Annual report 2019

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PL
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Employment data

GRI: [ ]

10,219 persons

Capital Group
of the Bank

9,899 persons

Total Bank

5,101 persons

Head Office

4,654 persons

Branches

Scale of employment

XLS
31.12.2019 31.12.2018
Capital Group of the Bank 10,219 11,265
Total Bank, including: 9,899 10,854
Head Office 5,101 5,455
Branches 4,654 5,246
Mobile Relationship Managers 87 92
Brokerage Office 50 54
Trade Unions 7 7
TFI BGŻ BNPP 29 26
BNP Paribas Group Service Center S.A. 228 291
Campus Leszno Sp. z o.o. 8 8
BFN ACTUS Sp. z o.o. – –
BNP Paribas Leasing Services Sp. z o.o.* 6 0
BNP Paribas Financial Services Sp. z o.o.** – 39
BNP Paribas Solutions Sp. z o.o. 49 36
Raiffeisen Towarzystwo Funduszy Inwestycyjnych S.A.*** – 11

 

* At the end of December 2019, the Capital Group of BNP Paribas Bank Polska S.A. had 10 219 FTEs (including employees on maternity leave, childcare leave and longer sick leave) as compared to 11 265 FTEs at the end of 2018 (decrease by 1,046 FTEs). The decrease in employment YoY was mainly due to the optimization performed after merger of the Bank with the core banking activities of Raiffeisen Bank Polska on 31 October 2018.
** 31.12.2019 – merger of subsidiaries of the Bank, i.e. BNP Paribas Group Service Center S.A. oraz BNP Paribas Financial Services Sp. z o.o.
***29.03.2019 r. merger of subsidiaries of the Bank, i.e..: BNP Paribas Towarzystwo Funduszy Inwestycyjnych S.A. and Riviera Towarzystwo Funduszy Inwestycyjnych S.A. (Raiffeisen Towarzystwo Funduszy Inwestycyjnych).
  • 102-8
XLS
Age Women Men Total
885.2 523.6 1,408.8
30-50 4,408.8 2,257.5 6,666.3
>50 595 249.9 844.9
Total 5,889 3,031 8,920
Branches 3,099.5 1,127.5 4,227
Headquarters 2,789.5 1,903.5 4,693
XLS
Women Men Total
Employed for a definite period 1,191.8 648.7 1,840.5
Employed for an indefinite period 4,697.2 2,382.3 7,079.5
Total 5,889 3,031 8,920
Percentage of women and men in the total number of employees with employment contracts 66.0% 34.0% 100%
Branches 73.3% 26.7% 100%
Headquarters 59.4% 40.6% 100%
XLS
Women Men Total
Contract of mandate 140 41 181
Contract of commission 7 6 13
Internship agreement 17 7 24
Self-employed N/A N/A 0
Supervised employees and/or seasonal employees 121 163 284
Total 285 217 502
Number of employees with contracts based on the employment agreement 7 ,111 3,326 10,437
Number of all workers 7,396 3,543 10,939

Employment at and BNP Paribas Bank Polska SA Capital Group as at December 31, 2019.

XLS
Women Men Total
Bank 7,111 3,326 10,437
Subsidiaries 319 195 514
Total 7,430 3,521 10,951
XLS
Total
Bank 8,920
Subsidiaries 317
Total 9,237

The transformation and integration process of the Bank carried out in 2019 brought many business benefits, but also operational challenges. Organisation needed to prepare, i.a., for the process of employment optimisation. In December 2018, an Agreement on the principles of collective redundancies was signed with trade unions operating in the Bank. The employment restructuring process is planned for two years (2019-2020).

  • 401-1
XLS
Employment at Bank BNP Paribas in 2019
Number of people employed by the Bank in 2019
(under an employment agreement): 		2,047
Number of people dismissed by the Bank in 2019
(previously employed under an employment contract): 		3,023
XLS
Ratio Women Men Total
Branches 29.7% 28.6% 29.4%
Headquarters 23.6% 22.5% 23.1%
Total turnover 26.9% 24.7% 26.2%
  • 402-1

In order to alleviate the social consequences of collective redundancies, the Bank introduced the Voluntary Leave Program and, in agreement with trade unions, decided to pay additional compensation and other elements of social protection, in addition to statutory bonuses for redundant employees.

Remuneration policy and benefits

  • 401-2

The remuneration policy reflects the Bank’s customer orientation and takes into account socially acceptable remuneration practices. It conforms to applicable laws and regulations.

  • Regulations pertaining to remuneration are defined in the current Collective Labour Agreement.
  • The bonus systems are defined in the bonus regulations for employees.
  • Supervisory responsibilities in the area of HR management are performed by the Supervisory Board, supported by the Human Resources and Remuneration Committee and the Nominations Committee. The Committee supervises key processes as well as prepares opinions and recommendations for the Supervisory Board regarding, i.a. terms of employment for members of the Bank’s Management Board, including the amount of determined and awarded variable remuneration.
  • The Bank has a separate Remuneration policy for material risk takers at Bank BNP Paribas.

In 2019, many changes were introduced as regards remuneration: the remuneration structure of the merged Banks was unified, unified bonus systems were implemented in the areas of business and support, as well as MRT policies. Positive changes were reflected in the GPS study. Compared to the 2018, the Remuneration Policy recorded one of the four largest increases amongst the 20 assessed categories (an increase by 3%).

  • 202-1
XLS
The minimum wage in Poland Ratio of lower-level remuneration to the minimum wage
in 2019 For women For men
PLN 2,250 165.6% 171.0%
XLS
The minimum wage in Poland Average salary of lowest level employees
in 2019 For women For men
PLN 2,250 PLN 3,726.2 PLN 3,846.6

Every year, Bank BNP Paribas implements the Compensation Review Process. One of the important criteria is bridging the pay gap, to which end dedicated funds are allocated.

Benefits

Wioletta Marciniak-Mierzwa Head of Remunerations, Benefits and Reporting at BNP Paribas Bank Polska SA

In 2019, we transformed our system of benefits by introducing and gradually expanding a new and attractive program: BEneFIT. The program is an effective and interesting series of initiatives addressed to all employees of the Bank, as well as to their families and relatives. The aim is to increase their involvement and satisfaction. The program has a flexible and convenient brick structure, thus employees can adapt benefits to their needs - depending on circumstances at work as well as their private life and family situation. The program introduces many new benefits and solutions, such as life insurance and accident insurance financed in full by the Bank, the MyBenefit cafeteria platform or the Fitqbe well-being application. Existing benefits have been enriched, e.g. by the addition of premium versions. The new benefit strategy of the Bank is built on 4 pillars: safety, health, work-life balance and a friendly work environment. We additionally thought about freedom, convenience and accessibility, also as regards working from home. Processes have been digitised and automated in accordance with the paper-less policy; access to benefits has become easier: it is now possible through websites and applications. At the end of 2019, the interest in benefits was high: between 81% and 96% of employees use them.

All those employed under employment agreements have access to a wide choice of benefits, many of which also include families and loved ones. Our employees can enjoy competitive prices and the convenient brick structure of the benefit program.

  • Life insurance and accident insurance paid in full by the Bank. In addition, employees can insure their relatives – spouses, partners, children.
  • Children’s Health Package – school insurance for employees’ children.
  • Travel insurance.
  • Medical care for employees in the Premium variant is financed in full by the Bank.
  • Attractive medical care packages for families and loved ones at low process.
  • Access to e-medicine: medical care available remotely (the ability to remotely connect to a doctor via phone, chat or conversation, possibility of obtaining an e-prescription, e-test results, e-exemptions).
  • Health Day events, preventive initiatives, lectures and workshops (corporate wellness).
  • Massage at the workplace (head offices).
  • Free vaccination against influenza for employees, also at the employer’s premises
  • Multisport sports card – for employees and their relatives.
  • Fitqbe’s well-being application, supporting healthy sports and nutrition habits. It also supports the development of common passions in groups and the undertaking of common challenges.
  • Fitness and yoga for employees at the Head Office.
  • Refund of the purchase of glasses.
  • Remote work – in 2019, employees had the opportunity to work remotely up to 6 days a month. In 2020, employees are entitled to 8 days of remote work per month.
  • MyBenefit cafeteria platform – an online platform allowing employees to spend funds donated by the Bank on a wide range of products and services, e.g. cinema, theatre, concert, tourism and sport tickets.
  • Sports and recreation events (starter packages, sport clubs).
  • BEneFITeka – crossbooking for employees, campaigns encouraging reading and sharing books.
  • Mobile application for language learning.
  • Discount offers for employees from BNP Paribas partners.
  • Subsidies for employee rest.
  • Financial assistance for employees.
  • Financial assistance for retired employees of the Bank.
  • Replacement of computers with laptops and introduction of remote access to systems (the number of mobile applications increased from 30 to over 80).
  • Additional days of leave (one additional day for special leave, 2 days for volunteering and 1 additional day after reaching the annual limit).
  • The „Two hours for the family” program: once a year (at a time of their choosing) employees may go home 2 hours early to spend time with their loved ones – family, friends or a pet.
  • Regular competitions related to activities outside of work for employees and their children.
  • Gifts for Children’s Day and Santa’s Day: employees can choose gifts for their children
    on the MyBenefit cafeteria platform.
  • Holiday subsidies for children.

The results of the latest GPS confirm that employees appreciate the new benefit offer (the result in this category improved by 5 percentage points compared to 2018). Among the top rated benefits are „Two hours for the Family” (over 5,000 employees in 2019), and health-related events. Employees value the possibility of remote work, new insurance opportunities (over 10,000 insured), co-financing of children’s leisure, extension of the MyBenefit Cafeteria and new health care (it is used by over 13,000 employees and their relatives).

Occupational safety and health (OSH)

  • 403-1
  • 403-2
  • 403-3
  • 403-4
  • 403-5
  • 403-6
  • 403-7
  • 403-9

The Executive Director of HR Management is responsible for health and safety at BNP Paribas Bank Polska. The Bank has a Health and Safety Committee, which represents 100% of employees. The Chairman of the Committee reports to the Executive Director of HR Management.

Aiming to ensure the safety and health of our employees, we not only make sure that health and safety management is in compliance with generally applicable legal regulations, but we have also devised and implemented additional internal regulations. Health and safety analyses are conducted annually as part of the the OHS management evaluation system at our Bank.

After the acquisition of the core operations of Raiffeisen Bank Polska, we have implemented the new solutions and good practices in order to increase the safety of employees at the merged Bank.

We monitor the number of accidents at work and analyse their causes. In 2019, individual accidents included i.a. company car accident and collective accidents, i.a. robbery at a branch. Most accidents were related to slips, trips and related falls which occurred in the office, in another place of work (e.g. conferences, meetings) or on the way to work (e.g. the parking lot).

We analyse employee absences and calculate the average length of absence. In 2019, the absence indicator at our Bank (days of absence divided by the product of working days in 2019 and the average annual employment level) was 10%.

  • 403-2
XLS
Women Men Total
Bank 41 11 52
Subsidiaries 0 0 0
Total 41 11 52
XLS
Women Men Total
Number of days of absence 199,839 33,088 232,927
Absence indicator 12.9% 4.2% 10%

Employees undergo mandatory initial and periodical training in the field of occupational health and safety. The topics discussed during these meetings include:

  • selected legal regulations in the field of labour law, organisation of working conditions, health  and safety management,
  • analyses of the circumstances and causes of accidents at work,
  • analyses of the occupational diseases and their prevention, behaviour safety and rules of conduct in the event
    of an accident or in emergency situations (e.g. fire, breakdown).

At the meetings employees receive first aid training and become acquainted with issues related to fire protection and protecting the natural environment

Current OHS information is posted on our intranet. During the CSR Days, we inaugurated a series of additional first aid trainings. In 2019, 134 employees took part in them.

Our employees receive health care related to their work. All employees receive glasses reimbursements, employees with RSI-type illnesses are provided with ergonomic workplace equipment (orthopaedic chairs, vertical computer mice, sensorimotor pillows).

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