VS/2021/0055
JUST TRANSITION

supporting trade unions in taking steps towards
a suitable future
at company/sectorial level through social dialogue

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Analysis tools for
the company situation

In order to reflect on the current situation of the company or organization you work for regarding the Just Transition, answer the following questions. Base your answer on the information you have currently available and your intuition as a trade unionist. You can fill out the questionnaire and, at the end, get a representation of the company's situation, according to Kate Raworth's Doughnut Economy scheme.

For a more complete reflection, it is advisable to use this tool together with the Economic Traffic Light one.

As you fill in the questionnaire, you need to provide only one answer per sentence, assessing how closely this corresponds to the current state of affairs, thus considering the frequency and/or intensity with which the described event occurs.

Key line (unless otherwise indicated):

very poor/strongly disagree:--
poor/disagree:-
adequate/neutral:+/-
good/agree:+
very good/strongly agree:++
don’t know:?
not applicable:n.a.


Example:

Sentence: Renewable energy is generated on the company premises.
Answer ++: Whether there is a very efficient renewable energy generation system.
Answer --: If there is no renewable energy generation system.
Answer n.a.: If due to structural conformation, on the premises of the company, it is not possible to produce renewable energy.

If you do not have time to fill out the tool now or need more time to gather the required information, you can also download the questionnaire and fill it out offline.

When you have completed the questionnaire, you can view and download the overview of your answers, both in the table and in the doughnut. Both online and offline, you can choose to answer only the aspects you find most interesting (e.g., Energy).

If within an aspect, you wish to answer only some sentences, you should always use "n.a." for the others.

If you gather more information afterwards, you can always revisit this tool.

Terms in light blue are detailed in the glossary at the end of the toolkit.
ENVIRONMENTAL ASPECTS
ENERGY
The energy consumption of the company is:
--: very high, …, ++: very low
How carefully is the energy consumption monitored and measured in terms of buildings and production?
The company has a policy plan that includes concrete objectives and actions to save energy and the plan is carefully followed.
--: no plan at all, …, ++: the plan is followed very carefully
The building(s) meet(s) the current standards on energy performance (e.g. insulation).
Renewable energy is generated on the company premises.
WATER
The water consumption of the company is:
--: very high, …, ++: very low
The company has a policy plan to reduce water consumption in the company and this plan is carefully followed.
--: no plan at all, …, ++: the plan is followed very carefully
All water leaks are immediately fixed.
Rainwater is collected and used (e.g. for cleaning, flushing toilets, cleaning company premises, in the production process).
Closed circuits are used for water. In other words, the water used in the production processes is reused.
RESOURCES, MATERIALS, WASTE
The company has a policy plan with objectives and actions to prevent, reduce or reuse waste.
The material flows (e.g. raw materials, waste) to and from the company are mapped.
Some of the waste is reused in the production process or in the production chain as raw material.
The industrial waste is recycled.
The environmental impact of the products made is known (e.g. by making a life cycle analysis).
AIR (EMISSIONS)
The company emits greenhouse gases.
--: a very high amount, …, ++: a very low amount
The company has a roadmap to reduce greenhouse gas (GHG) emissions and these plans are in line with the scientifically established targets needed to combat climate change.
--: no roadmap at all, …, ++: a very well aligned roadmap
The company emits non-GHG pollutants in the air (e.g. heavy metals, volatile organic compounds, nitrogen oxides NOX, sulphur oxides SOX).
--: a very high amount, …, ++: a very low amount
The company has a policy plan with objectives and actions to reduce the amount of non-GHG pollutants released in the air.
The emission reduction targets and associated measures are evaluated and adjusted annually.
--: not evaluated at all, …, ++: evaluated and carefully adjusted
COMPANY PREMISES AND WIDER NEIGHBOURHOOD
Hazardous or eco-toxic products are replaced with safer alternatives.
There have been no violations of the conditions imposed by the environmental permit in the last five years.
The company has an environmental officer with clear authority to make sure the company follows environmental regulations.
--: no environmental officer at all, …, ++: very active environmental officer
The company takes the Best Available Techniques (BAT) into account in its activities.
When the company was built (and/or expanded) more far-reaching measures were taken than those provided for in the environmental licence to limit noise and traffic pollution for local residents? (e.g. construction of an extensive green buffer zone, etc.)
SUSTAINABLE PURCHASING POLICY AND CATERING
There is a sustainable purchasing policy that gives priority to products and materials that were produced in an ecological and social manner.
With every purchase, the company considers reused or recycled materials and products.
When buying electronic equipment, the environmental impact is considered (energy consumption, repairability, reusability, recyclability).
The catering in the company offers ecological (organic or vegetarian) meals.
The company opts for sustainable catering (organic, seasonal, fair trade) during receptions or seminars.
TRANSPORT AND MOBILITY
The company has a plan to reduce transport emissions (in line with the EU Green Deal target of 90% by 2050).
--: no plan at all, … , ++: plan in line with EU Green Deal
Efforts are being made to organise transport (of goods) more efficiently so that loading capacity is always maximised and the number of kilometres covered is reduced.
From 2023 onwards, the company is committed to purchasing environmentally friendly, zero-emission vehicles.
The company opts for means of transport with a low environmental footprint (e.g. train, boat, etc.).
The company minimises the number of kilometres covered in service using route optimisation.
 
SOCIAL ASPECTS
EDUCATION (OF EMPLOYEES)
The company makes sufficient efforts to train its employees: all employees receive yearly training.
All employees can receive training or education that increases the employee's skills and knowledge.
New staff members receive sufficient training to start their jobs.
Employees can request paid educational leave for courses they want to attend during and outside working hours without any problem.
Training is mainly carried out during working hours.
DIVERSITY
The company has a diversity policy.
People with disabilities are given every opportunity in the company.
The company employs about as many people with a migration background (or more) as their share of the population.
In the company, people over 50 get just as many opportunities as younger people.
The company pays attention to differences in gender of employees.
HEALTH AND SAFETY AT WORK
In the company, risk analyses are used to actively identify risks to the safety and health of employees.
Accidents at work are rare and there are few cases of illness due to working conditions.
Sufficient measures are taken to protect workers from e.g. noise, hazardous substances, vibrations, high or low temperatures, ...
The prevention policy of the company prioritises risk prevention, then opts for collective measures and only resorts to personal protection measures as the last step.
For every hazardous substance in the company, there is a health and safety data sheet with all the information about the hazards, the necessary protective measures and what to do in the event of an accident or a spill.
WELLBEING AT WORK AND WORKLOAD
The workload for the workers is manageable.
Measures have been taken to reduce stress.
The company has a procedure or measures in place in cases of bullying, violence or sexual harassment.
The employees have enough time to finish their work, and there is no need for structural overtime.
The employee has a say in the flexibility required at work.
RECRUITMENT OF STAFF
The company is taking steps to recruit disadvantaged groups (people with disabilities, low education levels, older unemployed people, migrants, etc.).
The application process is clear and is laid out in advance.
The interviewing process is fair and equal for all applicants.
Clear information is provided on working conditions and pay and how to get a permanent contract.
Formal (college degree, masters, etc) and informal competences (what you can do) are equally considered in the application process.
WAGES AND COLLECTIVE BARGAINING
The wages are decided in collective bargaining with the trade unions.
The wage agreements are consistently followed by the employer.
Everyone doing the same job earns the same salary.
The company doesn’t work with precarious contracts (0-hour, very short term contracts, …).
The employees are satisfied with the wage policy within the company.
MOBILITY (SOCIAL ASPECTS)
The company encourages employees to choose environmentally friendly means of transport for their home-to-work travel (if possible).
The company gives an allowance to those who come to work by bike or on foot.
The company reimburses public transport passes.
The company provides solutions for people commuting by public transport (shuttle, minibus, coach, commuter bikes at the station or bus stop).
The company has a transport coordinator or a contact point for employee mobility needs.
--: no coordinator/contact point, …, ++: very active coordinator/contact point

-- very poor/strongly disagree
- poor/disagree
+/- adequate/neutral
+ good/agree
++ very good/strongly agree
? don’t know
n.a. not applicable
This part of the tool will help you define the economic aspects related to the transition.

For a more complete reflection, it is advisable to use this tool together with the Company Doughnut one.

As you fill in the questionnaire, you need to provide only one answer per sentence, assessing how closely this corresponds to the current state of affairs, thus considering the frequency and/or intensity with which the described event occurs.

Key line (unless otherwise indicated):

very poor/strongly disagree:--
poor/disagree:-
adequate/neutral:+/-
good/agree:+
very good/strongly agree:++
don’t know:?
not applicable:n.a.


Example:

Sentence: The company’s turnover has been increasing in recent years
Answer ++: The company’s turnover has been increasing in recent years.
Answer--: Turnover is falling sharply.
Answer n.a.: Turnover cannot be measured.

When you have completed the questionnaire, you can view and download the overview of your answers, both in the table and in the traffic light.

If you do not have time to fill out the tool now or need more time to gather the required information, you can also download the questionnaire and fill it out offline. Both online and offline, you can choose to answer only the aspects you find most interesting (e.g.,. you will be allowed to respond just to “Current economic situation of the company”); for this online version, simply uncheck the aspects you do not intend to answer.

The traffic light provides a graphic representation of your answers even if you do not reply to all aspects. However, for an aspect to be considered, you must answer all the sentences in it, so if you wish to answer only some sentences within an aspect, you can always use "n.a." for the others.

If you gather more information afterwards, you can always revisit this tool.

Terms in light blue are detailed in the glossary at the end of the toolkit.
THE ECONOMIC TRAFFIC LIGHT
ECONOMIC OUTLOOK OF THE COMPANY
The main activities of the company are not threatened by the measures needed for a transition to a carbon neutral economy (phase out of fossil fuels,…)
The company has developed alternatives for CO2-intensive activities or has realistic and economically sound options to capture emissions linked to these activities.
The company has sufficient financial resources to invest in the necessary transformation to a carbon-neutral future.
Trade union reps were informed about the company’s general expectations and strategy for the future in connection with the new climate targets.
The company has no problems fulfilling the environmental permit and expects no problems in meeting them in the future.
CURRENT ECONOMIC SITUATION OF THE COMPANY
The company’s turnover has been increasing in recent years.
The company has been making a profit in recent years.
No restructuring of the company is planned.
The financial and economic data are discussed annually in the competent social dialogue body.
Trade union reps know the evolution of production expressed in volume, number or weight as well as in value and added value.
INNOVATION POLICY OF THE COMPANY
The company invests in new environmentally friendly products and technologies.
The company invests in replacing fossil fuels with carbon-neutral alternative fuels.
The company invests in work organisation and maximum utilisation of competences, aimed at improving company performance and developing talent.
The company has made provisions to replace old technologies with new environmental friendly ones.
The company receives subsidies to cover part of the investment costs associated with these innovations.

-- very poor/strongly disagree
- poor/disagree
+/- adequate/neutral
+ good/agree
++ very good/strongly agree
? don’t know
n.a. not applicable
If you are a union representative at company level, and you would like to proceed to an independent and in-depth reflection on your company's situation regarding the environmental, social and economic aspects related to Just Transition, use the following thematic checklist taking into consideration the insights offered. You can decide whether or not to use this tool, which does not include any automatic calculation of responses, exclusively or after filling out the questionnaires on the Company Doughnut and Economic Traffic Light as a further exploration of the topics already considered.

You can fill out the questionnaire online or, if you prefer, you can download it and take your time to answer it offline. In either case, you can choose to answer only those aspects or sentences that you feel are relevant to you or your work context.

If you gather more information afterwards or if you would like to explore other aspects, you can always revisit this tool.

As you fill in the questionnaire, you need to provide only one answer per sentence, assessing how closely this corresponds to the current state of affairs, thus considering the frequency and/or intensity with which the described event occurs.

Key line (unless otherwise indicated):

very poor/strongly disagree:--
poor/disagree:-
adequate/neutral:+/-
good/agree:+
very good/strongly agree:++
don’t know:?
not applicable:n.a.


Example:

Sentence: Non-reusable and non-recyclable materials are incinerated with energy recovery (waste-to-energy scheme).
Answer ++: If a high percentage of these materials are incinerated.
Answer --: No material is incinerated.
Answer n.a.: If the company does not produce non-reusable and non-recyclable materials.

You can use the last column of the checklists (indicated with an *) to indicate the questions that are the most important to you and mark priorities for your negotiating action.

When you have completed the questionnaire, you can download the summary of your answers.

Terms in light blue are detailed in the glossary at the end of the toolkit.
ENVIRONMENTAL ASPECTS
ENERGY
The energy consumption of the company is:
-- very high, …, ++ very low
The energy consumption in the company (buildings and production) is monitored and measured (at least) annually.
An energy audit has already been carried out and the resulting recommendations were followed.
--: If there was no audit.
A designated person (Energy Manager, HSE Manager, etc.) is responsible for systematically monitoring energy consumption and implementing the planned energy-saving measures.
The company has a policy plan that includes concrete objectives and actions to save energy.
The company implements measures to reduce energy consumption.
The energy targets and associated measures are evaluated and adjusted annually.
The building(s) meet(s) the current standards on energy performance (e.g. insulation).
There are plans to renovate buildings to meet energy performance standards or to build new energy efficient buildings.
The heating system is energy efficient and tuned to the correct settings.
All compressed air leaks are immediately resolved.
All lighting has been replaced by LEDs
The company uses green energy (renewable energy such as green electricity from sun, wind, water)
The possibility of switching to green energy has been thoroughly studied and considered.
Renewable energy is generated on the company premises.
The company uses residual heat on the company premises.
The employees are informed about the objectives and measures taken within the framework of the energy policy of the company.
The employees are encouraged to use energy carefully. (awareness-raising campaigns, etc.)
The workforce is trained in how to work energy-efficiently.
Trade union reps know how much energy the company uses and which energy carriers are used
Trade unions are involved in the energy policy of the company
WATER
The water consumption of the company is:
-- very high, …, ++ very low
There is a plan to reduce water consumption in the company.
All water leaks are immediately fixed.
The toilets are equipped with a water-saving flush or are waterless.
Ecological cleaning agents are used, also for cleaning devices and machines.
Rainwater is collected and used. (e.g. for cleaning, flushing toilets, cleaning company premises, in the production process)
The company grounds and/or car park are not hardened (where possible) so that rainwater can infiltrate.
The machines are optimally configured for minimum water consumption.
Closed circuits are used for the water. In other words, the water used in the production processes is reused.
Waste water is sufficiently treated before it is released into the environment.
The employees are informed about the objectives and measures taken within the framework of the water policy of the company.
Workers are encouraged to use water sparingly.
Trade union reps are informed about the composition and risks of waste water.
Trade unions are involved in the company's water policy
Everyone has access to drinking water from the tap.
Workers are encouraged to drink tap water
RESOURCES, MATERIALS, WASTE
Office waste is avoided where possible (e.g. reusable cups instead of disposable ones, printing paper recto/verso, reduced printing, ...).
Drinks are purchased in reusable bottles.
Leftover food is not thrown away but is saved by employees or social organisations.
The company has a sustainable purchasing policy for raw materials and suppliers.
The company has a human rights due diligence (HRDD) policy for raw materials and suppliers
The company has a policy plan with objectives and actions to reduce or reuse waste.
The company implements measures to reduce or reuse materials and waste
Some of the waste is reused in the production process or in the production chain as raw material.
Waste is collected selectively.
The industrial waste is recycled.
The waste is processed in accordance with the conditions and standards set out in the environmental permit.
The employees are informed about the objectives and measures taken within the framework of the waste and materials policy.
Workers are encouraged and trained to avoid or reduce waste.
Trade union reps are informed about the amount, composition and risks of the company waste
Trade unions are involved in the waste and materials policy of the company
The material flows (e.g. raw materials, waste) to and from the company are mapped.
The environmental impact of the products made is known. (e.g. by making a life cycle analysis)
The company handles materials and primary raw materials with care.
The products produced by the company are 100% recyclable.
Non-reusable and non-recyclable materials are incinerated with energy recovery (waste-to-energy scheme).
Company aims to manufacture products more efficiently by using less raw materials.
The company invests in the life extension of the products it produces.
The company takes back all the products it produces when they are worn out or broken. They are 100% reused or recycled.
The products produced by the company are examined for their repairability, dismountability and recyclability.
The company is thinking of innovative rental systems for its products rather than selling them.
The company uses waste or side streams from other companies as raw material
The company’s waste or side streams are used as raw materials by other companies
AIR EMISSIONS
The company emits greenhouse gases.
--: a very high amount, …, ++: a very low amount
The company has a roadmap to reduce greenhouse gas (GHG) emissions and the roadmap is in line with the scientifically established targets needed to combat climate change.
The company has a plan to reduce non-CO2 greenhouse gas emissions as well, focusing first on the most potent greenhouse gases (fluorinated gas F-gases, nitrous oxide N2O, methane CH4).
The emission reduction targets and associated measures are evaluated and adjusted annually.
The company meets its annual GHG emission reduction targets (and if applicable the emission trading system (ETS) reduction target of -2.2% per year)
(For companies in the ETS emission trading system)
The company uses the money it saves due to free emissions rights allowances to invest in emission reduction measures
(For companies in the ETS emission trading system)
The company is preparing for the changes in the ETS system with the carbon border adjustment mechanism CBAM (carbon allowances will be due for products produced outside Europe) and the subsequent phaseout of free emission allowances in the concerned sectors.
The company emits non-GHG pollutants in the air (e.g. heavy metals, volatile organic compounds, nitrogen oxides NOX, sulphur oxides SOX).
--: a very high amount, …, ++: a very low amount
The company has a policy plan with objectives and actions to reduce the amount of non-GHG pollutants released in the air.
The company implements measures to reduce the amount of non-GHG pollutants released in the air.
The employees are informed about the objectives and measures taken within the framework of the emission reduction policy of the company.
Trade union reps are informed about the amount and identity of greenhouse and non-greenhouse gases that are emitted by the company
Trade unions are involved in the emission reduction policy of the company
COMPANY PREMISES AND WIDER NEIGHBOURHOOD
Hazardous or eco-toxic products are replaced with safer alternatives.
There have been no violations of the conditions imposed by the environmental permit in the last five years.
In the last ten years, there have been no interventions by the environmental inspection to halt violations of the environmental legislation by the company.
The company has an environmental officer with clear authority to make sure the company follows environmental regulations.
The company annually provides the legally required documents on environmental performance to the government.
There is an environmental policy plan with concrete measures and objectives.
The company has an environmental management system that describes its environmental impact and policy, e.g. ISO 14001, EMAS.
The company takes the Best Available Techniques (BAT) into account in its activities.
When the company was built (and expanded) were more far-reaching measures taken than those provided for in the environmental licence to limit noise and traffic pollution for local residents? (e.g. construction of an extensive green buffer zone, etc.)
The company annually gives an extensive presentation on the environmental performance and policy to the trade union reps in the relevant bodies of social dialogue
The company actively involves the neighbourhood residents in avoiding any nuisances created by the company regarding noise, smell, traffic, …
There are no employee complaints regarding environmental problems in the company or the company's environmental policy.
Trade unions are sufficiently involved in the development and implementation of the company's environmental policy.
There is an awareness raising programme for employees to help them reduce environmental pollution and climate change by adapting aspects of their private life.
SUSTAINABLE PURCHASING POLICY AND CATERING
Sustainable office materials are used, such as reusable pens, water-based markers and flipcharts made of recycled paper.
Recycled paper is used.
Envelopes and labels are made of recycled paper.
Products are mainly bought in large packages or in bulk. (e.g. cleaning products, food, office supplies)
When buying electronic equipment, the environmental impact is considered.
Ecological cleaning agents are used.
Wood of certified sustainable origin is used (e.g. FSC labelled, PEFC, etc…).
Environmentally friendly coatings and paints are used.
Bio-cotton or other bio-fibres are used for work clothes. (e.g. aprons, headgear, etc.)
Ecological (local and seasonal) products are chosen, such as fruit and vegetables.
The catering in the company offers ecological (organic or vegetarian) meals.
The catering in the company offers fair trade products: e.g. coffee, tea, sugar, wine, fruit juice.
The company opts for sustainable catering (organic, seasonal, fair trade) during receptions or study days.
The employees are informed about the objectives and measures taken in the framework of the sustainable procurement policy.
Trade unions are involved in the sustainable procurement policy.
TRANSPORT AND MOBILITY
The company has a plan to reduce transport emissions (in line with the EU Green Deal target of 90% by 2050).
From 2023 onwards, the company is committed to purchasing environmentally friendly, zero-emission vehicles.
The company is investing in charging and refuelling infrastructure for electric and hydrogen-powered vehicles.
Efforts are being made to organise transport more efficiently so that loading capacity is always maximised and the number of kilometres driven is reduced.
The company supports sustainable mobility principles as the guideline for its home-to-work mobility policy. Preference is given to active transport modes (walking, cycling) and public transport.
The company is making use of government subsidies in order to make the vehicle fleet more environmentally friendly.
From 2023 onwards, the company will only supply zero-emissions utility vehicles to its employees
The company provides training and education on electromobility and electrical engineering for the staff responsible for maintaining the new and greener vehicle fleet.
The entrepreneur consults with the (local) government to make the company and/or business park more accessible by public transport. Not being able to buy a zero-emission car does not undermine the chances of getting a job.
Trade unions are involved in the roll-out of a more environmentally friendly transport policy.
The company opts for means of transport with a low environmental footprint (e.g. train, boat, etc.).
There is a pool of shared cars for occasional service trips.
The company promotes courses on eco-driving and/or defensive driving
The company minimises the number of kilometres covered in service using route optimisation.
The company organises collective transportation for workers. (If it is not served by public transport)
The company has a company transport plan describing alternatives to private cars (carpooling, public transport, ...)
 
SOCIAL AND ECONOMIC ASPECTS
RECRUITMENT OF STAFF
The company is taking steps to recruit disadvantaged groups (people with disabilities, low education levels, older unemployed people, migrants, etc.).
Clear information is provided on working conditions and wages.
There are no complaints about the application procedures.
The work regulations are comprehensible to everyone.
All positions have a job description on paper and this is available and clear to everyone.
There are no complaints of discrimination against pregnant women.
New colleagues receive a good welcome, sufficient explanation about the company and about their function and tasks.
WAGES
The wage agreements are consistently followed by the employer.
The wages are decided in collective bargaining with the trade unions.
Everyone doing the same job (with the same seniority) earns the same salary.
The employees are satisfied with the wage policy within the company.
The company does not work with precarious contracts (0-hour, very short term contracts, …).
There is a job classification system in the company that does not discriminate between men and women.
The company mainly uses open-ended contracts.
EDUCATION (OF EMPLOYEES)
The company makes sufficient effort to train its employees.
All employees can receive training or education that increases the employee's skills and knowledge.
New staff members receive sufficient training to start their jobs.
Employees can request paid educational leave for courses they want to attend during and outside working hours without any problem.
The trade unions are involved in the training plans.
Women also have access to training for more typically male functions.
Training is mainly carried out during working hours
There is a system of performance interviews and evaluations and this is correctly applied in all cases.
HEALTH AND SAFETY AT WORK
In the company, risk analyses are used to actively identify risks to the safety and health of employees.
The employer is taking sufficient measures to ensure the safety and health of all employees.
In the company, employees who are subject to health surveillance receive the necessary occupational health examinations, i.e. upon recruitment, periodically and after a period of absence due to illness or accident as per the regulation.
Workers receive a safety briefing with sufficient information on measures related to:
  • Entry and exit points, emergency exits
  • Fire evacuation procedures
  • First Aid
  • Safety signalisation
The employees know the external service for prevention and protection at work and the 'occupational physician' and how to call on them.
The employees receive adequate safety instructions and training.
Accidents at work are rare and there are few cases of illness due to working conditions.
Sufficient measures are taken to protect workers from e.g. noise, hazardous substances, vibrations, high or low temperatures, ...
The prevention policy of the company prioritises risk prevention, then opts for collective measures and only resorts to personal protection measures as the last step.
The appropriate personal protective equipment (shoes, gloves, goggles, masks, etc.) is sufficiently available.
For every hazardous substance in the company, there is a health and safety data sheet with all the information about the hazards, the necessary protective measures and what to do in the event of an accident or a spill.
Before employees use a hazardous substance, they are given the health and safety data sheet and the necessary instructions for safe use.
Workers are clearly informed about the way hazardous substances should be stored and which substances cannot be stored in the same area.
Specific measures (information, training, guidance, etc.) are provided to protect vulnerable groups, such as young people and temporary workers.
The workstations with risks for pregnant women have been identified.
--: no , …,++: yes, and measures were taken and are applied
Clear agreements are made with subcontractors and their employees about the safety measures to be applied.
The employer takes sufficient ergonomic measures and workers are informed about the way they can perform their tasks ergonomically.
There are sufficient and decent social facilities such as toilets, showers, changing rooms, refectories, ...
The company has a global prevention plan and it is carefully followed.
(A global prevention plan is a set of measures adopted in order to minimize the risks which could cause damage or loss for workers (safety of the staff, accidents, hygiene-related problems...).
--: no global prevention plan at all, … , ++ : global prevention plan exists and is carefully followed
The competent social dialogue body is consulted during the drafting process of the global prevention plan
The company has an annual action plan to promote health, safety and well-being at work.
--: no annual action plan at all, … ++ : annual action plan exists and carefully followed
The competent social dialogue body is consulted during the drafting process of the annual action plan
The Occupational Health and Safety Committee of the company receives enough information and cooperation from the employer to do its job properly.
WELLBEING AT WORK AND WORKLOAD
The workload for the workers is manageable.
The causes of stress are traced and identified.
Measures have been taken to reduce stress.
The company has a procedure or measures in place in case of bullying, violence or sexual harassment.
A prevention advisor for psychosocial strain (stress, bullying, etc.) has been appointed.
The employees have enough time to finish their work, and there is no need for structural overtime.
Overtime can be recovered or, if not possible, be compensated financially.
The employee has a say in the flexibility required at work.
All employees have the opportunity to take all their leave days.
The company only uses night labour when there are no other alternatives
Worker wellbeing is taken into account when shift work schedules are developed
When shift work is used in the company: workers have the opportunity to opt for a fixed shift (e.g. always early or always night) when they want to do so.
The employer acts upon the opinions of employees/trade unions concerning well-being at work.
WORK-LIFE BALANCE
The company has a policy that takes account of work-life balance; this is also reflected in the labour regulations.
The trade unions have a say in this policy.
Within the company, the needs of the private situation can be discussed openly and feasible solutions can be sought (e.g. leave planning,...).
There are family support services through the company, such as laundry or ironing services, carwashing, cleaning services, care services for sick children, etc.
If employees have questions about childcare, a solution is sought outside the company and in consultation with the municipality and the local childcare organisations.
Colleagues who are absent for a long time are replaced (leave, illness, career break, etc.).