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ESG Report of the
ENEA Capital Group for 2020

Responsible workplace management

GRI:[ ]

The ENEA Group’s staff is competent, diverse and motivated.

We are aware that it is because of our staff that we achieve our objectives. This is why our approach to employees highlights equal treatment and application of transparent criteria for hiring, remunerating and promoting, compensation and promotion, supporting professional and personal growth and commitment to friendly atmosphere fostering cooperation. Health and well-being of our employees is another area of critical importance for us. This is shown in our day-to-day activities and in our response to the challenges associated with the COVID-19 epidemic.

We guarantee our employees that their basic rights will be respected: the right to fair remuneration, the right of association, the right of free speech and privacy.

“

Our efforts aimed at creating a friendly workplace was confirmed by the “Friendly Workplace 2020” awarded to us by the MarkaPracodawcy.pl portal.

Aneta Pelczarska

Director of the HR Management Department at ENEA S.A.

Group staff

  • 102-8
  • 401-1

Employment structure in the ENEA Group

Total number of staff employed under employment contracts
 17,480(30)
full-time employees – women
 3,077
full-time employees – men
 14,354
part-time employees – women
 27
part-time employees – men
 22
persons employed under employment contracts for an indefinite term – women
 2,816
persons employed under employment contracts for an indefinite term – men
 12,368
including other contract types (probationary period, fixed term, traineeship and replacement contracts) – women
 288
including other contract types (probationary period, fixed term, traineeship and replacement contracts) – men
 2,008
30Total number of persons employed under an employment contract in the ENEA Group companies as at 31 December 2020, including persons with a temporary suspension of employment, i.e. on parental leaves, unpaid leaves above 30 days and those receiving rehabilitation benefits.

 

 

17,480

In 2020, the ENEA Group employed

3104

women (18%)

14 376

men (82%)

  • 405-1
  • 401-1

Gender diversity of groups of positions
Number of employees
 %
senior management – women(31)
4 9%
senior management – men(33)
40 91%
directors – women(33)
41 20%
directors – men(33)
161 80%
junior managers – women(32)
229 20%
junior managers – men(34)
925 80%
operational staff – women
 2,562 46%
operational staff – men
 3,046 54%
administrative staff – women
 274 3%
administrative staff – men
 10,243 97%

 

31This additionally includes individuals employed under contracts other than employment contracts, e.g. under management contracts.
32Including head foremen and dispatchers
33Number of new employees hired by ENEA Group companies through external as well as internal recruitment.
34The ratio of new employees to all employees.

Men and women under an employment contract, broken down by age groups
Number of employees
 %
Employees under 30 – women
 562 3%
Employees under 30 – men
 2,772 16%
Employees aged 30-50 – women
 1,715 10%
Employees aged 30-50 – men
 7,441 43%
Employees over 50 – women
 827 5%
Employees over 50 – women
 4,163 24%

Total number of new employees hired in 2020 under employment contracts33
1187
women
 217
men
 970
employees under 30
 562
employees aged 30-50
 524
employees over 50
 101
New staff employment ratio34
6.8%
33. Number of new employees hired by ENEA Group companies through external as well as internal recruitment.
34. The ratio of new employees to all employees

Total number of employees working under employment contracts who left in 202035
998
women
 162
men
 836
employees under 30
 191
employees aged 30-50
 332
employees over 50
 475
Employee turnover36
5.7%
35The number of employees who left during the year refers to the termination of employment contracts between the ENEA Group companies and their employees
The ratio of the number of employees that left to all employees

We are taking action to counteract the generation gap and maintain continuity of employment, which includes:

  • monitoring of the schedule of departures of Employees as they reach the retirement age or the entitlements to take early retirement for working in special conditions or work of special nature,
  • cooperation between Group companies and local vocational and technical schools, including schools preparing for work in power industry (endorsed schools program),
  • occupational training for students in cooperation with universities (dual university education),
  • paid traineeships and unpaid or paid apprenticeships for students under the “Get Installed at ENEA” program,
  • organization of educational meetings and trips for students,
  • promotion of the ENEA Group as a trustworthy employer at universities and job fairs.

Work rules

Labor issues within the Group level are governed primarily by:

  • internal collective bargaining agreements,
  • ENEA Group Code of Ethics setting out the Group’s values,
  • Rules and Regulations of the ENEA Group Ethics Committee, a document describing the procedure for reporting, accepting and verifying breaches of the Code of Ethics and clarifying any ethical concerns,
  • ENEA Group Compliance Policy, which describes, among others, the desired conduct and attitudes of employees but also points to the need for building a friendly working environment and commitment to the protection of employee health and safety of employees as well as respect for their personal life and time off work,
  • Policy against mobbing, discrimination and other unacceptable conduct,
  • Rules of adaptation in the ENEA Group,
  • Procedure for implementing human capital development activities in the ENEA Group, which describes and unifies the approach to improvement of professional qualifications of employees,
  • Estimate Budgets of Common Social Activity in the ENEA Group, setting out the scope and the principles for awarding social benefits to employees for the year,
  • Procedure of the ENEA Group Management Committee on the personnel policy for appointing Management Boards and Supervisory Boards of Companies.

Additionally, each company has adopted policies and procedures suitable to their characteristics. They define, among others, the recruitment process, rules for awarding bonuses, registration of work time, registration and settlement of business trips or the rules for parting with employees. The accepted internal regulations ensure compliance of the companies with provisions of the Labor Code and other laws relating to employee rights and obligations.

Additionally, every year managers of the organizational units, in consultation with employees, prepare lists defining the need for training improving the competence of the staff.

Ważniejsze regulacje wewnętrzne z zakresu zagadnień pracowniczych obowiązujące w wybranych spółkach Grupy ENEA

  • 102-41
  • Multi-Company Collective Bargaining Agreement for Employees of the Utilities Sector
  • Internal Collective Bargaining Agreement for Employees of ENEA S.A. and its Subsidiaries listed in Appendix 10 to the Agreement
  • ENEA S.A.’s Work Rules and Regulations
  • Policy against mobbing, discrimination and other unacceptable conduct in ENEA S.A.
  • Rules and Regulations for Awarding Bonuses to ENEA S.A. Employees
  • Rules and Regulations for Awarding Bonuses to ENEA S.A. Employees based on the Management by Objectives System
  • ENEA S.A. Competence Model
  • ENEA S.A. Recruitment Procedure
  • Multi-Company Collective Bargaining Agreement for Employees of the Utilities Sector
  • Internal Collective Bargaining Agreement for Employees of ENEA S.A. and its Subsidiaries listed in Appendix 10 to the Agreement
  • Work Rules and Regulations for Employees of ENEA Operator sp. z o.o.
  • Policy against mobbing, discrimination and other unacceptable behaviors at ENEA Operator sp. z o.o.
  • Recruitment Procedure 
  • Rules and Regulations of the Management-by Objectives System in ENEA Operator sp. z o.o.
  • Rules and Regulations for Organizing Business Trips in ENEA Operator sp. z o.o.
  • Work Rules and Regulations
  • Internal Collective Bargaining Agreement
  • Rules and Regulations of the Company Social Benefit Fund
  • Policy of conduct in the process of employee recruitment and selection at Lubelski Węgiel “Bogdanka” S.A. for production jobs and for managerial and specialist positions
  • Multi-Company Collective Bargaining Agreement for Employees of the Utilities Sector
  • Internal Collective Bargaining Agreement for Employees of ENEA S.A. and its Subsidiaries listed in Appendix 10 to the Agreement37
  • Work Rules and Regulations in ENEA Centrum sp. z o.o.
  • Policy against mobbing, discrimination and other unacceptable behaviors at ENEA Centrum sp. z o.o.
  • Rules and Regulations for Granting Bonuses to Employees of ENEA Centrum sp. z o.o. based on the Management by Objectives System
  • Rules for parting with Employees in ENEA Centrum sp. z o.o.
37 Applicable based on the agreement on the application of the Internal Collective Bargaining Agreement for ENEA S.A. Employees, which means that the company may amend it by itself (though it is bound by its interpretation).
  • Work Rules and Regulations for ENEA Elektrownia Połaniec S.A. Employees
  • Internal Collective Bargaining Agreement for ENEA Elektrownia Połaniec S.A. Employees
  • Rules and Regulations for Compensating Management Staff
  • Health Protection Program and agreement on its performance
  • Policy against mobbing, discrimination and other unacceptable conduct in ENEA Elektrownia Połaniec S.A.
  • Agreement with Trade Unions of 30 December 1999 on principles of cooperation
  • Agreement on the participation in costs of trade union activities signed with Companies spun-off in the restructuring process
  • Agreement on the participation in costs related to the conduct of PKZP signed with Companies spun off in the restructuring process
  • Rules and Regulations of the Company Social Benefit Fund and the Agreement on Common Social Activity
  • Instruction for employee evaluation
  • Company agreement regarding the Employee Pension Plan 
  • Rules and Regulations for giving awards and distinctions in ENEA Elektrownia Połaniec S.A. 
  • Multi-Company Collective Bargaining Agreement for Employees of the Utilities Sector
  • Internal Collective Bargaining Agreement for Employees of ENEA Wytwarzanie sp. z o.o., Social Agreement for Employees of ENEA Wytwarzanie sp. z o.o.
  • Work Rules and Regulations for ENEA Wytwarzanie sp. z o.o. Employees
  • Rules and Regulations of the Company Social Benefit Fund
  • Policy against mobbing, discrimination and other unacceptable conduct in ENEA Wytwarzanie sp. z o.o.
  • ENEA Wytwarzanie sp. z o.o. Personnel Management Procedure
  • Rules and Regulations for Granting Bonuses to Employees of ENEA Wytwarzanie sp. z o.o.
  • Rules and Regulations for Granting Annual Bonuses to Employees of ENEA Wytwarzanie sp. z o.o.
  • Recruitment Procedure 

For more detailed information on counteracting mobbing and discrimination, see the Section entitled Counteracting undesirable practices

Motivation and support

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  • 103-2
  • 103-3
  • 401-2

We recruit highly qualified employees, and then we take efforts to increase the motivation to continue their employment and professional development. This is achieved, among others, by a wide range of benefits, including:

  • right to annual bonus,
  • long-service bonus,
  • an award and a day off on the Power Engineer’s Day,
  • jubilee award,
  • subsidy to costs of electricity consumed in the household,
  • medical care, which can be extended to family members on preferential terms,
  • right to group insurance,
  • attractive pension and similar benefits,
  • right to participate in the Employee Pension Plan,
  • loans, non-refundable or refundable benefits under the Intercompany Employee Benefit and Loan Fund,
  • financing of sanatorium stays,
  • financing of participation in training courses, certification courses and co-financing of university education,
  • co-financing of holidays,
  • co-financing of crèche/kindergarten stays and recreation for children and youth,
  • co-financing of costs of sporting activities,
  • tickets/passes to cinema, theater, museum, and sports events,
  • low-interest loans for housing purposes.

Part-time or fixed time employees have the same rights as the other full time employees. However, the right to some of the benefits depends on the length of service or the value of income. Retired employees also receive selected benefits.

“

Our employees are given the possibility to work on a flexible basis, to get involved in projects benefiting local communities they propose (for example, in the “Potęga poMocy” (The Power of Help) grant program), and to submit proposals for improvements in their day-to-day work, the best of which are implemented (the ‘Pomysłodajnia’ program). We offer our employees’ children the opportunity to participate in sports and theater classes and contests.

Joanna Kamoś

Director of the HR Strategy and Development Department at ENEA S.A.

Integration meetings as well as special events are an important element in the lives of our companies (e.g. Christmas meetings, farewells to retiring employees, celebrations of anniversaries important for specific companies). They provide an opportunity for the staff members to get to know each better outside the workplace.

Changes in the employee motivation area in 2020

In 2020, in light of the COVID-19 epidemic, most employee integration meetings and events for employees’ children were canceled.

At Lubelski Węgiel “Bogdanka”, amendments to the internal collective bargaining agreement were negotiated to improve the employee compensation structure and roll out a new bonus system. At ENEA S.A., the Rules and Regulations for Awarding Bonuses to ENEA S.A. Employees based on the Management by Objectives System were updated. At ENEA Elektrownia Połaniec, amendments were made to the internal collective bargaining agreement, whereby an employee pension scheme was deployed along with the granting of additional one-off awards for employees (as part of endeavors aiming to unify the solutions applicable across the Group).

Communication and participation in decision making

We strive to offer all employees access to full and current information on the actions undertaken and key events happening in their companies, the Group as a whole and in its surroundings. We listen carefully to their opinions, so that we can improve our work environment. We respect the right of its employees to associate in trade unions and to be actively involved in their activities.

Efficient flow of information to employees is ensured in particular by:

  • corporate Intranet (Group news, e.g. “Enea News” and “Enea Flash”) and Intranet sites of individual companies,
  • Employee Zone in the ENEA Group’s Intranet (news, information and documents related to employee matters),
  • company newspapers (“Echo Elektrowni” in the Połaniec Power Plant, “Bogdanka”, “Information Package of MEC Piła Employees”, “Info Express” in ENEA Operator sp. z o.o.),
  • mailing (to selected groups or to all employees),
  • screens, noticeboards, leaflets and posters,
  • radio station.

We encourage employees to submit questions about employee matters as well as comments, reservations and ideas. The tools promoting dialog in the Group include, among others:

  • meetings and videoconference calls,
  • discussions between employees and their direct superiors,
  • questionnaire surveys (e.g. evaluation of satisfaction with various areas: IT, HR, procurement, etc.; evaluation of individual activities undertaken by companies),
  • satisfaction surveys,
  • Pomysłodajnia mailbox, inicjatywy@enea.pl initiatives (used by employees to send in their work improvement ideas),
  • “HR write to us” mailbox HRnapiszdonas@enea.pl (used by employees to send in questions about labor issues; responses are published in the Employee Zone),
  • Mam Pomysł (I Have an Idea!) platform available on the ENEA Group intranet.

In 2020, for epidemic reasons, face-to-face meetings were replaced with remote communication to the maximum extent possible. Moreover, every Friday, the PR and Communication Department of ENEA S.A. sent out to the company’s employees information about the current epidemic situation within the Group.

ENEA Group companies conduct, with varying frequency, surveys of employee opinions on different topics. In 2018, the first satisfaction survey was conducted with an identical scope and at the exact same time, covering most of the Group’s companies, covering elements of assessment of immediate superiors and other issues. The survey will be repeated in the future. The time between the surveys will be devoted to the implementation of improvement measures.

In 2020, a work engagement and satisfaction survey was conducted at the Białystok CHP Plant Division of ENEA Ciepło among the employees of the Laboratory Department. An opinion poll was also conducted at ENEA Innowacje on the work of the Organization and Management Department.

We take strategic decisions in consultation with the trade unions.The management boards of ENEA Group companies are engaged in continuous dialog with them.

In 2019, a social contract was signed, which among others set out the rules of stabilization of employment. Additionally, in response to postulates of trade unions in respect to salary growth, annual salary negotiations are conducted. Social stakeholders actively cooperate with employers in amendments to internal labor regulations.

Lubelski Węgiel “Bogdanka” S.A. has appointed a Committee on Amendments to the Internal Collective Bargaining Agreement, through which it conducts the process of the employer’s continuous negotiations with trade unions. In other companies, task forces are appointed when the bargaining agreements need amending.

ENEA Group employees influence the operation of their companies and the Group also by electing their representatives to supervisory boards (of most of the Group companies38) and through the possibility of electing employee representatives to employee councils (currently in ENEA Elektrownia Połaniec S.A.).

38In ENEA S.A. and ENEA Wytwarzanie Sp. z o.o., this right is derived directly from the Act on Commercialization and Certain Employee Rights.

Trade unions operating in key companies and in companies with the largest headcounts in the ENEA Group

  • Inter-Company Trade Union Organization of the Trade Union of Engineers and Technicians in ENEA S.A.
  • Inter-Company Power Engineering Trade Union of ENEA Wytwarzanie sp. z o.o.
  • Inter-Company Trade Union of ENEA Group Employees
  • “Synergia” Inter-Company Trade Union of ENEA Group Employees
  • NSZZ “Solidarność” Inter-Company Organization of ENEA
  • Inter-Company Trade Union Organization of the Trade Union of Engineers and Technicians in ENEA S.A.
  • Inter-Company Power Engineering Trade Union, Company Trade Union Organization in ENEA Operator sp. z o.o.
  • Inter-Company Trade Union of ENEA Group Employees
  • Inter-Company Trade Union of Continuous Operation Employees of the ENEA S.A. Group
  • “Synergia” Inter-Company Trade Union of ENEA Group Employees
  • NSZZ “Solidarność” Inter-Company Organization of ENEA
  • Energetyk” Inter-Company Trade Union Organization
  • NSZZ “Solidarność” Inter-Company Trade Union of Employees of the Połaniec Power Plant and of Companies
  • Inter-Company Trade Union of Supervision Employees of the Połaniec Power Plant
  • Inter-Company Trade Union of Continuous Operation Employees
  • Połaniec Power Plant Inter-Company Trade Union
  • NSZZ “Solidarność” Company Commission at ENEA Wytwarzanie
  • Inter-Company Power Engineering Trade Union of ENEA Wytwarzanie sp. z o.o.
  • Inter-Company Trade Union of Shift Workers of ENEA Wytwarzanie sp. z o.o.
  • NSZZ “Solidarność” Inter-Company Organization of ENEA
  • Inter-Company Trade Union Organization of ENEA Ciepło sp. z o.o. with its registered office in Białystok at the National Union of Heat Sector Employees
  • Inter-Company Trade Union Organization of the Trade Union of Engineers and Technicians in ENEA S.A.
  • Inter-Company Power Engineering Trade Union of ENEA Wytwarzanie sp. z o.o.
  • Inter-Company Trade Union of Supervision Employees of the Połaniec Power Plant
  • Inter-Company Trade Union of ENEA Group Employees
  • Inter-Company Trade Union of Supervision Employees of the Połaniec Power Plant in Zawada
  • “Synergia” Inter-Company Trade Union of ENEA Group Employees
  • NSZZ “Solidarność”
  • Trade Union of Miners in Poland
  • “Kadra” Trade Union
  • “Przeróbka” Trade Union of Employees of Mechanical Coal Processing Plants in Poland

Occupational health and safety

  • 103-1
  • 103-2
  • 103-3
  • 403-1

As regards occupational health and safety, the ENEA Group companies operate in accordance the applicable regulations while constantly adjusting its internal policies in this respect to the regulatory environment. They strive to eliminate accidents at work and occupational diseases and to raise awareness of occupational hazards among Employees (among others through training and knowledge contests), as well as to increase their responsibility and involvement in improving safety at work. They also introduce further ergonomic improvements (e.g. equipping workstations with footrests or wrist pads, replacing office chairs with ones with adjustable armrests).

We monitor new technical solutions affecting the OHS level, among others through annual participation of a designated employee in seminars and lectures organized during the Work Safety Expo. The state of occupational health and safety is continuously monitored and improved, which is guaranteed by the accepted policies, procedures and instructions. They require, among others, regular inspections of tools and equipment, ongoing monitoring of working conditions and observance of regulations by employees. Some units have social labor inspectors appointed in accordance with the Rules and Regulations for appointing Social Labor Inspectors in the ENEA S.A. Group, who inspect the OHS conditions on behalf of employees and put forward improvement proposals. Employee representatives also sit on OHS committees operating in some of the companies.

Examples of OHS documents in selected ENEA Group companies

  • ENEA S.A.’s Work Rules and Regulations
  • OHS training programs for ENEA S.A.
  • Occupational risk assessment
  • Other instructions (instruction on occupational risk assessment and documentation; first aid instruction; fire safety instruction)
  • Procedure for occupational risk assessment and documentation in ENEA Operator sp. z o.o.
  • Fire safety procedure in ENEA Operator sp. z o.o.
  • Procedure defining the principles of cooperation in OHS area between ENEA Operator sp. z o.o. and Contractors
  • Periodic OHS training procedure in ENEA Operator sp. z o.o.
  • Training procedure for live-line working in ENEA Operator sp. z o.o.
  • Fall protection procedure for working at height in ENEA Operator sp. z o.o.
  • Procedure for the organization of safe work with power generators in ENEA Operator sp. z o.o.
  • Procedure for record-keeping and inspection of electrical insulation protective equipment and voltage indicating devices in ENEA Operator sp. z o.o.
  • Document circulation procedure for specialist instructions on the fall protection and evacuation rules while working at height in ENEA Operator sp. z o.o.
  • First Aid Procedure in ENEA Operator sp. z o.o.
  • Premedical Rescue Organization Procedure in ENEA Operator Sp. z o.o.
  • Rules and Regulations for Professional Preparation of New Energy Post Employees
  • Instructions (Instruction on organization of safe work with power devices in ENEA Operator Sp. z o.o.; Instruction on organization of work installing and replacing balancing meters and communication modules in MV/LV transformer substations for the AMI project, operating instructions of power facilities and devices, job instructions)
  • Other instructions (Standard equipment for Energy Posts and vehicles of Energy Posts teams; Methods and rules of fall protection for works at height in ENEA Operator sp. z o.o.; Notification to the National Labor Inspectorate/District Prosecutor’s Office of a fatal, serious, collective accident; Notification of an accident; Standardization – safety tables and signs and rules of their use in ENEA Operator sp. z o.o.)
  • Integrated Management System including the Occupational Health and Safety Management System
  • Instruction on Safe Work Organization in ENEA Elektrownia Połaniec S.A.
  • Instruction on dealing with accidents and sudden illnesses and post-accident procedure
  • Instruction on conducting and documenting OHS training sessions
  • Instruction on the assignment of working clothes and footwear, personal protective equipment and cleaning products to employees
  • Fire safety instruction in ENEA Elektrownia Połaniec S.A.
  • Instruction on the tobacco smoking ban, including novel tobacco products and electronic cigarettes
  • Occupational health and safety monitoring procedure
  • Procedure to identify hazards, assess occupational risk and other risks for the OHS management system
  • Policy of the Integrated Quality, Environmental and OHS Management System
  • Procedure OHS monitoring
  • Procedure “Emergency preparedness and response at the Koronowo site”
  • Procedure Hazard identification and occupational risk assessment
  • Instructions (Instruction on the assessment of occupational risk at workplace; Instruction on the investigation of accidents at work, occupational diseases and potential occurrences; Instruction on the Safe Work Organization; job and OHS instructions, OHS instructions on the operation of devices)
  • Work Rules and Regulations for ENEA Wytwarzanie sp. z o.o. Employees
  • Policy against mobbing, discrimination and other unacceptable conduct in ENEA Wytwarzanie sp. z o.o.
  • Ordinance on the employer’s responsibility for OHS
  • Induction, on-the-job and regular training programs for employees
  • Rules and Regulations of Organizational Units of ENEA Wytwarzanie sp. z o.o
  • Strategy for the Work Safety Area
  • Mine Safety Document
  • Procedures, rules, guidelines and instructions of the Integrated Quality, Environmental and OHS Management System
  • Work Rules and Regulations 
  • Ordinance of the Management Board and the Mining Operations Manager
  • Procedure for reporting accidents at work and accidents while traveling to or from work in ENEA Serwis sp. z o.o.
  • Procedure for live-line working
  • Instructions (Office/administrative job instruction; Electrical equipment installer job instruction; other job instructions)
  • – Work Rules and Regulations for ENEA Oświetlenie sp. z o.o. Employees
  • Procedure for live-line working with power devices in ENEA Operator sp. z o.o.
  • OHS-related instructions (among others: Instruction on the organization of safe work with power devices in ENEA Oświetlenie sp. z o.o.; Electrical equipment installer job instruction; Non-electrician job instruction; Instruction on the use of lines and road lighting devices in ENEA Oświetlenie sp. z o.o.; Electrical equipment installer job instruction on measurement of power devices of a portable measuring laboratory; instructions on marking of road lane works; OHS instruction on transport, unloading/loading, storage and assembly of lighting poles; OHS instruction on warehousing and storage of materials; OHS instruction on transport works; OHS instruction on the ladder use; OHS instruction on the use of a computer and a printer)
  • OHS instruction on the use of office equipment (e.g. binder machines, photocopiers) and OHS instruction on the use of other equipment (e.g. drills, circular saws for wood cutting, grinders)
  • Rules of operation of power devices in ENEA Operator sp. z o.o. 

OHS issues are also taken into consideration in internal collective bargaining agreements.

  • Custom index 14

At the Połaniec Power Plant, a recertification audit was conducted by TÜV NORD Polska Sp. z o.o. for compliance of the occupational health and safety management system with the PN-ISO 45001 standard. In connection with the amendment to the ordinance issued by the Minister of Health, as a result of which the list of carcinogenic agents or technological processes was extended, the company developed a program of organizational and technical steps aimed at reducing the exposure of its employees to dusts containing crystalline silica. Additionally, the campaign “We only engage in safe work” was continued to improve the work safety of contractors, with 5,480 people trained in 2020 and the occupational health and safety page on the company’s intranet updated.

In ENEA Połaniec Serwis, an update of the Instruction on the Organization of Safe Work at ENEA Elektrownia Połaniec S.A. was implemented, and safe modern equipment (including welding devices and electric tools) was purchased along with certified gear to protect employees against falling from a height.

The Białystok CHP Plant Division of ENEA Ciepło purchased radiotelephones for members of its emergency rescue group to improve the quality of communication during rescue operations.

ENEA Ciepło Serwis updated its Instruction on fire safety for the “Zachód” Heat Plant in Białystok at ul. Starosielce 2/1, Document on explosion protection of buildings of the “Zachód” Heat Plant in Białystok at ul. Starosielce 2/1 and Occupational health and safety instruction for manual transport works.

ENEA Logistyka invested in new cable rewinders, which improved not only the efficiency but also the comfort of work for employees of the company’s branches in Gorzów Wielkopolski and Zielona Góra. Moreover, the company made a decision to extend its mandatory periodic fire evacuation exercises in the Poznań head office with the participation of (state and voluntary) fire brigades and other services and companies specializing in fire prevention.

ENEA Oświetlenie improved its office working conditions, including by purchases of more ergonomic seats and upgrade of air conditioners. Moreover, the company replaced its fall protection equipment for working at heights and its shock protection equipment.

ENEA Operator conducted training sessions on the organizational rules of work with power equipment and installations based on amended occupational health and safety regulations in this area, supported with especially prepared self-study materials.

In ENEA Bioenergia, a recertification took place from the PN-N 18001:2004 standard to the PN-ISO 45001:2018 standard, which involved, among others, the requirement to update the Book of the Occupational Health and Safety Management System and the Occupational Health and Safety Policy along with the training program for internal auditors. Moreover, purchases were made of equipment intended to minimize selected risks (e.g. a limestone crusher and a set of machines for the crimping of high-pressure hydraulic hoses), a training course was held to improve the knowledge of occupational health and safety principles applicable to work at heights, better lighting was installed at selected biomass storage yards and the ergonomics of work for operators of biomass processing equipment was improved (purchases of new furniture, replacement of monitors).

Lubelski Węgiel “Bogdanka” established collaboration with the Medical University of Lublin on specialized first aid training for employees.

Łęczyńska Energetyka made numerous purchases of equipment to improve its occupational health and safety standards, including devices for safe work in wells and at heights as well as an anti-fatigue mat for the turnery.

  • 403-9

Accidents at work in the ENEA Group

Number of fatalities
Number of all the reported accidents
2019 2020 2019 2020
Employees
 0 1 176 163
Subcontractors
 2 039 129 9539
39No data available for employees of ENEA Serwis’ subcontractors.

Structure of accidents in 2020

Employees

1

fatality

9

severe

153

minor

Subcontractors

0

fatalities

0

severe

95

minor

In 2020, a fatal accident occurred at the Kozienice Power Plant. As a result of a fall from height, an employee died on the spot. A regulation was issued with post-accident recommendations and its provisions were subsequently implemented. Also, in connection with the accident, the National Labor Inspectorate carried out an inspection in the plant; the resulting order has been implemented.

Mitigating the impact of the COVID-19 epidemic on employees

On 4 March 2020, the first case of infection with a coronavirus causing COVID-19 was detected in Poland. In the first half of March 2020, the ENEA S.A. Management Board established a crisis management and coordination center for coordinating all activities aimed at protecting employees against a SARS-CoV-2 infection. At the level of distinct companies, local crisis centers have been established to monitor the epidemic situation, provide employees with personal protective equipment and implement safe work rules. The safe work rules category of activities includes, in particular, deployment, where possible, of remote work, and in other cases, rotation (planned so that groups of employees do not meet each other) and the establishment of limits on the number of employees permitted to be present in a room at the same time. Moreover, mandatory temperature measurements were taken before employees were permitted to enter the buildings, hand disinfectant dispensers were placed in passageways, common areas, toilets and at office workstations, and periodic disinfections of rooms or disinfections on an as-needed basis were performed. Direct contacts between employees and the quantity of face-to-face meetings were reduced to a minimum, with any unavoidable face-to-face meetings held using protective masks and maintaining a minimum distance between participants of 1.5 m. The vast majority of internal meetings and meetings with external counterparties were conducted in the form of teleconferences or videoconferences using the Group’s own software tools. Internal training courses were also conducted using the Group’s own e-learning platform. At the same time, during the pandemic, the accessibility of remote training, webinars and industry meetings for employees, held on communication platforms or training platforms, was increased, in line with the rules ensuring the stability and security of the Group’s information systems. All rules of conduct were written in the form of procedures and instructions (defining, for instance, the steps to take in the event of the outbreak of an epidemic in the work establishment), and were continuously adjusted in accordance with the guidelines issued by the Ministry of Health and the Chief Sanitary Inspectorate. Moreover, occupational risk assessments were updated to incorporate all risks related to the spread of SARS-CoV-2 virus.

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Employees were regularly provided with key information on infection prevention methods in and outside the workplace. Via text messages and internal communication channels, including e-mails, posters and a separate tab on the intranet website, employees were continuously provided with information by the PR and Communication Department about the epidemic situation within the Group, decisions made by crisis centers and new guidelines issued by the government and sanitary inspection services. Employees were encouraged to ask questions about COVID-19 using a dedicated e-mail address.

Paweł Piwowarczyk

Head the ENEA S.A. Crisis and Coordination Team, Director of the Risk Management Department at ENEA S.A.

To minimize the impact of the epidemic on employees, we provided them with:

they had the opportunity to take advantage of gratuitous telephone consultations with specialists who helped them deal with problems related to isolation, etc.;
also for use outside the workplace;
including through the ongoing prevention program of the ENEA Foundation called “Mission: Prevention”, information cycles “Healthy Spine” (habits to reduce the adverse effects of prolonged sitting) and “Health begins in the head” (webinar and workshops on reducing stress, including through breathing exercises, and immune-boosting nutrition options).

In the Group’s companies, using all available communication channels (intranet, external screens, and, in ENEA Elektrownia Połaniec S.A., also an internal public announcement system), information campaigns were conducted to encourage employees to turn up for vaccinations against COVID-19 and to donate plasma by individuals who had been infected with the SARS-CoV-2 virus.  An element of the campaign was a video and a series of publications prepared by the ENEA Foundation, which encouraged recovered patients to donate their plasma and contained information on how to prepare for such donation properly.

Employees of ENEA Wytwarzanie reporting COVID-19 symptoms were not allowed at their workstations and were immediately admitted to the company clinic.

At ENEA S.A., e-learning training courses were developed entitled “Health and safety rules during remote work for ENEA S.A. employees” and “Rules for a safe return to work”.

ENEA Operator reorganized and broke down its technical services with a view not only to ensuring the continuity of the power grid management and the supply of electricity, but also to ensuring a maximum safety for employees. Persons hired by the Contact Center may render their work remotely.

At ENEA Centrum, new procedures for dealing with correspondence were introduced: incoming mail is subjected to a one-day quarantine, and then disposable gloves must be used for opening any letters.

Lubelski Węgiel “Bogdanka” introduced an additional ad-hoc bonus for disciplined behaviors in the field of COVID-19 prevention.

Health promotion programs

Many ENEA Group companies provide their employees with access to private medical services and health care not directly linked to the professional are, purchasing appropriate subscriptions for them. Employees usually receive a basic package allowing them to use a specific set of specialist consultations and prevention programs (tests, vaccinations). The employees may pay for an extension of this package and also for the medical care to cover their family members. Moreover, some companies offer the possibility of taking out a medicine insurance, including for family members.

ENEA Połaniec, ENEA Połaniec Serwis and ENEA Bioenergia pay for above-standard medical services provided to employees, their family members and retired employees, in the medical center located near the work establishment. Employees of those companies may also apply for the employer’s support in case of a severe or a long-lasting illness (e.g. for purchasing medicines or rehabilitation equipment, financing a surgery).

The Group companies and the ENEA Foundation organize regular prevention campaigns for Employees, which include advice, lectures or tests; however, due to the epidemic situation in 2020, the scope of these actions was reduced.

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