The planned integration of innogy into the E.ON Group will be tackled in close cooperation and partnership between the Company and its employee representatives. This is the understanding that E.ON’s Board of Management, the SE Works Council and the Group Works Council have reached in a historic Framework Agreement, which applies across national borders to all of E.ON’s European companies.
In essence, the Framework Agreement provides that the close cooperation and partnership which the Company and its employee representatives have practised for many years in Group-wide transformation projects will be continued in the planned integration of innogy. In addition, the Agreement lays down key principles with regard to the social protection of employees who will be affected by changes. Furthermore, the Agreement defines the key elements of a binding operational framework for the future involvement of employee representatives and for the management of changes associated with the integration process in the next few years.
The Agreement will also have positive effects on innogy’s current employees who will join E.ON in the future. The Agreement specifically stipulates that, as soon as legally admissible, innogy representatives will be involved in the project work and in shaping overarching strategic processes.
Specific points covered by the Agreement include:
Fred Schulz, Chairman of the SE Works Council of E.ON SE, attaches particular importance to the continuation of the long-established cooperation in a spirit of partnership: “The social partnership and cooperation between the Company and its employee representatives has been steadily enhanced and intensified in recent years. We have also been able to agree on common principles at international level. We can now build on these principles and help shape the upcoming changes in our interest as employees to create a sustainable future. We are confident that, with the conclusion of this Framework Agreement, we have taken an important step on the way towards building the future.”
Albert Zettl, Chairman of the Group Works Council of E.ON SE, emphasises the future role of training and upgrading the skills of employees in the upcoming transformation process, in particular with a view to digitalisation and new ways of working: “Providing our employees with suitable and timely upskilling programmes is the key to success with regard to future job security in the new digital world. We acknowledge this in particular by ensuring that priority will be given to upgrading skills based on future skills profiles rather than recruiting new employees. This additional expertise will be critical for E.ON to be successful in new market-oriented growth businesses. One thing cannot be said often enough: we – the employees of our companies and businesses – will continue to be the foundation of today’s success and tomorrow’s!”
Andreas Reichel, Managing Industrial Relations Director for Germany and Chief HR Officer of EDIS AG, underlines the Company’s responsibility for its employees in times of major change: “We want to combine the strengths of all the parties concerned optimally – E.ON, innogy and RWE. The objective is to make the future E.ON even more successful. We will only achieve this objective if all our employees can trust that we will be open, transparent and honest in the way we manage change and that we will create a reliable framework, with a special focus on people’s needs. Following the collective bargaining policy statement signed for Germany in May 2018 by the boards of management of E.ON, innogy and RWE, along with the trade unions and the group works council chairmen, E.ON has now taken another important step, which applies across borders to all of E.ON’s European companies.”