Support and benefits

ENEA Capital Group companies aspire to be a highly-regarded employer. The top management realize that the quality of the actions taken and the success of the strategy depends on the employees motivation. Employees are offered  a wide range of additional benefits resulting from  the Social Fund and the Collective Labour Agreement (CLA). The range of benefits is determined separately for each company and depends on the employees needs and possibilities of a given company.

Main benefits

Most popular benefits from the Social Fund: monetary or material assistance to employees in a difficult financial situation or affected by random accidents, financing or subsidizing holidays for children and young people, funding children's Christmas gifts, or support of sport, recreation, culture and education activities. In addition, all employees of the ENEA Capital Group may participate in the Employee Pension Program.

Preventive care

In many companies (i.e. ENEA SA, ENEA Operator, Elektrociepłownia Białystok, ENEA Wytwarzanie, ENEA Centrum, Energomiar)  employees may benefit from additional preventive health benefits, for example: influenza vaccination, tumor markers test, preventive treatment in a sanatorium, or medical subscriptions. 

Development of competences

Companies care about the development of employees skills. Employees of such companies like ENEA SA, Elektrociepłownia Białystok, MEC Piła, or ITSERWIS could take advantage of English lessons or studies funding in 2013.

Cheaper electricity

Preferential conditions for electricity use is another benefit granted to employees of the Capital Group. According to the Collective Bargaining Agreement employees are entitled to a reduced fee for  electricity for household needs in an amount up to 3,000 kWh a year.

Other benefits

• higher than generally applicable additional remuneration: (I) for working overtime; (II) for night work; (III) for working on Saturdays, Sundays and public holidays;  (IV) for technical emergency service, (V) for sick leave;
• allowance for working in conditions harmful to health, particularly arduous or dangerous;
• monthly seniority allowance, entitlement for the period of employment in the power industry,
• i.e. companies  listed in the Nationwide Collective Bargaining Agreement;
• gratuity related to retirement or disability pension in the form of gratification in cash;
• award on the occasion of the Power Engineer’s Day in the value not lower than 25% of the average basic salary in ENEA S.A;
• prizes for the detection and elimination of illegal consumption of electricity and energy intake not in conformity with the agreement;
• annual, mandatory bonus paid from the annual bonus fund, which amounts to 8.5% of payroll budget from the previous year;
• jubilee awards - their value depends on employment time in power sector and in other employees, and value of received remuneration;
• subsidizing employees travel to work (ENEA Wytwarzanie SA);
• subsidizing catering (MEC Piła).

Work satisfaction

Employee satisfaction in the ENEA Capital Group is regularly monitored. A most recent study was carried out in 2012. Its purpose was to examine satisfaction and loyalty of employees of major companies of the ENEA Capital Group and evaluate quality of internal communications. Internal Communications Office of ENEA SA which cooperated with the external research company was responsible for the implementation of the study.

Results of the study were collected and presented in 2013 to the Management Board of ENEA SA, representatives of Trade Unions, and then made available to employees on the intranet.

Within the study individual and group interviews were conducted and electronic or paper questionnaires were distributed. The study included all employees whose job satisfaction was 3.7 on a scale of 1 to 5.

Atmosphere and working conditions were considered as major advantages in the companies of the Capital Group. System of remuneration (excluding wages) was identified as a weakness. The survey also shows that 85 per cent of employees identifies themselves with the company or organizational unit in which they work.

A series of 20 workshops for representatives of the largest companies and trade unions was another initiative of measuring the work satisfaction level of employees in the Capital Group. Workshops for representatives of the largest companies and trade unions were carried out in November. The workshop discussed issues relating to working conditions, employee satisfaction factors and their identification with the Group.