ELAIS S.S. Health Promotion

Transcription

1 Our target is an advanced Quality of Life Workplace Health Promotion at ELAIS S.A. 1. Summary The following reasons have led to the selection of this example: Company s leaders have a formal commitment to Workplace Health Promotion (WHP) policies, which is part of an Integrated Quality System and a declared target of Advancing Quality of Life. WHP activities in the company go far beyond the statutory provisions and customary practice in large enterprises. WHP policies cover the entire workforce irrespective of level within the organisation. Specific health indicators are monitored, in parallel with the continuous risk assessment in the workplaces and the results lead to target prioritisation. Targets translate into related projects and outcomes are closely monitored for identification of improvement opportunities. Commitment to employee involvement and systematic evaluation of employee satisfaction through annual surveys. Continuous education & training with quality and health circles. Training needs are evaluated and covered by an organised Training Department and two in-house training centres. Training takes place during normal working hours. Combined healthcare programme for employees and their family members. Environmental management includes commitment to support health promotion activities in the local community, as well as redesigning of processes, when needed, with an emphasis on safe and environment friendly working practices. Clear evidence of positive trends in accident reduction and absenteeism due to sickness. Information was gathered through written survey (by the Documentation form) and after extensive interviews and company presentations during site visits. 2. Information on the organisation ELAIS S.A. is part of a multinational group (Unilever). It is a long established food processing company that produces and markets edible fats (margarine, oils, cooking fats), beverages (tea) and other food products. It employs roughly 400 people 18% of which are women. Women in management positions have increased during the last decade to reach 24%. Almost 27% of all employees work in a shift schedule. The company has a minimal employee turnover rate and one of the top remuneration packages in the local market. ELAIS has a continuous presence in the local area since its foundation in Information on the integration of WHP in the organisation A formal written WHP policy is part of the ELAIS Integrated Quality System and is available to all employees. It covers all relevant procedures, responsibilities, records (medical, educational and statistical) and methodology. Moreover, caring for the employees and their families well-being is an integral part of corporate policy and strategy. page 1

2 Health management is considered as an all-embracing task. Occupational Health department specialists play an integral role in job design and work re-organisation. Health promotion is emphasised both in production methods and techniques used and in the specific health qualities of end products. Employee participation is ensured through quality and health teamwork. Moreover, elected representatives of the employees, who constitute, according to the law, the employees Health & Safety Committee, monitor and contribute in the application of best practice in health and safety promotion. In addition to a substantial WHP budget (Drs 200,000 per employee, according to the company s figures), the company has two full-time and one part-time professionals who deal with health promotion. Related training courses are organised each year and the entire workforce participates in training during normal working time. Health promotion indicators are presented on a quarterly and annual basis to the company s Steering Committee (senior management team) which evaluates results and suggests corrective activities. 4. Planning of WHP Specific WHP plans are prepared on the basis of information gathered through: a. Annual medical examinations of the entire workforce. In addition to general health indicators (blood pressure, weight, glucose and cholesterol levels, muscular/skeletal condition etc.) more detailed records are kept for employees working on food processing (food handlers), forklift and VDU operators. Moreover, employees are encouraged to undertake specialised exams (e.g. pap-tests, mammography or haemocult tests). b. Regular, beyond the demanded by law, risk assessment of working practices and conditions. c. Secondary data handling, i.e. sickness absenteeism, accident rates and statistical analysis of illness related absence reasons. d. Annual Employee Satisfaction Survey and detailed surveys on specific issues, such as VDU working regulations, office ergonomics, heating and humidity in the working places, the use of the in-house gym etc. e. Employee Suggestion Scheme. According to the company s figures, since H&S suggestions have been collected, from which 47 have already been applied, 4 are in progress (team work) and only 5 were rejected. WHP plans are communicated to all staff through quality circles (to which all employees are members), internal company magazine and publications, billboard announcements, personal messages and special flash messages on widely used company documents (e.g. payroll receipts). page 2

3 5. Integration of WHP in human resources policy and work organisation Employees are thoroughly examined prior to placement and have regular medical checks from then on. Placements and promotions are based on specific skills and competencies evaluation that ensures all employees have the abilities and knowledge required to perform their job effectively and safely. Skill gaps are identified and are covered by relevant individual training plans. Training needs evaluation is carried out in a structured way and training outcomes are monitored for effectiveness. Employees actively participate in realistic personal and team target setting. Their participation in WHP programmes is encouraged and recognised. After serious illness or disability particular work rehabilitation programmes are drawn. Employees are placed in work positions that are compatible with their new needs and at the same time they maintain the same level of benefits and reward. A series of measures aiming at reconciling working with family life are in operation. For example, private health insurance to the entire employee s family is offered, maternity leave and flexible working hours for mothers are offered beyond any law requirements, one five day and one two day excursions are organised for employees and their families annually, various social events are carried out (woman s day, children parties, best students awards etc.). 6. Availability of resources Health Promotion budget of about Drs 200,000 per employee, according to the company s figures, is available to the Occupational Health Manager, excluding items like statutory contributions, Occupational Health department staff salaries and benefits and everyday medical centre operational expenses. Moreover, the company offers a fully equipped in-house gymnasium with four full-time professional trainers, company canteen and restaurant which promotes a balanced Mediterranean diet and a fully operational company medical centre. Employees and their families have access to an extensive private medical scheme and to free medical counselling. Dental coverage is also provided for employees, while voluntary blood donation supports the company s blood bank which donates blood to the Red Cross Hospital. 7. Organisation of Health Promotion activities The Occupational Health (OH) department was established years before it was required by law. A OH physician was first employed in Health Promotion plans are applied since 1984 and are formed, implemented and monitored by the OH department. The OH manager refers directly to the Human Resources Director. Additionally, the employees Health & Safety Committee plays an active role in both preparation and follow-up of Health Promotion activities. For all such activities detailed and page 3

4 updated records are being kept by the OH department and figures are presented on a quarterly basis to the company s Steering Committee. Specific targets are being monitored and degree of achievement is taken into account in OH personnel performance appraisals. All Health Promotion measures are systematically evaluated and benchmarked against other Unilever companies and selected competitors. The Health Promotion activities take place within the company s Total Quality culture, which implies continuous improvement efforts through teamwork and rigorous self-assessment. 8. Results of WHP Absenteeism and accident rates show significant improvement, according to the company s figures. Over the last three years( ) sickness severity rate has dropped by 10% and accident frequency rate by an impressive 77.5%. Consecutive employee satisfaction surveys show a steady improvement of satisfaction with regard to working environment and impressive levels of overall employee satisfaction (about 75%). More specifically, absenteeism due to muscular/skeletal problems has decreased significantly due to work re-design in the shopfloor and to the in-house gym facilities. Measures to reduce noise have resulted in a reduction of ambient noise at levels far below legal requirements. Slippery surfaces have been removed and VDU ergonomics were improved following a detailed survey of users. Moreover, long term programmes such as blood pressure and weight control, anti-smoking campaign, cholesterol levels and diabetes control are in progress and their results up to now are positive, although no figures are available. Over 90% of Health & Safety related employees suggestions have been accepted and about 83% of them have already been implemented. 9. Local or regional commitment of the organisation with regard to environment, social and health policy ELAIS operates in an underprivileged urban area of Piraeus and its efforts are in the direction of minimising pollution and using renewable resources. It was amongst the first Greek companies to be accredited with the ISO (1996) and was a prize winning finalist in the 1998 European Better Environment Awards For Industry (EBEAFI) competition. The atmospheric emissions are constantly below 50% of strict legal requirements and noise levels have dropped below these of surrounding traffic noise. Consumption of fuel, water and electricity was also significantly reduced. In addition, ELAIS provides heating for a nearby school (heat donation project) of 2,000 pupils. As a result the school is saving on vital resources and heating related emissions have been eliminated completely. page 4

5 ELAIS has organised, on its own initiative and in co-operation with the University of Athens, it s Historical Archives. Company s files and other historical evidence are preserved and are exposed in a permanent historical exhibition for the benefit of researchers. In 1998 a major exhibition on local (Neo Faliron port) history was organised by the ELAIS Historical Archives in co-operation with the Ministry of Culture. The company is involved in sponsoring World Wild Fund since 1995, the Greek Children s Museum since 1993 and many medical congresses. It donates 400 haemocult tests per year to the Hellenic Cancer Association and blood to the blood bank of Red Cross Hospital. Finally, it offers training opportunities in its premises to over 50 students every year. page 5