being ready to fulfil one’s
obligations, to add to the general
well-being and in doing so to go beyond
the legally required minimum.
In everything we do we must strive
to achieve a reasonable balance of
interests. As a Confederation-owned
company and the market leader, we
are aware that we have to impose
stricter standards on ourselves, and
that in this respect we are expected
to rise above the average.
A socially responsible employer
Swiss Post is required by law to negotiate
a collective employment contract with
the trade unions. ( 26) Since this agreement
was introduced, all involved parties
have undergone an intensive learning
process. The former rigid Public Officials
Act has given way to a dialogue-based
culture of agreement. For the Communication
and transfair trade unions, the
focus is primarily on preserving and expanding
what has been achieved to date.
However, Swiss Post needs greater flexibility
in order to survive in the face of
competition. The disputes – for instance
in autumn 2006 concerning Ymago, the
reorganization of the post office network
– have become tougher.
Nevertheless, Swiss Post and the trade
unions have succeeded in finding common
solutions even in difficult situations
“ Anyone who does not work
at least 80 % of a working week
is unlikely to be considered for
a management position.”
Annelies Haslimann
HR consultant, Biglen
and in avoiding serious conflicts between
the social partners.
Mutual trust is key to a smoothly functioning
social partnership. It is based on
transparent communication, reliable
agreements and mutual respect. The Executive
Management of Swiss Post stands
firmly behind these principles.
Swiss Post has around 55,000 employees
and is thus the second-biggest employer
in Switzerland. The employment conditions
are currently based on two different
legal bases: the Public Officials Act (BPG)
( 10) and the Swiss Code of Obligations
(CO). The Swiss Post collective employment
contract came into force on 1 January
2002 on the basis of the BPG. Most of
Swiss Post’s staff (around 43,000 employees)
is subject to the CEC. Their salaries
are based on their function, experience
and performance. The Swiss Post
CEC also guarantees above-average social
allowances, rewards for outstanding performance
and benefits such as the annual
staff vouchers worth 400 francs or a free
half-fare rail pass.
The other employees of Swiss Post have
different employment contracts that are
based on the Code of Obligations. These
include the CEC auxiliary staff ( 27),
individual company contracts and staff
regulations. There has also been a CEC
for outsourced subsidiaries (subsidiaries’
CEC ) ( 14) since 2005. It is based on the
Swiss Post CEC and governs the employment
conditions for units outsourced
from the parent company, such as Post-
Bus AG or SecurePost AG. Additional
agreements to the subsidiaries’ CEC enable
the units to adapt flexibly to the
market and competition conditions in a
specific sector.
Upper and senior management-level employees
are also subject to the Code of
Obligations. Their salaries comprise a ba-