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Boskalis jaarverslagen 2012

Labor partices

We endorse the guidelines of the International Labour Organization (ILO). Of our employees 38% are covered by a Collective Labour Agreement, including most of our maritime and project workers. Corporate and operational staff are covered by separate agreements reached in consultation with the employee representation. Boskalis engages in close and structural consultation with the employee representation regarding topical subjects relevant to our employees, in accordance with the laws of the countries where we are based. The dialog with the Works Council was once again open and constructive in 2015. As an important stakeholder group the Works Council was closely involved in preparing the materiality analysis that resulted in the fine-tuning of our CSR agenda.

Contract type and staff turnover

Of our employees 75% have a permanent appointment (2014: 71%). Most of these permanent employees have been with us for many years and staff turnover is low at 8.28% (2014: 9.19%). Turnover within the Dutch organizations was even lower at 4.83% (2014: 5.65%). For projects our core of staff is supplemented by employees drawn from a flexible shell. Depending on the project requirements these employees are hired locally where possible and/or appointed on a temporary contract, which in many cases ends at the conclusion of the project. In 2015 we were able to welcome 1,454 new employees (2014: 1,666) while 2,072 employees left Boskalis. Of these 2,072 employees 1,187 were from the flexible shell and 226 left Boskalis as a result of divestments.

Pension schemes

We operate various pension schemes, detailed information on which can be found in the summary of ‘Defined benefit pension schemes’ on pages 100-105 of our 2015 Annual Report.

Prevention of occupational and other diseases

In some of the regions where we operate, there is a risk of becoming infected with diseases such as malaria and Ebola. To mitigate the risk to our employees, we have a long standing policy of providing vaccinations and (regular) medical check-ups as well as prevention programs. In addition, in 2003 we established an Emergency Response Team (ERT) to enable a rapid response in the event of a health crisis. The team comprises employees from our SHE-Q and HR departments and doctors from the Travel Clinic of the Havenziekenhuis hospital in Rotterdam, the Netherlands. There was no need to call on the services of the ERT in 2015.

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