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Repsol employee relations

We carried out the climate survey once more. We kept open channels for communication and dialogue with workers' representatives in various countries and we finalized 16 agreements.

The company's strategy for communicating with employees takes a two-pronged approach: Informing employees about Repsol's mission and telling employees what they need to know about the company to carry out their functions and develop professionally.

The ultimate aim of this two-pronged approach is to internalize the concept that the individual who works for Repsol is fundamental. To put this concept into practice, Repsol's employees have the following tools available to them:

  • News on Repsol's intranet
  • The Among Us newsletter, aimed at all employees and published twice monthly in three languages
  • Conecta magazine, for all employees and published quarterly in three languages
  • Information on bulletin boards to reach employees who lack access to corporate devices, as for some workers in industrial complexes, service stations and elsewhere
  • Instant messaging: A medium used on special occasions
  • Twice monthly online newsletter specifically for directors.

There are two types of communication initiatives: Those planned and included in the various annual internal communication plans; and those that respond to current events, which are necessarily managed according to how a given situation develops. In terms of the first type, this year the subjects of the planned initiatives were sustainability, security, innovation and employer reputation. In the last perceptions study, 71% of employees felt that internal communication was adequate.

To encourage the exchange of communication between the company and its employees, we make use of surveys, suggestion boxes and competitions.

In addition, there is also a channel called "Aydanos a mejorar. Danos tu opinin" (Help us to improve. Give us your opinion), which enables employees to make suggestions and express their criticisms, problems and complaints to the company. We have received 67 requests in 2011 in this way.

The Employee Service Desk (SAE) provides information, answers questions and, on request, carries out administrative procedures of different kinds depending on the country ( such as processing social benefits, permits and licenses, issuing certificates, and so on).

Worldwide, we have dealt with 101,739 requests in 2011. The breakdown by gender and category is as follows:

The rate of participation in the climate survey carried out in 2011 was 82%.

Number of requests for information by professional category Women Men Total
Executive staff 162 1,034 1,196
Technical managers 10,934 26,551 37,485
Technicians 14,380 24,688 39,068
Administrative staff 5,665 1,540 7,205
Operatives and junior staff 4,525 12,260 16,785

35,666 66,073 101,739

The largest number of requests is concentrated in Spain. The breakdown of requests by subject and gender is as follows:

Number of requests for information by subject Men Women Overall total
Payroll 27% 31% 29%
Training 12% 11% 12%
Pension plan and other labor relations matters 13% 13% 13%
Development/performance 2% 2% 2%
Various procedures: Teleworking, travel, attendance control, changes in working hours, etc. 46% 44% 45%

Satisfaction survey

Satisfaction surveys have been carried out at Repsol since 2003 and are a tool that allows employees to give their opinion in complete confidence on a range of different matters, from the running of the company to its organization. The aim of these surveys is to learn their opinions to give the businesses and corporate areas guidance on how to make improvements.

The survey is handled by an external, independent consultancy that receives and analyzes the responses and does not provide itemized results for samples smaller ten people's responses. This ensures confidentiality, which is a vitally important part of the process.

The factors that influence the labor climate and the circumstances surrounding the company usually vary from year to year; therefore, while some questions remain the same, new topics are included in each edition.

In 2011 we produced a new edition of the perceptions survey comprising eighty questions. Employees from various countries took part in the preliminary drafting of the questionnaire, as well as senior management and several key figures from the People and Organization department.

The survey was carried out in April 2011 and included the whole of the permanent work force in the countries where we operate (except YPF), a total of 22,152 people. Of those surveyed,82% - a total of 18,167 people - answered the questionnaire, which indicates a highly committed workforce. Eighty-five percent of women took part in the survey, compared to 77% of men.

The aspects receiving the most negative response in the climate survey were those related to recognition and management style. The latter is important not so much because of its score, but rather because of the impact that this factor has on employee satisfaction. The aspects receiving the most positive response were diversity management, the attractiveness of Repsol as an employer and the company's mission.

Based on the survey results, we plan to make the following improvements:

  • Improving recognition, both financial and non-financial
  • Managing employees covered by collective agreements, to begin to relate their performance to a variable, rather than managing exclusively against the collective agreement
  • Improving management style to meet employees' clear demands for a strengthening in this area
  • Placing special emphasis on increased leadership in security and the environment
  • Improving relations with employee representatives.

In 2011, we kept open the channels for communication and dialog with workers' representatives in the different countries in which we are present. We reached 16 agreements, one in Spain, twelve in Argentina, two in Canada and one in Trinidad and Tobago.

In Spain, the agreement signed with the largest unions, CC.OO. and UGT, known as the 6th framework agreement, regulates specific aspects of labor relations; it is general in effect and directly applicable to all of the companies in which Repsol is a majority shareholder or manages the workforce and operations, where the company's activity falls within the area represented by the unions that signed it. The content of this framework agreement is incorporated, adjusting it if necessary, into the collective agreements of the different companies in the group that fall within its area of applicability.

This agreement, applicable for the period 2011-2013:

  • Incorporates a new concept of variable remuneration for people covered by a collective agreement, linked to the targets of the business units where they work.
  • Guarantees workers' purchasing power and includes the possibility of additional pay increases linked to the company's achievements
  • Renews the commitment to employment stability. The guarantee of employment stability for the workers of Repsol YPF Group implies a commitment to using non-traumatic means to rearrange the workforce in the group as a whole
  • Renews our commitment to hiring people with disabilities
  • Contains advances with regard to security, health, training and work-life balance.

From September 26 to 28, 2011, the plenary meeting of the Repsol Union Network was held in Santa Cruz de la Sierra, Bolivia. Present at the meeting were Repsol and industry unions from the following countries: Spain, Argentina, Bolivia, Brazil, Colombia, Ecuador, Mexico and Peru, as well as the International Federation of Chemical, Energy, Mine and General Workers' Unions (ICEM).

The meeting addressed the company's present industrial and commercial situation, along with its commitments to corporate responsibility and its specific activity in Bolivia. Repsol also presented its Corporate Responsibility Model to the unions in attendance; the model was established following the approval of the Working Policy on Corporate Responsibility in 2011.

Corporate responsibility working group Collaborating with the unions

In 2009 Repsol's Labor Relations, Corporate Responsibility and Institutional Services departments and representatives of the Spanish unions, Comisiones Obreras (CC.OO.) and the Unin General de Trabajadores (UGT), formed a working group to share, discuss and make progress on the company's corporate responsibility matters. The group comprises four Repsol representatives and six union representatives.

In 2011, the group held two meetings at which the following matters were addressed:

  • The Corporate Responsibility Report 2010
  • The annual meeting of the Repsol Union Network
  • Repsol's Sustainability Plan
  • Repsol's Working Policy on Corporate Responsibility
  • Repsol's Policy on Environmental, Social and Health Impact Assessment.

See the section "About this report" for details on the involvement of unions in writing the Corporate Responsibility Report 2011.

Some of Repsol's agreements applicable in Spain require changes in organization charts that affect employees covered by collective agreements where we must give prior information to workers' legal representatives. Inthe case of Repsol Qumica, these representatives can make comments within fifteen calendar days after they are informed.

Complaints

More information about Repsol's Labor Relations Policy, its relations with workers' representatives and the Repsol Union Network can be found at personas.repsol.com

In 2011, 177 lawsuits were filed against the company by workers, with the following outcomes:

  • 11 cases resolved in favor of the employee
  • 66 cases resolved in favor of the company
  • 17 cases resolved through conciliation
  • 83 cases ongoing.

The total number of cases does not include the 72 lawsuits to do with the remuneration system based on length of service, which were resolved by an overall high-level agreement with the unions.