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Human resources at Isavia

HUMAN RESOURCES

The parent company Isavia employs a diverse group of people at various workplaces across the country. At the end of 2017, there were 1,202 employees, of which a third were women. Average age of employees is 40.6 years, and the average length of service is 7.32 years. Staff turnover in 2017 was 11.28%. This rate varies across jobs and professional fields. The workforce is growing rapidly and 504 employees were recruited in the course of 2017, of which 300 for summer work.

LEARNING

Educational courses, refresher courses and regular training are part and parcel of everyday working life. Organised training and learning takes place all year round. The company organises extensive and ambitious educational activities with the goal of developing the knowledge and skills of employees in accordance with the policies and values of the company. This educational work can be divided into two categories: specialised learning and general learning.

2017 saw a total of 24,225 hours of learning activities, corresponding to 20 hours per employee over the year. Some 90% of these learning hours involved basic training, refresher courses and vocational and professional training required by staff to retain their certification and skills in jobs such as air navigation, airport security services and ground handling services.



LABOUR MARKET

Isavia operates in the general labour market and follows general collective wage agreements which the Confederation of Icelandic Employers has negotiated with numerous unions on behalf of the company. Special collective wage agreements have been made with the following unions: Landssamband slökkviliðsmanna (LSS) (firefighters), Félag flugmálastarfsmanna ríkisins (FFR) (stateemployed aeronautics employees), Stéttarfélag í almenningsþágu (SFR) (public servants) and Félag íslenskra flugumferðarstjóra (FÍF) (air traffic controllers).

The company complies with laws and regulations on health and safety, human rights and child labour. The company does not employ persons under the age of eighteen and pays all public charges and does not employ persons to do undeclared work.

The notice of termination of employees is in accordance with the applicable collective wage agreement but varies according to length of service and age. The right to terminate employment is mutual, and all information is in writing.

SOCIAL ENVIRONMENT

The company’s Code of Ethics states that everybody’s work deserves respect and that neither colleagues nor customers should suffer any discrimination on the basis of sex, religion, beliefs, ethnic origin, race, colour, financial situation, origin, disability, age or on any other grounds.

Four formal reports of violations of equal rights, bullying or harassment were submitted in 2017. These were processed according to company procedure and a solution was found in all cases.

SOCIAL ENVIRONMENT

The company’s Code of Ethics states that everybody’s work deserves respect and that neither colleagues nor customers should suffer any discrimination on the basis of sex, religion, beliefs, ethnic origin, race, colour, financial situation, origin, disability, age or on any other grounds.

Four formal reports of violations of equal rights, bullying or harassment were submitted in 2017. These were processed according to company procedure and a solution was found in all cases.

EQUAL RIGHTS

Isavia was awarded PwC’s gold medal in the company’s equal wage audit in 2017, the third year in a row. The certification confirms that there is equal pay at Isavia, with less than 3.5% difference between genders. Isavia has placed great importance on the equal pay of men and women, and this has been very successful.

EQUAL PAY CERTIFICATION

Isavia is currently working on adopting an equal pay standard and is aiming for wage equality certification in autumn 2018. The objective of adopting the equal pay system by means of an equal pay standard (IST 85:2012) is to maintain wage equality and fulfil the employer obligations laid down in Chapter III of Act No 10/2008 on the equal status and equal rights of men and women.

HEALTH AND WORKING ENVIRONMENT

We focus on raising employee awareness of the importance of having a healthy lifestyle and thus show that the company cares for both the health and safety of its employees. The company’s aim is to support the psychological and physical well-being of its staff, provide them with a good working environment and meet their psychological, social and physical needs in the workplace. The company gives its staff financial support to take physical exercise.

Employees can contact the service desk of Vinnuvernd (Occupational Health Service) and obtain advice on their own illness or that of family members. In addition, Vinnuvernd nurses hold regular consultations at the company’s largest operating units.

OCCUPATIONAL HEALTH

Particular emphasis is placed on staff safety in the workplace. All accidents are recorded. The company’s occupational health representative is responsible for describing the circumstances of each case and proposing improvements to facilities or procedures to prevent reoccurrences. Accidents are recorded electronically, and particular efforts have been made to raise awareness of the concept of “near-miss accidents”, by means of a special button in the staff website (Flugan) and special information cards displayed everywhere. The Safety Committee, made up of staff and company representatives, discuss all cases relating to the occupational health of Isavia staff.

A risk assessment has also been carried out with an external consultant regarding the new work stations in service facilities at Keflavík Airport and in the Leifur Eiríksson Terminal.

Reports of work-related accidents have increased year-on-year, in conjunction with the wider scope of operations, an increase in the number of employees and improved reporting procedures. In the year 2017, 67 work accidents were reported.

END OF EMPLOYMENT

End of employment is regarded as the end of the month in which the employee reaches the age of 70. The members of the Icelandic Air Traffic Controller Association, however, retire at the age of 63. The company offers end-of-employment counsel for those nearing their retirement age, and their spouses are also invited. The course covers useful information and deals with the changes that end of employment will bring. Eleven employees participated in such a course in 2017.