JSW SA - Jastrzębska Spółka Węglowa SA

In the employee-related area, in aspects unrelated to the OHS that is essential for mining, building of appropriate corporate culture based on mutual respect is of huge importance. For that purpose it is necessary to:

• create consistent policy concerning objective assessment of employees, promotions, training and development planning, and protection from discrimination,
• diagnose the current situation.

That is why one of the first planned steps in the implementation of the Sustainable Development Strategy 2017-2020 is the implementation of cyclical surveys of corporate culture and employee satisfaction. Based on survey results it will be possible to shape human resources management policy which would respond in the optimal way to employee expectations. Although according to the strategy assumptions the first survey of the organization’s corporate culture was to take place in 2018, it was possible to conduct it still in 2017. The Management Board invited the employees to complete a short questionnaire on 18 December 2017. The questionnaires, collected in boxes, were confidential and the survey results, especially those critical, became a valuable source of knowledge about areas requiring improvement and repair.

One of the commitments of the management towards the employees is to provide monitoring to ensure non-discriminatory remuneration system and non-discriminatory system of promotion and development. First of all this would apply to units in which both women and men are employed and the aim would be to identify and them eliminate potential discrimination against women. At the same time, the aspect related to discrimination on the grounds of gender would be included in employee surveys so that those interested have a chance to give their opinion on whether at all and to what extent they feel treated worse and not only in terms of remuneration, but more broadly, e.g. in the context of human relations.

It is also planned to design and implement, based on the best market practices, an internal system of annual employee assessments and thereto related system for training and development planning.

The precondition of building a healthy corporate culture is also effective and open internal communications. Eventually it should also become a tool of sensitizing the employees to ethical issues, including counteracting unethical behavior.

In 2017, as part of reorganization of JSW and companies of its Group, a lot of attention was paid to sorting out the HR structures, i.e. incl. analysis and consolidation of HR related areas that previously functioned in different divisions of JSW. At the end of Q1 2017, the JSW Management Board passed a resolution by force of which the HR area in JSW Board Office was consolidated in the Division of Deputy President of the Management Board for Labor and Social Policy, to whom also Labor Director Divisions in JSW mines report. Assigning those areas to a single office enable uniform HR management and creation of uniform employment and remuneration policy.

In 2017 Recruitment Procedure of Jastrzębska Spółka Węglowa S.A. was implemented above all in order to improve and bring into uniformity the process of recruiting the best candidates with competences which were sufficiently obtained by way of internal recruitment. Last year the „Candidate” application was implemented to enable electronic registration of persons interested to work in the company. Candidates complete the form available at the website with information on among others their education, qualifications, professional experience. Thanks to the implementation of the application JSW has a growing data base of job candidates.

In connection with the need to ensure the inflow of new employees, the JSW Management Board is increasingly open to cooperation with local governments in towns and municipalities on the areas where the Company operates with regard to education in mining jobs by schools run by those local governments. The cooperation serves to improve the quality of education of young employees, among others, by allowing them internships and supporting various educational projects. In 2017 the Company concluded two cooperation agreements with local governments in charge of schools educating for mining jobs. In accordance with the commitments made on the basis of the agreements, depending on its own needs for personnel, JSW may employ school graduates who pass an examination confirming their professional qualifications. JSW also signed agreements with universities: AGH University of Science and Technology, and the Silesian University of Technology on organizing internships and grants for students of those universities. During holidays students get internships and practical experience opportunities in JSW. As on the last day of the reporting period there were the following agreements with universities:

• AGH University of Science and Technology (letter of intent on the organization of mining practices for AGH students concluded between AGH and JSW S.A. on 9 December 2016, cooperation agreement concluded between AGH Mining and Geoengineering Department and JSW on 19 April 2017 specifying the scope of cooperation referred to in the letter of intent, cooperation agreement concluded between AGH Geology, Geophysics and Environment Protection Department and JSW on 23 June 2017 specifying the scope of cooperation referred to in the letter of intent),
• Silesian University of Technology (letter of intent on the organization of mining practices for students of the Silesian University of Technology concluded between the Silesian University of Technology and JSW on 20 December 2016, cooperation agreement concluded between the Silesian University of Technology Mining and Geology Department and JSW on 19 April 2017 specifying the scope of cooperation referred to in the letter of intent, cooperation agreement concluded between the Silesian University of Technology Mining and Geology Department (Mining Geodesy) and JSW on 14 July 2017 specifying the scope of cooperation referred to in the letter of intent),
• Polish Academy of Science (agreement concluded on 9 May 2017 between the Minerals Management Institute of the Polish Academy of Science and JSW – internships for the employees of the Polish Academy of Science).

In 2017 work was initiated on implementing a procedure aimed to regulate the rules of professional qualifications improvement by employees. It took the form of the Procedure on the rules of professional qualifications improvement by JSW employees and became effective on 1 January 2018. It assumes among others joint budgetary planning, more efficient use of financial means, centralization of training organization, motivational role of training, transparent criteria for employee development opportunities.

Selected other activities related to employees in other companies of the Group:

• In the area of training activity JSW KOKS has procedures on professional qualifications improvement by employees in the form of regulations enabling training at each stage of career. Training requirements are prepared annually and reviewed as part of ZSZ Reviews by JSW KOKS Management. The company conducts extensive training on labor law, which provide education thematically related to prevention of discrimination, based on the adopted rules the company is also subject to institutional internal audit and acts with due diligence with regard to social oversight on employee related matters by conducting a structured social dialogue. There is Social Dialogue Office functioning in the company to coordinate employee related matters in cooperation with Employee Council and 10 trade union organizations. Moreover, there is OHS Commission and Company Social Labor Inspection.
• In PGWiR it is worth noting the Personnel management procedure. It comprises all employees from the moment of specification of the competences of the personnel performing determined work through recruitment, training, skills improvement, relocation to other jobs. In 2017 the company activities focused on recruitment of new manual workers, incl.: electricians, mechanics, operators of machines for salt removal, production and packaging.
• JZR introduced Competence Development System thanks to which it is possible to offer individual approach to each employee in terms of development needs aligned with company expectations.

In other companies employee related activities, including those related to OHS, were conducted in accordance with applicable legal regulations and individually adopted internal regulations and procedures.