Our People: a portrait in numbers
Number of Employees by Country, 2008-2010
| Country | Head Count 2010 | Head Count 2009 | Head Count 2008 |
| Italy | 55,814 | 57,969 | 60,673 |
| Germany | 24,195 | 23,906 | 25,790 |
| Austria | 11,742 | 11,987 | 12,517 |
| Poland | 21,166 | 21,167 | 21,918 |
| Bulgaria | 4,595 | 4,562 | 4,598 |
| Croatia | 5,278 | 5,251 | 5,422 |
| Czech Republic | 2,838 | 2,715 | 2,777 |
| Hungary | 2,548 | 2,501 | 2,351 |
| Romania | 4,761 | 4,443 | 4,544 |
| Russia | 4,251 | 4,573 | 4,574 |
| Others | 37,733 | 38,540 | 41,520 |
| Total | 174,921 | 177,614 | 186,684 |
Percentage of Employees by Employment Tier, 2008-2010
| Employment Tier | 2010 | 2009 | 2008 |
| Senior management | 0.38% | 0.37% | 0.36% |
| Executive & middle management | 15.24% | 14.86% | 14.71% |
| Staff | 84.38% | 84.77% | 84.93% |
| Total | 100% | 100% | 100% |
Percentage of Employees by Contract Type, 2008-2010
| 2010 | 2009 | 2008 | |||||
| Fixed-Term | Permanent | Fixed-Term | Permanent | Fixed-Term | Permanent | ||
| 3.62% | 96.38% | 3.33% | 96.67% | 3.95% | 96.05% | ||
Percentage of Employees by Educational Level and Employment Tier, 2010
| Employment Tier | Advanced Degree | Bachelor's Degree | High School Diploma | Other | Total |
| Senior management | 38.13% | 44.30% | 11.40% | 6.17% | 100% |
| Executive & middle management | 21.09% | 42.36% | 32.97% | 3.58% | 100% |
| Staff | 13.56% | 32.26% | 43.79% | 10.39% | 100% |
Percentage of Employees by Length of Employment and Employment Tier, 2010
| Employment Tier | 0-10 | 11-20 | 21-30 | >30 | Total |
| Senior management | 52.95% | 26.36% | 12.51% | 8.18% | 100% |
| Executive & middle management | 34.82% | 31.43% | 21.45% | 12.30% | 100% |
| Staff | 47.82% | 26.36% | 17.12% | 8.70% | 100% |
- The data in this appendix apply to UniCredit's employee head count as of December 31, 2010. Certain data is drawn from a population of less than 100 percent. Here we use the (
) symbol to indicate data drawn from a population that makes up 97 percent of head count, and the (
) symbol to indicate data drawn from a population that makes up 99 percent of head count. Due to the introduction of a new method of employment tier classification, some data included here may not be directly comparable to figures presented in the 2008 Sustainability Report. Our employee data does not include external staff (e.g., interns or consultants). Number reflects all employees of subsidiaries consolidated proportionally, at 100 percent.
Percentage of Employees Leaving Employment by Reason, 2009-2010
| Reason for Leaving1 | 2010 | 2009 |
| Retirement – employees who left to retire* | 6.1% | 7.4% |
| Restructuring – employees who left due to a common agreement or industrial plan negotiated with trade unions | 22.3% | 18.3% |
| Individual agreements – employees who left due to individual or one-to-one agreements | 16.3% | 24.0% |
| Resignation – employees who resigned | 34.5% | 30.3% |
| Dismissal – employees who left the bank involuntarily | 6.0% | 7.6% |
| Other – all remaining reasons, including death | 14.8% | 12.4% |
| Total | 100% | 100% |
1 This data applies to transfers of personnel to or from the external job market. The total head count as of December 31, 2010, takes into account the recent consolidation of certain legal entities, which was not considered in the compilation of hiring data for 2010.
* Retirements triggered by restructuring have been reported under restructuring rather than under retirement.
* Retirements triggered by restructuring have been reported under restructuring rather than under retirement.
-
| Turnover Rate | 2010 | 2009 | 2008 |
| Total turnover rate | 8.6% | 9.0% | 11.8% |
Turnover Rate by Gender ( ) | 2010 | 2009 | |
| Female | 7.9% | 8.4% | |
| Male | 9.0% | 9.6% | |
| Turnover Rate by Age () | 2010 | 2009 | |
| Up to 30 years | 14.3% | 14.4% | |
| 31-40 years | 5.8% | 6.1% | |
| 41-50 years | 3.4% | 4.1% | |
| Over 50 years | 13.6% | 14.5% | |
1 Turnover rates have been calculated as follows: (number of head count who left employment in 2010) / (total head count at the beginning of 2010).
Differential Between Male and Female Compensation by Employment Tier, 20101
| Employment Tier | 2010 |
| Senior management | 74% |
| Executive & middle management | 65% |
| Staff | 67% |
1 This data was drawn from a population that represented 71 percent of the head count. For each tier, the ratios have been calculated as follows: [(total gross salary of female employees) / (female head count)] / [(total gross salary of male employees) / (male head count)].
Diversity Management
Percentage of Employees by Employment Status and Gender, 2008-2010
| Gender | 2010 | 2009 | 2008 | |||||
| Part-Time | Full-Time | Part-Time | Full-Time | Part-Time | Full-Time | |||
| Male | 9.04% | 44.59% | 8.04% | 44.75% | 8.61% | 45.05% | ||
| Female | 90.96% | 55.41% | 91.96% | 55.25% | 91.39% | 54.95% | ||
| Total | 100% | 100% | 100% | 100% | 100% | 100% | ||
Percentage of Female with Part-Time Contracts out of all Women by Employment Tier, 2008-2010
| Employment Tier | 2010 | 2009 | 2008 |
| Executive & middle management | 2.41% | 2.23% | 2.81% |
| Staff | 15.25% | 14.06% | 13.31% |
| Total | 17.66% | 16.29% | 16.12% |
Percentage of Employees by Educational Level and Gender, 2010
| Gender | Advanced Degree | Bachelor's Degree | High School Diploma | Others |
| Male | 32.40% | 42.24% | 42.21% | 46.01% |
| Female | 67.60% | 57.76% | 57.79% | 53.99% |
| Total | 100% | 100% | 100% | 100% |
Number of Employees in Protected Categories, 20101
| Country | 2010 | |
| Italy | 3,770 | |
| Germany | 675 | |
| Austria | 229 | |
| Bulgaria | 66 | |
| Croatia | 22 | |
| Czech Republic | 0 | |
| Hungary | 0 | |
| Romania | 12 | |
| Russia | 0 |
1 Employees in protected categories are reported according to the requirements of applicable local laws. Alternative solutions are implemented as required by law.
Number and Percentage of Employees Promoted to Higher Contractual Job Grade by Gender and Country, 2010
| Country | Number | Percentage | |||
| Male | Female | Male | Female | ||
| Italy | 2,815 | 2,754 | 51% | 49% | |
| Germany | 451 | 192 | 70% | 30% | |
| Austria | 43 | 20 | 68% | 32% | |
| Poland | 75 | 199 | 27% | 73% | |
| Bulgaria | 18 | 43 | 30% | 70% | |
| Croatia | 104 | 296 | 26% | 74% | |
| Czech Republic* | not available | not available | not available | not available | |
| Hungary | 52 | 105 | 33% | 67% | |
| Romania | 153 | 614 | 20% | 80% | |
| Russia | 207 | 400 | 34% | 66% | |
| Others | 2,162 | 3,181 | 40% | 60% | |
| Total | 6,081 | 7,804 | 44% | 56% | |
* Data for promotions in the Czech Republic in 2010 are unavailable due to the ongoing redefinition and alignment of local policy with UniCredit's policy on promotions.
Training
Training Hours Pro Capite by Employment Tier and Type of Training, 20101
| Employment Tier | Managerial Training | Technical Training | Foreign Language Training |
| Senior management – executive & middle management | 12.4 | 28.7 | 4.4 |
| Staff | 0.9 | 26.4 | 3.3 |
1 This data was drawn from a population that represented 74 percent of the employee head count. Training hours include e-learning, classroom instruction and training on the job.
Number of Training Hours for Anti Corruption, Anti Money Laundering and MiFID Courses, 20101
| Courses | Number of Training Hours |
| Anti Corruption | 36,718 |
| Anti Money Laundering | 190,286 |
| MiFID | 69,789 |
1 Courses are identified as compulsory according to country/local law. Data covers 70 percent of employee head count.
Industrial Relations1
UniCredit fully complies with local laws and terms and conditions of collective labor agreements that set out employees' freedom of association and collective bargaining rights.
The following principles are the cornerstones of our employees' rights:
- the International Labour Organization's (ILO) Tripartite Declaration of Principles Concerning Multinational Enterprises and Social Policy
- the ILO's eight core conventions
- OECD Guidelines for Multinational Enterprises
- United Nations Global Compact
- UniCredit Integrity Charter
As a leading financial services provider, our principle asset is a highly skilled workforce. Thus, issues associated with human rights and child and forced labor are not highly relevant to our daily internal operations. Nonetheless, we remain aware of the sensitive nature of these subject matters.
Industrial Relations has always played an important role at UniCredit, and we fully acknowledge the strategic importance of maintaining a close and mutually respectful relationship with employee representatives. Our shared goal, as always, remains promoting and safeguarding the rights and labor conditions of our employees.
In 2010, several agreements with employee representatives were signed in many countries. Key issues covered included compensation, pension plans, voluntary redundancy plans and healthcare services. The successful conclusion of negotiations on these topics speaks to the high quality of the dialogue and partnership achieved over the past few years thanks to the mutual efforts of both the company and the employee representatives.
Major accomplishments related to the European Works Council (EWC) include:
- steady, structured and timely information provided to the EWC immediately after UniCredit Board of Directors decisions and before any official news is made public to the employees or markets
- the active participation of senior management (e.g., the CEO, COO, General Manager, Head of HR, CRO, Head of Planning, Strategy and Capital Management, Head of Group Identity & Communications) in EWC ordinary meetings to discuss major Groupwide projects, transnational strategies and decisions and to share their expertise during dedicated Q&A sessions with EWC Members
- the holding of four Select Committee meetings (senior management participated on two occasions) to share details on future steps and reorganization processes, in line with the EWC's right of consultation
- more than 30 guests belonging to the HR community were invited to the EWC's general meetings, raising their awareness of the role of Industrial Relations and of the value of the EWC as a governance body at UniCredit
Percentage of Employees Covered by Collective Bargaining Agreements, 2008-2010
| Country | 2010 | 2009 | 2008 |
| Italy | sector and national 100% | sector and national 100% | sector and national 100% |
| Germany / UniCredit Bank AG | sector 55.7% | sector 57% | sector 58% |
| Germany / UCBP | sector 99.54% | sector 99.55% | not applicable* |
| Germany / UGIS | sector 27.1% | sector 29.9% | sector 31.76% |
| Austria | sector 100% | sector 100% | sector 100% |
| Bulgaria | company 100% | company 100% | company 100% |
| Croatia | company 100% | company 100% | company 100%** |
| Czech Republic*** | sector and company 100% | sector and company 100% | sector and company 100% |
| Hungary**** | not applicable | not applicable | not applicable |
| Romania / UniCredit Tiriac Bank | company 100% | company 100% | national 100% |
| Romania / UCBP | company 100% | company 100% | company 100% |
| Russia*** | company 100% | company 100% | company 100% |
** This company was established in 2009.
** This data includes all managers. Certain provisions of the collective bargaining agreement also apply to them, but only with regard to issues not included in their individual contracts.
*** This company's labor agreement is now in scope.
**** No collective bargaining agreement of any kind is in place.
** This data includes all managers. Certain provisions of the collective bargaining agreement also apply to them, but only with regard to issues not included in their individual contracts.
*** This company's labor agreement is now in scope.
**** No collective bargaining agreement of any kind is in place.
Number of Meetings Between Company and Employees Representatives in 20101
| Country | 2010 |
| Italy | Approximately 850 |
| Germany | Approximately 410 |
| Austria | Approximately 70 |
| Bulgaria | 6 |
| Croatia | 21 |
| Czech Republic | 13 |
| Hungary | 16 |
| Romania | Approximately 20 |
1 Industrial relations systems vary according to applicable national labor laws and differing methods of representation at the national and local levels. Accordingly, workers may be represented by trade unions, works councils or other representatives. As a result, the frequency of meetings varied in line with differing industrial relations norms and laws.
Notice Period Typically Provided to Employees and their Elected Representatives prior to the implementation of Significant Operational Changes that Could Substantially Affect Them
| Country | Legal Number of Months/Weeks/Days Notice | Notice Period Specified in Collective Bargaining Agreements | Notes |
| Italy | 25 days | yes | Italian labor law states that unions must be informed and consulted 25 days before any change becomes effective. The National Collective Bargaining Agreement of the credit sector provides for different notification and consultation procedures that may vary from 15 to 50 days, depending on the nature of the changes undertaken |
| Germany | no | National regulations do not specify the number of weeks of notice typically provided for consulting employee representatives. The information must be provided to the works council before any decision is made by management, thus making substantial negotiations about the implementation of measures possible. The employers and works council must reconcile their interests, and major alterations may not begin unless this reconciliation is achieved or at least attempted | |
| Austria | no | Information must be provided to the works council before the decision is made by management, thus making substantial negotiations about the implementation of measures possible. Austrian legislation does not state any specific timeframe for this issue | |
| Bulgaria | 45 days | no | Bulgarian labor law stipulates: Right to information upon Collective Dismissal: When an employer is contemplating collective dismissals, said employer shall be obliged to begin consultations with the trade union organizations' representatives and with the factory and office workers' representatives in good time but not later than 45 days before the said dismissal are to take effect, and to make efforts to reach an agreement with said representatives so as to avoid collective dismissals or reduce the number of workers affected and to mitigate the consequences of the said dismissals |
| Croatia | 8 days | yes | Further in details are described in the company labor rules |
| Czech Republic | 2 months | no | Every major operational change must be discussed with the trade union and communicated to employees. The time provided before the change's implementation is typically two weeks. In the collective agreement, there is no specification for the timing or nature of changes. The official notice period given by labor code is two months starting from the first day of the month following the month of the change communicated |
| Hungary | min. 30 days | no | The notice period is typically 30 days (after a 3 months probation period). The works council must be informed by the company and has 15 days in which it can give its feedback. After this period, changes may be implemented. No agreement is needed, only the timely provision of information. |
| Romania | yes | No established notice period is required for this issue. Employees must be informed in good time before any major change within the organization. For collective dismissals under the Company Collective Bargaining (UniCredit Tirac Bank and UCBP), there are additional specifications | |
| Russia | 2 months | no | The legal requirement is a minimum of two months notice. This requirement does not need to be specified in collective agreements, as it is obligatory |
Welfare, work-life balance and health and safety2
Welfare
Our colleagues enjoy welfare, healthcare and work-life balance-related benefits that are supplementary to social security plans and minimum contractual requirements. These benefits are intended to provide substantial guarantees for the well-being of staff and their family members during their active career as well as their retirement.
Types of Retirement Plans Offered to Employees, 2010
| Country | Principal Types of Retirement Plans |
| Italy | Defined benefit plans and defined contribution plans are in place. Most of the complementary pension plans concern defined contribution funds. There are also defined benefit funds (unavailable to new employees) with or, as in most cases, without separate funds. In 2010, the liabilities of these funds, estimated on an actuarial basis pursuant to international accounting standards, appear to be adequately covered due to an increase in the discounting back rate deriving from the estimates of economic variables (for further details, please see the 2010 Consolidated Reports and Accounts). Since 2009, in order to pursue the best balance between yields, costs and risks connected with complementary pension plans (i.e., to profit from greater assets and economies of scale), UniCredit has been signing collective labor agreements that provide for the transfer of those employees who are members of a Group pension over to the Fondo pensione per il personale delle aziende del Gruppo UniCredit. This is the so–called UniCredit Group Pension Fund, which is the only fund out of all 16 different funds that, as of December 31, 2010, involves the employees of UniCredit's Italian legal entities and is open to new entries. As of 2010, roughly 12,070 employees were involved in such collective transfers. |
| Germany | Defined benefit plans and defined contribution plans are in place. Defined benefit plans*: a variety of different defined benefit plans that stem from our company's history. The main distinguishing feature is that some plans are final pay plans (a certain percentage of the last gross salary is the pension) and some are career average plans (a percentage of the gross salary of a year is converted into a fixed pension amount). All of these plans are closed to new entries. Defined contribution plans: there are two career average plans, one is closed to new beneficiaries, the other one is open to new beneficiaries. A certain percentage of monthly gross salary is used as a fixed pension amount. In the event of a surplus in the assets under management, employees have the option to credit the profits to their individual pension accounts. But there is no guarantee of this. |
| Austria | Defined contribution plans |
| Bulgaria | No plan |
| Croatia** | Defined contribution plans |
| Czech Republic | Not applicable*** |
| Hungary | Not applicable*** |
| Romania | No plan |
| Russia | Defined contribution plans |
* As of December 31, 2010, defined benefit plans are nearly fully funded via contractual trust arrangements (in Germany) or via pension funds (outside of Germany).
** Bank contributions began in December 2010.
*** Every employee has the option of joining a voluntary pension insurance program. The employee signs a contract with an insurance company after choosing a policy independently. UniCredit is only privy to the amount of the contribution that the employee asks the bank to make.
** Bank contributions began in December 2010.
*** Every employee has the option of joining a voluntary pension insurance program. The employee signs a contract with an insurance company after choosing a policy independently. UniCredit is only privy to the amount of the contribution that the employee asks the bank to make.
Welfare Systems1, 2010
| Country | National Mandatory Welfare System | Voluntary Company Welfare System | Percentage of Employees Who Can Access the Voluntary Company Welfare System |
| Italy | yes | yes | 100% |
| Germany | yes | yes | 100% |
| Austria | yes | yes | 100% |
| Bulgaria | yes | yes | 100% |
| Croatia | yes | yes | 100% |
| Czech Republic | yes | yes | 100% |
| Hungary | yes | yes | 100% |
| Romania | yes | no | not applicable |
| Russia | yes | yes | 100% |
1 Welfare systems include pension plans and/or health insurance plans, in accordance with differing national and local laws.
Contribution by the Employee and/or Employer to the Voluntary Company Pension System
| Country | Contribution from the Employer | Contribution from the Employee |
| Italy | 2% or 3% | Minimum 2% |
| Germany / UniCredit Bank AG | The total amount ranges from 2.75% to 15% of gross salary. In 2010, an additional 0.25% of salary for all employees (excluding executives and total compensation) was introduced. | 1.25% to 2.5% of gross salary |
| Germany / UCBP and UGIS | 2.5% - 10% of monthly or yearly gross salary | 1.25% - 2.5% of gross salary |
| Austria | 2.9% or more | Arrangements between the pension fund and the employee are made on an individual basis. |
| Bulgaria | Not applicable | Not applicable |
| Croatia* | 1.5% of employees' salaries | 0% |
| Czech Republic** | Max. 24,000 CZK per year (approximately €900) | Not specifically required; tax optimal maximum 17,500 CZK (approximately €680) per year |
| Hungary** | 0% | Maximum 5% of the basic gross salary of the employee |
| Romania | Not applicable | Not applicable |
| Russia | 7% of employees monthly gross salary | 7% of employees monthly gross salary |
* Bank contributions began in December 2010.
** Every employee has the option of joining a voluntary pension insurance program. The employee signs a contract with an insurance company after choosing a policy independently. UniCredit is only privy to the amount of the contribution that the employee asks the bank to make.
** Every employee has the option of joining a voluntary pension insurance program. The employee signs a contract with an insurance company after choosing a policy independently. UniCredit is only privy to the amount of the contribution that the employee asks the bank to make.
Work-life balance and healthcare initiatives
Regarding healthcare expenses, most UniCredit employees are supported by a variety of insurance policies, health funds and other benefits (e.g., prevention initiatives, special arrangements for medical costs, benefit platforms enabling employees to select plans best suited to their needs, etc.).
Additional benefits are offered to support colleagues and their families during different stages of their lives, ranging from childcare services, sport and leisure activities, lunch plans, access to company cafeterias, and special terms and conditions on various UniCredit banking products.
Part-time employees are offered the same benefits as their full time colleagues.
In 2010, highlights of our healthcare and work-life balance initiatives included the following:
- in Italy, the Campagna di Prevenzione health screening initiative provided free check-ups with a particular focus on hypertension, oncological and cardiovascular illnesses
- in Germany, the Healthy Company project was launched with the holding of a multi-site exhibition on burnout, complete with information leaflets. Other activities included childcare support services, advice/arrangements for nannies, childcare during school holidays and emergency support, among others. Similar services are also available to employees whose family members have disabilities or are in need of special care
- in Austria, the Fit for Your Health project promoted healthcare management and health awareness. Since 2009, it has extended comprehensive first-time offers for three defined areas of occupational health promotion (Medi-Check, Physical Fitness and Mental Fitness)
- in Bulgaria, nearly 70 percent of all colleagues participated in the annual preventive medical check-up program, which continues to have a positive impact on sickness rates
- in Croatia in 2010, almost 1,600 colleagues of Zagreba&ccaronka underwent special health screenings offered by the company
- in Romania, UniCredit Business Partner S.C.p.A. (UCBP - Romanian branch) introduced several new initiatives, including the creation of additional lunch space and the launch of a various informational campaigns (e.g., Be Aware) addressing different medical topics.
Transition Assistance Programs to Support Employees Facing Retirement or Termination, 2010
| Countries Where Programs Are Available | Pre-Retirement Planning | Retraining for Those Intending to Continue Working | Severance Pay | Job Placement Services | Assistance with Transitioning to a Non-Working Life (e.g., Training, Counseling, etc.) |
| Italy | no | no | yes | yes (only executives) | no |
| Germany* | yes | yes | yes | yes | yes |
| Austria | yes | yes | yes | yes | yes** |
| Croatia | yes | no | yes | no | no |
| Czech Republic | no | yes | yes | yes | no |
| Romania | no | no | yes | no | no |
* This data only includes UniCredit Bank AG and UGIS.
** Assistance initiatives are implemented in cases of reorganization.
** Assistance initiatives are implemented in cases of reorganization.
Health and safety management
The best approach to managing the health and safety of our employees involves remaining in compliance with and inspired by the law. As the primary source of our guidelines, the law provides specific timing and procedures for all relevant topics.
Our commitment to being a great place to work is the foundation of our approach to health and safety.
Those departments responsible for health and safety must provide the following services:
- an adequate evaluation of risks (e.g., analysis and verification of the factors that constitute working activities, specifically including the organization of the job, the job's instruments, work spaces, individual and collective protection measures, technical infrastructure and contractual matters – both for internal and contracted jobs)
- an evaluation of the derivative risk for each position
- the definition and planning of prevention and protection measures to eliminate risks or reduce them to a minimum
Formal Joint Management-Worker Health and Safety Committees, 2010
| Country | Existence of a Formal Joint Management-Worker Health and Safety Committee | Percentage of Employees Represented in the Committee | Level at which the Committee Operates |
| Italy | no | not applicable | not applicable |
| Germany | yes | all non-managerial employees | legal entity |
| Austria | yes | 100% | legal entity |
| Bulgaria | yes | 100% | legal entity |
| Croatia | yes | 100% | legal entity |
| Czech Republic | no | not applicable | not applicable |
| Hungary | no | not applicable | not applicable |
| Romania | yes | 100% | legal entity |
| Russia | no | not applicable | not applicable |
Formal Agreements with Trade Unions on Health and Safety Issues, 2010
| Country | Existence of Formal Agreements with Trade Unions | Brief Description |
| Italy | yes | Provision for the election of the so-called RSL (Employee Representatives for Safety) and their activities, which include trainings and regulations related to workplace access. |
| Germany | yes | In 2010, in a joint declaration for the private and public banking sectors, key factors for maintaining a healthy workforce were listed. This list included respect and trust towards employees, the further development of measures to maintain and promote the health of employees and to strengthening preventative methods. It also acknowledged that health prevention already plays an important role in the banking sector. |
| Austria | no | Not applicable |
| Bulgaria | yes | Additional health insurance benefits, which are a part of a collective labor agreement, include the following medical care packages: - health insurance package Prophylaxis - health insurance package Non-hospital Medical Care - health insurance package Hospital Medical Care - health insurance package Medical services regarding conditions of life and other additional conditions |
| Croatia | yes | Complete coverage of health and safety issues. |
| Czech Republic | yes | In the Collective Agreement has set forth the right of trade unions to control the level of health and safety at work and to actively participate in the improvement of conditions. |
| Hungary | no | Not applicable |
| Romania (UniCredit Tiriac Bank) | yes | Mandatory medical check-ups, safety conditions, trainings on safety issues and obligations, assuring proper environmental conditions and adequate work conditions in terms of sanitation and ergonomics. |
| Romania (UCBP) | yes | Comprises a distinct chapter of the collective agreement, with main topics including safety trainings and annual medical check ups. |
| Russia | no | Not applicable |
Rates of Injury, Lost Days and Absenteeism, 20101
| Country | Injury2 | Lost Day3 | Absentee4 |
| Italy | 3.71 | 0.17 | 5.95 |
| Germany | 3.33 | 0.03 | 5.67 |
| Austria | 0.25 | 0.03 | 4.47 |
| Bulgaria | 0.97 | 0.05 | 3.23 |
| Croatia | 1.15 | 0.02 | 3.82 |
| Czech Republic | 0.95 | 0.02 | 3.49 |
| Hungary | 0.82 | 0.00 | 2.94 |
| Romania | 0.00 | 0.00 | 3.68 |
| Russia | 0.00 | 0.00 | 3.60 |
- This data was drawn from a population that represented 61 percent of the total head count.
- This was calculated as follows: (total no. of workplace injuries/total working hours)*1,000,000. Injuries are recorded as per applicable local law.
- This was calculated as follows: (total no. of days of absence due to injuries/total working hours)*1,000.
- This was calculated as follows: (total no. of days of absence/total working hours)*1,000. Days of absence refers to: injuries, illness, strikes and other reasons (i.e. medical controls, election days)
Number of Disputes Concerning Labor Issues
| Countries in which Disputes Are Present | Opened Prior 2010 | Opened During 2010 | Closed During 2010 | Still Open as of Dec. 31, 2010 |
| Italy* | 1,219 | 284 | 286 | 1,217 |
| Germany | 17 | 27 | 25 | 19 |
| Austria | 8 | 7 | 5 | 10 |
| Bulgaria | 34 | 29 | 38 | 25 |
| Croatia | 23 | 4 | 4 | 23 |
| Czech Republic | 0 | 2 | 1 | 1 |
| Romania | 10 | 11 | 12 | 9 |
| Total | 1,311 | 364 | 371 | 1,304 |
* Data for Italy includes the following: UniCredit S.p.A., FinecoBank S.p.A., i-Faber S.p.A., UniCredit Management Bank S.p.A., UniCredit MedioCredito Centrale S.p.A., Pioneer Investment Management, UniCredit Factoring S.p.A., UniCredit Leasing S.p.A., Quercia Software S.p.A., UniCredit Audit S.C.p.A., UniCredit Business Partner S.C.p.A., UniCredit Global Information Services S.C.p.A., UniCredit Real Estate S.C.p.A., UniCredit Bank AG Milan Branch. The data drawn from the period prior to January 1, 2010, has been recalculated in accordance with the new data-gathering perimeter. Previous data-gathering methods did not consider some disputes managed by certain legal entities within the Group.
Number of Disputes Concerning Welfare Issues
| Countries in which Disputes Are Present | Opened Prior 2010 | Opened During 2010 | Closed During 2010 | Still Open as of Dec. 31, 2010 |
| Italy* | 106 | 13 | 7 | 112 |
* Data for Italy includes the following: UniCredit S.p.A., FinecoBank S.p.A., i-Faber S.p.A., UniCredit Management Bank S.p.A., UniCredit MedioCredito Centrale S.p.A., Pioneer Investment Management, UniCredit Factoring S.p.A., UniCredit Leasing S.p.A., Quercia Software S.p.A., UniCredit Audit S.C.p.A., UniCredit Business Partner S.C.p.A., UniCredit Global Information Services S.C.p.A., UniCredit Real Estate S.C.p.A., UniCredit Bank AG Milan Branch. The data drawn from the period prior to January 1, 2010, has been recalculated in accordance with the new data-gathering perimeter. Previous data-gathering methods did not consider some disputes managed by certain legal entities within the Group.
Number of Disputes Concerning Administrative Bodies
| Countries in which Disputes Are Present | Opened Prior 2010 | Opened During 2010 | Closed During 2010 | Still Open as of Dec. 31, 2010 |
| Italy* | 3 | 2 | 1 | 4 |
| Germany | 1 | 0 | 0 | 1 |
| Total | 4 | 2 | 1 | 5 |
* Data for Italy includes the following: UniCredit S.p.A., FinecoBank S.p.A., i-Faber S.p.A., UniCredit Management Bank S.p.A., UniCredit MedioCredito Centrale S.p.A., Pioneer Investment Management, UniCredit Factoring S.p.A., UniCredit Leasing S.p.A., Quercia Software S.p.A., UniCredit Audit S.C.p.A., UniCredit Business Partner S.C.p.A., UniCredit Global Information Services S.C.p.A., UniCredit Real Estate S.C.p.A., UniCredit Bank AG Milan Branch.
Restorative Justice System
Number of Cases Accepted by the Restorative Justice System: Breakdown by Country, 2008-2010
| Country | Starting Date | Total Number of Cases from 2008 to 2010 | 2010 | 2009 | 2008 | Number of Closed cases | Number of Pending cases |
| Italy | 1 October 2006 | 331 | 67 | 97 | 80 | 328 | 3 |
| Germany | 1 January 2007 | 104 | 19 | 28 | 28 | 97 | 7 |
| Austria | 1 March 2007 | 48 | 14 | 11 | 12 | 46 | 2 |
| Poland | 1 January 2008 | 100 | 41 | 26 | 33 | 99 | 1 |
| Bulgaria | 1 March 2008 | 34 | 11 | 10 | 13 | 34 | 0 |
| Croatia | 1 March 2008 | 38 | 10 | 11 | 17 | 38 | 0 |
| Czech Republic | 1 October 2008 | 30 | 16 | 11 | 3 | 30 | 0 |
| Hungary | 1 September 2007 | 72 | 17 | 17 | 22 | 71 | 1 |
| Romania | 1 March 2009 | 18 | 9 | 9 | not applicable | 13 | 5 |
| Russia | 1 July 2009 | 3 | 2 | 1 | not applicable | 3 | 0 |
| Baltic Countries* | 1 February 2009 | 5 | 0 | 5 | not applicable | 5 | 0 |
| Serbia | 1 April 2009 | 9 | 3 | 6 | not applicable | 8 | 1 |
| Slovakia | 1 September 2007 | 9 | 0 | 4 | 3** | 9 | 0 |
| Slovenia | 1 February 2008 | 32 | 15 | 5 | 12 | 31 | 1 |
| Total | 833 | 224 | 241 | 223 | 812 | 21 |
* The Baltic Countries include Estonia, Latvia and Lithuania.
** In the 2008 Sustainability Report, one additional case was mistakenly classified under the Restorative Justice System.
** In the 2008 Sustainability Report, one additional case was mistakenly classified under the Restorative Justice System.
Focus on Closed Cases: Breakdown by Country and Methods Employed, 2010
| Country | Closed Cases | Not Admitted Cases | Mediation Refused | Renounced Cases | Cases Solved without rjs Tools | Others | Total Number of Cases Deploying rjs Tools | Tool Used: Mediation | Tool Used: Meetings | Tool Used: Notice |
| Italy | 328 | 70 | 11 | 49 | 44 | 0 | 154 | 21 | 74 | 59 |
| Germany | 97 | 2 | 0 | 6 | 48 | 0 | 41 | 6 | 10 | 25 |
| Austria | 46 | 3 | 2 | 5 | 5 | 0 | 31 | 1 | 8 | 22 |
| Poland | 99 | 14 | 2 | 20 | 16 | 0 | 47 | 0 | 15 | 32 |
| Bulgaria | 34 | 4 | 0 | 2 | 0 | 0 | 28 | 0 | 23 | 5 |
| Croatia | 38 | 17 | 0 | 0 | 0 | 1 | 20 | 2 | 3 | 15 |
| Czech Republic | 30 | 2 | 0 | 6 | 4 | 0 | 18 | 0 | 5 | 13 |
| Hungary | 71 | 11 | 0 | 18 | 5 | 5 | 32 | 0 | 7 | 25 |
| Romania | 13 | 5 | 0 | 4 | 0 | 1 | 3 | 0 | 3 | 0 |
| Russia | 3 | 0 | 1 | 0 | 0 | 0 | 2 | 0 | 1 | 1 |
| Baltic Countries* | 5 | 0 | 0 | 0 | 1 | 1 | 3 | 0 | 3 | 0 |
| Serbia | 8 | 0 | 0 | 0 | 1 | 2 | 5 | 2 | 3 | 0 |
| Slovakia | 9 | 1 | 0 | 0 | 0 | 0 | 8 | 0 | 2 | 6 |
| Slovenia | 31 | 4 | 0 | 10 | 7 | 3 | 7 | 0 | 4 | 3 |
| Total | 812 | 133 | 16 | 120 | 131 | 13 | 399 | 32 | 161 | 206 |
* The Baltic Countries include Estonia, Latvia and Lithuania.
- This data is drawn from the following subset of Group entities unless stated otherwise:
Germany: UniCredit Bank AG, UniCredit Global Information Services S.C.p.A. (UGIS, German branch), UniCredit Business Partner S.C.p.A. (UCBP, German branch)
Austria: UniCredit Bank Austria AG
Bulgaria: UniCredit Bulbank AD
Croatia: Zagrebačka banka DD
Czech Republic: UniCredit Czech Republic a.s.
Hungary: UniCredit Bank Hungary Zrt., UniCredit Jelzalogbank Zrt., UniCredit CAIB Hungary Ltd, UniCredit Factoring Pénzügyi Szolgáltató Zrt., Sas-Real KFT
Romania: UniCredit Tiriac Bank S.A., UniCredit Business Partner S.C.p.A. (UCBP, Romanian branch)
Russia: ZAO UniCredit Bank
Italian entities include all except for the following: Aspra Finance S.p.A., Breakeven S.r.l., Entasi S.r.l., EuroFinance 2000 S.r.l, Trevi Finance 2 S.p.A., Trevi Finance 3 S.r.l., Trevi Finance S.p.A. - This data is drawn from the following subset of Group entities unless stated otherwise:
Germany: UniCredit Bank AG, UniCredit Global Information Services S.C.p.A. (UGIS, German branch), UniCredit Business Partner S.C.p.A. (UCBP, German branch)
Austria: UniCredit Bank Austria AG
Bulgaria: UniCredit Bulbank AD
Croatia: Zagrebačka banka DD
Czech Republic: UniCredit Czech Republic a.s.
Hungary: UniCredit Bank Hungary Zrt., UniCredit Jelzalogbank Zrt., UniCredit CAIB Hungary Ltd, UniCredit Factoring Pénzügyi Szolgáltató Zrt., Sas-Real KFT
Romania: UniCredit Tiriac Bank S.A., UniCredit Business Partner S.C.p.A. (UCBP, Romanian branch)
Russia: ZAO UniCredit Bank
Italian entities include all except for the following: Aspra Finance S.p.A., Breakeven S.r.l., Entasi S.r.l., EuroFinance 2000 S.r.l, Trevi Finance 2 S.p.A., Trevi Finance 3 S.r.l., Trevi Finance S.p.A.