GRI disclosure tables


Labor Practices and Decent Work

Compare to Report 2010

475.png see (CSR section, Investor relations section) 467.png Indicates core indicators 464.png Indicates additional indicators 469.png see 2011 TITAN GROUP Annual Report and
Financial Results
460.png Indicates core indicators that are partially met

GRI G3 Disclosure TITAN Reference
LA1 - Total workforce by employment type, employment contract, and region, broken down by gender. p. 20-21
LA2 - Total number and rate of new employee hires and employee turnover by age group, gender, and region. p. 20-21 Employee turnover per country in 2011 was: Albania: 10%, Bulgaria 11.4%, Egypt: 2.7%, F.Y.R. of Macedonia: 8.1%, Greece: 17%, Kosovo: 8.2%, Serbia 5.5%, Turkey: 9.4%, U.S.A.: 15.3%
LA3 - Benefits provided to full-time employees that are not provided to temporary or part-time employees, by significant locations of operation. p. 20
LA15 - Return to work and retention rates after parental leave, by gender. p. 20 TITAN follows the Greek law which prevents any kind of dismisal after parental leave.
Labor/Management relations
LA4 - Percentage of employees covered by collective bargaining agreements. All employees are covered by collective bargaining agreements.
LA5 - Minimum notice period(s) regarding operational changes, including whether it is specified in collective agreements. TITAN Group follows E.U. and national legislation in respect to notice period.
Occupational Health and Safety
LA6 - Percentage of total workforce represented in formal joint management–worker health and safety committees that help monitor and advise on occupational health and safety programs. p. 15
LA7 - Rates of injury, occupational diseases, lost days, and absenteeism, and total number of work-related fatalities, by region and by gender. p. 18-19
LA8 - Education, training, counseling, prevention, and risk-control programs in place to assist workforce members, their families, or community members regarding serious diseases. p. 17-18, 27, 30, 32
LA9 - Health and safety topics covered in formal agreements with trade unions. p. 18
LA10 - Average hours of training per year per employee by gender, and by employee category.

p. 21-22
Training and education
LA11 - Programs for skills management and lifelong learning that support the continued employability of employees and assist them in managing career endings. p. 21-22, 24-25, 27, 31, 33
LA12 - Percentage of employees receiving regular performance and career development reviews, by gender. p. 20-21 All female managers as presented in p. 20 and a significant number of female professionals in different Group functions (like Investor Relations, Finance, etc)
Diversity & equal opportunbity
LA13 - Composition of governance bodies and breakdown of employees per employee category according to gender, age group, minority group membership, and other indicators of diversity. See GRI indicator 4.3 and p. 21-22.
LA14 - Ratio of basic salary and remuneration of women to men by employee category, by significant locations of operation. To retain high qualified personnel TITAN follows as standard practice a policy which defines basic salary in each country along with market conditions and collective agreements when applicable. No difference is possible for the same job.