RWL-CSR-Report-use-mail - Flipbook - Page 53
rational and administrative departments.
43.51% of our employees are covered by the union and works
council that the company recognizes to bargain collectively on
behalf of employees.
403-5 Worker training
We place a lot of importance on training our employees, and
on occupational health
our suppliers, especially those that are in direct contact with
our customers or those that work in our depots.
When new employees join the company they receive SHEQ
training regarding safe and healthy working and the environmental rules.
Depending on the position held, employees might be required
to go through more specific training. For example, the technical team and operators continuously go through additional
training such as: OEM technical training, IPAF operator training, Welding training etc. to make sure that their skills are
sufficient and up-to-date to do their job.
Almost all entities use a ‘’Skill Matrix’’ to document the skill maturity-level (1-5) of the technical team, to map the required and
desired skills for the team, and to keep track of mandatory certifications and training.
403-6 Promotion of
In most of our entities, we offer employees mandatory health
check up (in accordance with the local laws) and healthcare
Personal and medical information is treated in strict confidence
and can be passed on to Riwal only if the employee has given
Riwal entities also have collective accident insurances. This insurance offers the possibility to cope with (financial) consequences,
which occur because of accidental death or accidental permanent disability. Employees on the payroll are insured and in some
cases temporary employees or trainees are as well.
To protect our employees during travels we have taken out an
extended global travel insurance which provides coverage for all
reasonable medical costs during travel.
UN SDGoal 3 (good health and wellbeing) is one of the priority goals that Riwal prioritises. These are some of our voluntary