Sberbank - Annual Report 2010 - Sberbank Trade Union

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# In Partnership with the Sberbank Trade Union

The Sberbank trade union was created in accordance with employees’ rights to freedom of association and collective bargaining. As of the end of 2010, 193,478 employees, or some 80% of the Bank’s total workforce, were union members. Overall, 2010 saw the strengthening of the union’s role within the Bank. Currently local union representations meet regularly with representatives from the employer to discuss benefits and compensation, personnel motivation and other significant issues. The trade union plans to launch its own website and telephone hotline.

We see the trade union as an organisation capable of facilitating constructive dialogue and being an effective intermediary between the Bank’s management and employees.

HERMAN GREF at a meeting with representatives from regional and local union groups.

In October 2010, Sberbank signed a collective bargaining agreement for 2010–2013 with the trade union. The agreement aims to further develop stable, transparent and friendly relations to protect the social and working rights of Bank personnel. The agreement will be further amended as the Bank launches new social programmes currently being planned. The new collective agreement does not simply reiterate compulsory requirements in current labour legislation, instead focusing on the benefits and guarantees provided to employees in addition to those required by law. What makes it different from the previous document is the high level of detail and employees’ broad engagement in drafting the agreement. The provisions of the agreement apply to all Bank employees.

The agreement provides for the trade union to play an active role in relations between Bank employees and management. For instance, the heads of trade union committees at Sberbank and its regional banks are invited to participate in meetings of the respective Management Boards at which issues concerning working conditions and social benefits and guarantees available to employees are discussed. We also plan to establish a Labour Dispute Commission.

The new agreement requires that the Bank’s management and the trade union annually consider the need to change the remuneration level and range of benefits and compensation available to employees. Specific amounts of funding are allocated for this purpose. This discussion should take into account changes in the labour market, inflation and the Bank’s financial standing. In 2011, we also intend to carry out a survey to gauge employee satisfaction with existing remuneration and benefit packages.

## History

- Working Conditions
- The Sense of a Common Cause
- Motivation for Success
- Realising Employee Potential
- A New Work Philosophy

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