Protecting the Health and Safety of employees, associates and visitors to our facilities and sites is of the utmost importance to the Group, which recognises health and safety at work as an inalienable human right. Through the establishment of the Health and Safety System, it aims to both prevent and mitigate identified risks.

Health and Safety Management System

GEK TERNA Group implements a comprehensive Occupational Health and Safety Management System, certified according to ISO 45001:2018, which fully complies with legal and other national, Community and international requirements. The system applies to all employees, including subcontractors, and is applied to all Group functions.

Key points of the Health & Safety system:

– Compliance with national and international regulations in the area of Health & Safety.

– Continuous monitoring, evaluation and improvement of Health & Safety protocols and actions,

– The identification and prevention of occupational hazards and the development of methods to prevent injuries and illnesses,

– The implementation of emergency management plans and the provision of appropriate health and safety training to all involved,

– the measurement of harmful factors in the working environment (noise, particulate matter, etc.),

– Compliance with and strict adherence to Health and Safety procedures.

– The incorporation of technologies, good practices and operating procedures that guarantee safety conditions for all parties involved.

Minimising risks

In order to prevent and minimise risks in a timely manner, the Group applies a systematic approach which aims to classify the risks that can be controlled by following the following hierarchy:

– In order to identify work-related risks and assess them on a regular and non-regular basis, the Group:

– Recognises and applies all legal and other relevant health and safety requirements.

– It works with Safety Technicians to conduct studies and implement preventative measures.

– It works with Occupational Physicians who systematically monitor the health of employees.

– Conducts internal inspections to ensure compliance with the health and safety management system.

– Design and implement preparedness plans and exercises.

– Monitor and record all relevant physical, chemical and biological factors affecting the health and safety of workers.

– Provide appropriate personal protective equipment to each worker according to the type of work.

Educational training is the foundation for the professional development of the Group’s employees. For this reason, the Group invests in the provision of appropriate training programmes and the assessment of employees in order to develop their skills and their compatibility with the Group’s strategic objectives.

Training reinforcement practices

The Group systematically invests in training aimed at enhancing the performance of employees and upgrading their technical capabilities and improving their skills. In particular, the Group ensures the implementation of specialized pre-training and training programs that are directly related to the scope of the position, strategic planning and human resources needs. In addition, internal training sessions are held annually by supervisors and specialized colleagues on Health and Safety, Environment, Personal Data, Cyber Security and the implementation of the Code of Ethics and Conduct.

In addition, the Group implements a Training Policy which describes the framework of internal procedures relating to the training of the Group’s Human Resources and the dissemination of knowledge and experience, with emphasis on developments in the fields of Internal Control, Health, Safety, Security, Environmental and Energy Management, Regulatory Compliance, Information Systems, Information Security and Personal Data Protection.

Employee assessment and development

GEK TERNA Group is committed to the continuous development and empowerment of its employees through an established system of annual performance appraisal. This system covers the entire Group’s workforce and focuses on identifying the potential and limitations of each employee, with the aim of further developing and training them.

The performance appraisal cycle is established to facilitate the Group’s commitment to provide consistent review and fair performance appraisals, to raise awareness of how performance is measured and how feedback is provided, across the organisation.

A structured and regular performance appraisal cycle facilitates employee alignment with the Group’s business strategy, strategic vision and priorities. Therefore, it is critical to ensure the link between performance and business objectives.

The employee and his/her immediate supervisor have regular performance meetings, which give the employee the opportunity to express questions, concerns, new actions regarding job performance.

The Group understands appraisal as a process of continuous communication with its workforce in order to ensure their cooperation and mutual development.

GEK TERNA Group recognizes that respect for human rights is the foundation of responsible business conduct and contribution to sustainable development. It also understands that the violation of these rights is associated with negative impacts on society, the environment and the economy.

Furthermore, it is aware that discrimination, violation of employee privacy and child or forced labour can lead to the imposition of fines or sanctions, as well as to the disruption of relations with employees and society. It also understands that these issues affect all stages of the business value chain. Therefore, it is committed to preventing and detecting in a timely manner any violation of its operating framework through control procedures that ensure respect for human rights.

Through its human rights policy in all the countries where it operates, the Group demonstrates that it rejects any form of discrimination or violation of workers’ rights. At the same time, it ensures that the rights of its staff are protected by focusing on equality, diversity and inclusion in the workplace. It is worth noting that, to ensure transparency, this policy is covered by the complaints and grievance mechanism of the Company’s Compliance Unit, which can be accessed through the following link:
https://gekterna.integrityline.com/frontpage.

Furthermore, it is emphasised that internationally recognised human rights and fundamental freedoms are an integral part of the Group’s business operations, enabling all employees to develop and grow to their full potential.

The Group understands the risk of potential human rights violations within its supply chain and its own operations. This potential violation may have a negative impact on the Group, such as the imposition of fines or sanctions, as well as on reputation and/or trust by stakeholders. In the year 2023, no incidents of human rights abuses or violations, including discrimination based on race, religion, gender, age, disability, nationality, political beliefs, etc., as well as incidents of harassment, were recorded across its operations.
In order to evaluate the measures taken to protect and promote human rights, the Group sets specific objectives and progress is assessed annually.

Combating Violence and Harassment at Work

GEK TERNA Group has adopted the Policy against Violence and Harassment at Work, which recognises and respects the right of every employee to a working environment free from such practices. This policy aims to create and consolidate a working environment that respects, promotes and guarantees human dignity and the right of every individual to a safe working environment free from violence and harassment.

By implementing the above policy, the Group declares its zero tolerance to any incident of violence and harassment, taking all appropriate and necessary measures.

The Group’s employment strategy and the implementation of best professional practices are central to its philosophy and highlight the importance of its contribution to local communities.

Employment at GEK TERNA Group

The Group’s primary concern is the promotion of equality and the elimination of any form of discrimination in the workplace. A commitment to providing an equal opportunities working environment, with open channels for professional development that ensures that every employee is treated with respect and fairness.

The Group, supports the filling of vacancies initially internally, through the Group’s employees, giving them the opportunity to develop professionally.

It is worth noting that the Group’s remuneration and benefits policy is designed with transparency, objectivity and takes into account the industry benchmark. Remuneration is determined by a combination of factors such as the importance and requirements of each position, the experience and skill level of the employee. Benefits are also adjusted based on the needs of the positions, ensuring a competitive and fair environment for all.

The Group manages human resources issues impartially and ensures that each employee is treated fairly and without discrimination to promote a fair working environment, a healthy corporate culture and the development of beneficial working relationships.

The implementation of the Group’s Recruitment Policy ensures that recruitment decisions are free from bias and discrimination based on gender, nationality, language, religion, political beliefs, disability or sexual orientation. The Human Resources Department ensures that the policy is implemented, ensuring a timely and impartial response to such incidents.

Attracting, retaining and motivating employees is a foundation for the successful operation of the Group. The Group’s recruitment and staffing policy is based on meritocratic and objective criteria and is not related to bias and discrimination based on gender, nationality, sexual orientation, religion, disability, age, or other discriminatory factors. The Human Resources Department is responsible for implementing the policy, but prioritizing the recognition of the needs of existing employees and the creation of a positive work environment that attracts and retains talent.

Increasing employment and creating opportunities locally are key elements of the Group’s strategy, as new jobs are primarily filled by staff from local communities, enhancing the growth and prosperity of the region.

Strengthening youth employment

The Group, supports initiatives related to the employment of young scientists and ensures the implementation of related actions. It creates policies and special programs related to the employment of young workers, their vocational training and careers. The Group collaborates with the largest University Institutions in the country (at times with the National Technical University of Athens, the National and Kapodistrian University of Athens, the Athens University of Economics and Business, the University of Piraeus, the Aristotle University of Thessaloniki, the University of Macedonia, etc.), strengthening the institution of Internship and the entry into the labour market. The Group creates appropriate opportunities that allow young people to acquire practical skills and experience in the workplace.

The young scientist trainee in the GEK TERNA Group is a potential new partner

GEK TERNA Group has developed a systematic cooperation with the country’s Educational Institutions and implements focused Internship programmes for final year undergraduate and/or postgraduate students.

We believe in the young generation and provide employment opportunities that enhance their skills development and work experience. All interns start with a clear Role and Job Description to enable them to learn and train on-the-job, understand the work environment and gain the right culture.

The key modules of the Internship Training time include:

– Work (full-time)

– Predefined job duties (full-time (full-time))

– Access to the Group’s library and tools

– Theoretical training through specialized training sessions at the “GEK TERNA_Knowledge_Center”

– Visits to projects

– Participation in meetings

– Meetings with heads of various departments

– Consultancy with feedback from experienced Executives

We maintain a strict framework of meritocracy and transparency, and we shield our operations against corruption in all its forms. We insist on paying fair wages, observing legal working hours, prohibiting discrimination and providing a safe and healthy working environment. Work is a free choice for our employees, with full respect for the right of association and a ban on all forms of child labour. These practices are not limited to our employees but extend to all our suppliers and partners in the value chain, requiring them to adhere to the same high standards.
Each member of our supply chain and partnerships is required to actively participate in the fight against climate change, to embrace our policies on fair competition and to ensure confidentiality and protection of personal data, and to implement technical and organisational measures for the security of their information systems. In this way, we ensure not only the integrity and reliability of our business but also its continuous improvement and development based on principles of sustainability and social responsibility. The Group is constantly adapting its existing supply chain management processes to meet new challenges. These include new terms of cooperation with suppliers and prioritising the selection of local suppliers in order to help stimulate the local economy.
At the same time, the Group seeks responsible cooperation with all parties involved in the supply chain. The Code of Ethics and Conduct is the framework of principles and values that guide the Group’s suppliers, subcontractors and partners to maintain transparent and responsible business relationships. From 2023, the Group has been implementing a Procurement Policy that incorporates ESG (Environmental, Social and Governance) criteria for the evaluation and selection of suppliers and partners, with the ultimate goal of contributing to the creation of a supply chain that respects the principles of sustainability and social responsibility.