11.1.2011
Within the framework of the program related to the rationalization of business processes and increase of efficiency, T-Hrvatski Telekom reduces the number of workers by around 300 in 2011.
Besides the criteria defined by the Labor Act (years of service, age, disability and single-earner), the employer also applied the additional social criteria during the process of designing the Surplus Management Program and implemented all measures that would create the possibility to manage the surplus internally by assignments to another jobs within the Company, to find employment with other employers or the possibility of retraining or additional training. All the required steps involving the Workers' Council and Croatian Employment Agency have been taken, and the two institutions provided their opinion regarding the delivered Program Proposal and Surplus Management Program.
The average cost of the severance payment and related material rights per employee included in the Surplus Management Program 2011 amounts to HRK 350,000 gross, and the majority of the required finds have been provisioned in the 2009 business records, while the rest of the required funds have been provisioned in 2010.
The Surplus Management Program was not implemented in 2010 based on the Social Partnership Agreement signed with the trade unions in November 2009.
T-HT manages this process with full social sensitivity and responsibility. Besides the fact that the workers listed as surplus do not have to come to work during the notice period, they are entitled to stimulating severance payment when they leave the Company. Moreover, the workers have the additional care in the form of the Support Plus Program (Podrška plus) at their disposal.
The Support Plus Program provides each surplus worker with the possibility of consulting personal associates that provide individual assistance, make getting along on the labor market much easier and help in managing the workers’ labor status. Besides this individual approach, numerous workshops are organized and leaflets are printed that introduce the workers with the labor market and ways of positioning oneself on the market. A toll-free phone number and informative web pages are also available to the workers.
The associates of the Support Plus Program stay in contact with the workers leaving the Company and are available to them for at least six months after the workers leave the Company. The experience tells us that the workers included in the Surplus Management Program use the services of the Support Plus Program more and more. We have to underline that the use of the services of the Support Plus Program is voluntary on the worker’s side and our current analyses show that such workers position themselves on the open labor market much faster and find better solutions in terms of their labor status.